Business & Technology

Graduate Certificate in Human Resources

United States University’s Human Resource Management (HRM) graduate certificate is a combination of essential competencies organized to support the success of business leaders and managers. The learning design explores the critical relationship between HR strategy and business success. Each course provides both a conceptual framework for the rich content and practical application for today’s rapidly changing workplace.

Rooted in best practices and emerging trends, the program facilitates a deeper understanding of the value of attracting and retaining top talent, the importance of total compensation and reward programs, and the criticality of managing organizational behavior that fosters a collaborative, high performance culture.

Across the curriculum, students have the opportunity to identify ways to partner with organizational leadership to turn HRM concepts into innovative, implementable organizational strategy. The courses are designed to facilitate community learning through creative collaborative assignments, develop a deeper understanding and ways to work with an increasingly diverse, global workforce in a technology driven workplace.

Admission Requirements

Applicants interested in pursuing a graduate certificate in Human Resources must meet the general admission requirements for Graduate Admissions.

Program Requirements

For more information refer to the University Catalog.

Tuition and Cost

Click herefor tuition and fees.

Completion Time

1-2 semesters / 4-8 months

Graduate Certificate in Human Resources Total
12 Credits

Course Requirements

HRM502: Attracting and Retaining Talent

Attracting and retaining talent with today’s workforce takes a combination of experience, tenacity and knowledge of evolving social psychology with a multi-generation workforce. This course examines how Human Resources partners with senior management to develop and implement strategic talent planning initiatives. Other essential topics within the discipline are examined, including: social media (recruiting and use in the workplace), employee on-boarding, culture development and change, and compensation implications on the employment life-cycle.

3 Credits

HRM503: Executive Seminar: Human Resource Trends and Emerging Practices

This course takes a just-in-time look at the essential role Human Resources plays in supporting, guiding and
leading organization development and planning initiatives. In today’s rapidly changing marketplace, it is more
important than ever that HR quickly assess and accurately guide organizational leadership when responding to trends and emerging practices related to globalization, employment law and regulations, safety, decentralized and remote workers, workforce diversity, changing skill requirements, designing innovative initiatives, the contingent
workforce, negotiation and conflict, employee relations, and financial readiness.

3 Credits

HRM504: Human Resource Analytics: Managing Total Rewards Compensation

Human resources (HR) data analytics are a critical part of developing strategic business decisions. This course provides practical application of HR analytics and how they add value to organizational decision making. Examines resources that enable alignment with the organization’s mission and goals with key metrics and benchmarks. Explores a set of techniques that support organizing, analyzing, and presenting HR data in a compelling way. The course includes how to examine and explore a total-rewards view to compensation that aligns with their organization’s strategic goals and operations. The course explores how to develop compensation calculations that present a method of job comparison that incorporates the total rewards view.

3 Credits

HRM505: Human Resource Strategy and Leadership Decision-Making

Building an organizational strategy is one of the key activities of any organizational board and/or leadership team.
This course does a deep dive into the dynamics of how leaders scan the marketplace and develop organizational
goals with the HR team, with a specific focus on alignment of organizational behavior to achieve goals.

3 Credits