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3-Day HR Department of One Certificate Program (Starts 02-26-2025)

Feb 26, 2025 @ 10:00 am - Feb 28, 2025 @ 6:00 pm EST

Virtual Event Virtual Event


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3-Day HR Department of One Certificate Program (Starts 02-26-2025)
$ 1,795.00

Continuing Education Credits:

  • HRCI – 21 HR(General) Credits
  • SHRM – 21 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on all three days (Detailed Agenda Below)

Are you an HR professional or business owner juggling all HR responsibilities? Then you won’t want to miss our 3-Day HR Department of One Certificate Program.  Designed for professionals like you, our comprehensive program covers everything you need to know to succeed.  Our seasoned HR expert will guide you through a holistic, interactive training with real-world examples and case studies.

In the dynamic world of Human Resources, staying abreast of the latest trends and legal requirements is crucial, especially when you’re the sole HR representative in your organization. Our HR Department of One certificate program is specifically tailored to meet these needs.

It offers a deep dive into the most current HR practices, legal guidelines, and innovative strategies. This program equips you with the knowledge and tools to navigate complex employee relations, ensuring compliance and fostering a positive workplace culture. By enhancing your expertise, you’ll be better prepared to handle the multifaceted responsibilities of HR, from recruitment and retention to performance management and employee development.

Networking and peer learning are invaluable for any HR professional, but even more so for those operating solo. Our program brings together HR practitioners from diverse industries, allowing for a rich exchange of ideas and experiences. You’ll have the opportunity to connect with peers facing similar challenges, share best practices, and build a supportive network. This collaborative environment not only broadens your perspective but also creates a platform for ongoing professional support and growth. These connections can prove to be invaluable resources as you continue to evolve in your HR career.

Finally, earning our certificate from our HR Department of One Program is a testament to your commitment to excellence in the field. It demonstrates to your organization and its leadership that you are dedicated to enhancing your HR capabilities and contributing to the business’s success at a higher level. This certification can be a key differentiator in your career, potentially opening doors to new opportunities and challenges. It’s not just about acquiring new skills; it’s about cementing your role as a strategic partner in your organization, capable of driving change and influencing key decisions.

Remaining abreast of evolving HR trends, leveraging opportunities for professional networking, and embracing the potential for career progression inherent in our HR certification are all meticulously designed to cater to the distinctive requirements of an HR Department of One. Our program is specifically structured to support the singular challenges and opportunities faced by solo HR practitioners, ensuring they are well-equipped to excel in their unique roles.

Why Attend the Training Program:

  • This program provides a well-rounded education in HR functions, equipping you with the skills and knowledge needed to excel in a solo HR role or advance your career in a larger HR department
  • Learn from an expert trainer with extensive HR experience being the sole HR Professional in organizations
  • Engage in interactive and practical training format with practical examples and case studies
  • Network with peers and HR professionals
  • Receive a certificate of completion upon successful program completion

Learning Outcomes:

By the end of the 3-Day HR Department of One Certificate Program, participants will be able to:

  • Gain expertise in a broad range of HR functions
  • Understand employment laws, including FMLA, ADA, and PDA, reducing legal risks.
  • Learn to align HR with overall business goals for organizational impact.
  • Acquire strategies for boosting motivation and job satisfaction.
  • Attract, retain, and develop talent through effective strategies.
  • Foster an inclusive workplace to benefit from diverse perspectives.
  • Manage workplace relationships and conflicts effectively.
  • Address workplace mental health, promoting well-being and productivity.
  • Enhance employee performance through effective management.
  • Create and maintain clear HR policies for consistency.
  • Understand record-keeping for legal compliance and protection.
  • Master I-9 forms and compliance to meet legal requirements.
  • Network with peers and HR professionals and learn from an expert trainer with extensive HR experience and legal expertise.

Program Features:

  • Expert trainer with extensive HR experience
  • Comprehensive coverage of essential HR topics
  • Interactive and engaging training format with practical examples and case studies
  • Pre- and post-test to assess learning outcomes and measure program effectiveness
  • Opportunity for Q&A and networking with peers and HR professionals
  • Certificate of completion upon successful program completion

Target Audience:

  • Small Business Owners and Entrepreneurs: Many small businesses do not have a dedicated HR department. The owner or a key employee often assumes HR responsibilities. This course would be highly beneficial for them to understand basic HR functions, legal compliance, and effective personnel management.
  • Administrative Professionals: In some small organizations, administrative staff may be tasked with HR responsibilities. These individuals would benefit from training that helps them manage HR tasks effectively alongside their other duties.
  • Start-up Teams: Start-ups often have limited staff, and HR tasks might be distributed among team members or handled by a single person. This course would help them establish sound HR practices from the early stages of their business.
  • Managers in Small Organizations: Managers who are required to handle HR functions as part of their role would find such training invaluable. It would equip them with the necessary skills to manage recruitment, employee relations, and compliance with employment laws.
  • Career Changers or Individuals Aspiring for HR Roles: People looking to transition into HR roles or expand their skillset to include HR management would find this course useful, especially if they aim to work in smaller organizations.
  • Freelancers or Consultants: Those who provide HR consultancy services to small businesses or are freelancers managing HR for multiple small clients would benefit from this training to enhance their service offerings.
  • Non-profit Organizations: Staff or volunteers in small non-profit organizations who take on HR tasks can also be part of the target audience, as they often operate with limited personnel like small businesses.

Topics Covered:

Day 1:

  • Introduction and Program Overview
  • Explanation of the many “HR Hats”
  • Mandated Benefits
  • Retirement Plan Benefits
  • Compensation Benefits
  • Office Perk Benefits
  • Performance-Based Benefits
  • Time Off Benefits
  • Health Benefits
  • What is Diversity & Inclusion?
  • Why is Diversity and Inclusion important in the workplace?
  • Workplace Concerns with Violations of the Employment Laws with Protected Classes
  • Conscious Bias (explicit) vs. Unconscious Bias (implicit)
  • Best Practices for Development/Discipline
  • Making Change within your organization
  • Title VII of the Civil Rights Act
  • Fair Labor Standard Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • The Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act (EPA)
  • Occupational Safety and Health Act (OSHA)
  • Pregnancy Discrimination Act (PDA)
  • National Labor Relations Act (NLRA)
  • The Genetic Information Nondiscrimination Act (GINA)

Day 2:

  • Employee Relations
  • Introduction to Employee Relations and its significance.
  • Conflict Resolution and mediation.
  • Effective Communication and feedback.
  • Workplace Investigations and confidentiality.
  • Employee Engagement and motivation.
  • Discipline and Termination best practices.
  • Mental Health in the Workplace & Employee Engagement:
  • Introduction to Employee Well-being and Mental Health
  • Six Pillars of Employee Well-being:
  • Common Mental Health Issues in the Workplace
  • Supporting Employees with Mental Health Conditions
  • Employee Assistance Programs (EAPs)
  • Workplace Culture and Mental Health
  • The Importance of Employee Well-being
  • Types of Health and Wellness Programs
  • Mental Health Programs
  • Evaluating, Planning, and Implementation
  • Creating a Culture of Wellness
  • Family and Medical Leave Act (FMLA):
  • Purpose and overview
  • Eligibility and covered employers
  • Qualifying reasons for leave
  • Duration and intermittent leave
  • Employee rights and job protection
  • Employer responsibilities
  • Employee notice and medical certification
  • FMLA request and approval process
  • Interactions with other laws
  • Americans with Disabilities Act (ADA):
  • ADA purpose and scope
  • Definition of disability
  • Prohibited discrimination types
  • Reasonable accommodations
  • Interactive process
  • Undue hardship defense
  • Pre-employment inquiries
  • Medical examinations
  • Retaliation prohibition
  • Enforcement and remedies
  • Pregnancy Discrimination Act (PDA):
  • PDA purpose and context
  • Prohibited pregnancy-related discrimination
  • Definition of pregnancy
  • Coverage of pregnancy-related conditions
  • Accommodations for pregnant employees
  • Equal treatment requirement
  • Harassment prohibition
  • Enforcement of PDA rights
  • Performance Management:
  • Introduction to Performance Management
  • The Purpose of Performance Management
  • Setting Clear Performance Expectations
  • Goal Setting and Alignment
  • Performance Appraisals and Reviews
  • Feedback and Coaching
  • Performance Improvement Plans (PIPs)
  • Recognition and Rewards
  • Data and Analytics in Performance Management
  • Legal and Ethical Considerations
  • Continuous Improvement in Performance Management
  • Case Studies or Examples of Effective Performance Management
  • Training & Development:
  • Introduction to Training & Development
  • The Importance of Employee Development
  • Identifying Training Needs
  • Training Design and Curriculum Development
  • Delivery Methods (e.g., workshops, e-learning)
  • On-the-job training and mentoring
  • Assessing Training Effectiveness
  • Career Development and Succession Planning
  • Employee Skill Enhancement
  • Leadership and Management Development
  • Measuring the Return on Investment (ROI)

Day 3:

  • Policy Making
  • Policy Development Process
  • Legal Compliance
  • Stakeholder Involvement
  • Policy Communication
  • Enforcement and Consistency
  • Policy Review and Updates
  • Employee Input and Feedback
  • Emerging Policy Areas
  • Common Policy Mistakes
  • Job Analysis & Interviewing
  • Job Analysis Definition
  • Importance of Job Analysis
  • Methods and Tools
  • Identifying Job Requirements
  • Job Descriptions and Job Specifications
  • Legal Compliance
  • Job Analysis Best Practices
  • Real-world Examples
  • Interviewing:
  • Interview Types (e.g., structured, behavioral)
  • Interview Preparation
  • Questioning Techniques
  • Legal Considerations (e.g., avoiding discrimination)
  • Candidate Evaluation
  • Communication Skills
  • Feedback and Decision Making
  • Interviewing Challenges
  • Compliance, I9 Forms, Record Keeping and Documentation:
  • Legal Compliance and Regulatory Agencies
  • Compliance Importance and Non-Discrimination
  • I-9 Forms: Purpose, Completion, and Verification
  • Record Keeping and Retention Laws
  • Types of HR Documentation and Their Importance
  • E-Verify and Acceptable Documents for I-9
  • Digital Record-keeping and Data Security
  • Re-verification, Updates, and Remote Verification
  • Documenting Performance and Corrective Action
  • Electronic Signatures and Document Management
  • Compliance Audits and Record Destruction Policies
  • Personnel Records and Medical Records
  • What it means to be a Strategic Partner
  • Define Strategic HR
  • Business Alignment
  • Data-Driven Decisions
  • HR Technology
  • Measuring HR Impact
  • Partnering with Executives
  • Adding Value to the Organization


Day 1:

10:00 am – 11:30 am: Introduction and Program Overview

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Compensation & Benefits

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: Diversity and Inclusion

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: Employment Laws

Day 2:

10:00 am – 11:30 am: Employee Relations

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Mental Health in the Workplace & Employee Engagement

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: FMLA, ADA, PDA

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: Performance Management & Training & Development

Day 3:

10:00 am – 11:30 am: Policy Making

11:30 am – 11:45 am: Break

11:45 am – 1:00 pm: Job Analysis, and Interviewing

1:00 pm – 2:00 pm: Lunch

2:00 pm – 3:30 pm: Compliance, I9 Forms, Record Keeping and Documentation

3:30 pm – 3:45 pm: Break

3:45 pm – 6:00 pm: What it means to be a Strategic Partner