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6-Month Evening Online HR Master Program – Wednesday Sessions (Starts 05-01-2024)

May 1, 2024 @ 8:00 pm - Oct 9, 2024 @ 11:00 pm EDT

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6-Month Evening Online HR Master Program – Wednesday Sessions (Starts 05-01-2024)
Elevate Your Career with Our Online Human Resource Management Master Program. Human Resource Management has evolved from a mere administrative function into a strategic imperative for organizations seeking to thrive in today's dynamic business landscape. Are you interested in advancing your career as a high-potential Human Resource professional? Look no further than our Online Human Resource Management Master Program. Human Resource Management has come a long way from being an industrial relations professional to becoming a strategic partner of the C-level executives in modern corporations. Our selective 6-month online program provides advanced knowledge and skills to move into senior HR roles and execute a human capital strategy on a global scale.
$ 6,995.00


May 1, 2024 @ 8:00 pm EDT
Oct 9, 2024 @ 11:00 pm EDT
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Online / Live Stream / Webinar
63385 United States
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Instructor:  Elga Lejarza, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP, GPHR

Location: 2-Way Interactive Live Stream

Continuing Education Credits:

  • HRCI – 72 HR(General) Credits
  • SHRM – 72 PDC’s


  • 8:00 pm to 11:00 pm Eastern Time on Wednesdays for a 6 Month period (24 Weeks)

* All of the live sessions are recorded and made available the next day in case you have to miss one or you want to listen to it again.

Attention HR professionals!

Elevate Your Career with Our Online Human Resource Master Program.

Human Resource Management has evolved from a mere administrative function into a strategic imperative for organizations seeking to thrive in today’s dynamic business landscape.

Are you interested in advancing your career as a high-potential Human Resource professional? Look no further than our Online Human Resource Master Program. Human Resource Management has come a long way from being an industrial relations professional to becoming a strategic partner of the C-level executives in modern corporations. Our selective 6-month online program provides advanced knowledge and skills to move into senior HR roles and execute a human capital strategy on a global scale.

This program is designed to equip you with the knowledge and skills necessary to succeed in this vital field, essential to the success of all organizations to be an effective business partner and support an organization’s vision, mission, and goals. Whether you’re a seasoned professional seeking new insights or just starting your career, our Online Human Resource Master program will benefit anyone with a professional interest in understanding the critical role human capital plays in organizations. Don’t miss out on this opportunity to take your career to the next level. Join now and exceed your potential.

Over the course of the six-month Online Human Resource Master Program, aspiring HR professionals will embark on a journey of comprehensive learning and skill development that will equip them to excel in this dynamic and ever-evolving field. Through a blend of rigorous coursework, interactive simulations, and real-world case studies, participants will gain in-depth knowledge of critical HR functions and develop the practical skills necessary to navigate the complexities of the modern workplace.

Participation in this program is not only an investment in your professional development but also a strategic step toward achieving HR certification. The comprehensive curriculum is designed to equip you with the knowledge and skills required to successfully pass your HR certification exams, should you not have obtained them yet. This program serves as an excellent preparatory platform for those aspiring to be certified HR professionals.

Enroll Today and Unlock Your HR Potential

Join our vibrant community of HR professionals and embark on a transformative journey to elevate your career and become an indispensable asset to your organization. Enroll in our Online Human Resource Management Master Program today and take your HR expertise to the next level.

Program Structure

Our comprehensive master’s program is designed to provide you with a holistic understanding of HRM and equip you with the practical skills to excel in the field. Participants will be provided with modules covering the most critical disciplines of HRM in today’s business context.

These disciplines include:

  • Employment Laws and Ethics
  • Labor and Employee Relations
  • Talent Planning and Acquisition
  • Learning and Development
  • Performance and Rewards Management
  • Compensation and Benefits
  • Employment Relations
  • Strategic Human Resources Management
  • Organizational Design and Development
  • Workforce Analytics
  • Managing Diversity in the Organization
  • Conducting Internal Investigations
  • Succession Planning
  • Mental Health and Wellness programs.

Why You Should Attend

  • Comprehensive Understanding of Employment Laws: The program covers essential employment laws like the FLSA, EPA, Civil Rights Act, OSHA, and more, enabling attendees to ensure legal compliance in their organizations, which is critical for avoiding legal disputes and fostering a fair workplace.
  • Leadership and Strategic Insights: With modules on leadership and strategy, including strategic planning, project management, and organizational design, participants can enhance their ability to contribute strategically at the executive level, making HR a key player in organizational success.
  • Diversity, Equity, and Inclusion Expertise: Given the increasing focus on DEI in the workplace, the program equips HR professionals with the skills to foster an inclusive environment, which is vital for attracting and retaining top talent and promoting innovation.
  • Advanced Employee Relations Skills: The training provides in-depth knowledge on managing complex employee relations issues, conducting internal investigations, and handling labor relations, which are essential for maintaining a positive and productive workplace.
  • Talent Planning and Acquisition Competence: With a focus on HR planning, job analysis, recruitment strategies, and selection processes, attendees can refine their ability to acquire and retain the right talent, a crucial factor in any organization’s success.
  • In-depth Knowledge of Total Rewards and Performance Management: Understanding the intricacies of compensation, benefits, and performance management enables HR professionals to design programs that motivate and engage employees, driving performance and retention.
  • Learning and Development Skills: The program covers organizational development, training models, and succession planning, providing tools for developing employees’ skills and preparing them for future roles, which is key to long-term organizational growth.
  • Risk Management and Compliance with OSHA: Knowledge of OSHA standards and risk management is critical for ensuring workplace safety and compliance, protecting both employees and the organization.
  • Focus on Mental Health and Corporate Wellness: With an increasing recognition of the importance of mental health and well-being in the workplace, the program prepares HR professionals to implement effective wellness programs, improving employee satisfaction and productivity.
  • Staying Current with HR Trends and Practices: The HR field is constantly evolving, and this program offers an opportunity to stay updated with the latest trends, technologies, and best practices in HR management.
  • Networking Opportunities: Such programs often attract a diverse group of HR professionals, offering excellent networking opportunities and the chance to learn from peers across different industries.
  • Career Advancement and Professional Development: Completing an advanced HR training program can enhance one’s credentials, opening doors for career advancement and positioning oneself as an HR expert within their organization or in the broader market.
  • Customized Learning for Various HR Roles: The wide range of topics makes the program relevant for HR professionals in different roles and at various stages of their careers, from HR generalists to specialists and leaders.

Attending this HR Master training program would provide you with a deep and broad understanding of key HR functions, equipping you with the skills and knowledge necessary to effectively manage HR challenges and contribute to your organization’s success.

Elga Lejarza, our esteemed instructor, will be sharing her extensive knowledge and insights gained from 29 years of experience in Human Resources with all participants. This presents a unique opportunity for attendees to learn from her wealth of expertise in the field.

Target Audience

  • Experienced HR Professionals: This includes HR managers, directors, and senior HR practitioners who are looking to update their skills, learn about new trends, and gain insights into advanced HR strategies and practices.
  • Mid-Level HR Practitioners: HR generalists, coordinators, and specialists who aim to advance their careers by gaining deeper knowledge and expertise in specific areas of HR
  • Aspiring HR Leaders: Individuals who are looking to move into leadership roles within HR, such as becoming an HR manager or director, and want to prepare themselves for these roles
  • HR Consultants and Freelancers: Professionals who provide HR consulting services to organizations and are looking to broaden their service offerings or deepen their expertise in certain HR areas
  • Business Owners and Entrepreneurs: Owners of small to medium-sized businesses who handle HR functions themselves and need to understand best practices in HR management
  • Non-HR Professionals with HR Responsibilities: Managers and supervisors who are not in HR but have HR-related responsibilities, such as hiring, performance reviews, and team management
  • Academics and Students in HR-related Fields: Educators and students who are pursuing studies in human resources or related fields and wish to gain practical insights and advanced knowledge
  • HR Software and Service Providers: Professionals working in companies that offer HR-related software or services, seeking to understand the needs and challenges of HR practitioners better
  • Professionals in Related Fields: Such as finance, administration, or operations, frequently interact with HR and need to understand its functions and processes
  • Organizational Development Professionals: Those who focus on change management, employee engagement, and organizational culture, looking to integrate these with broader HR practices

You Receive the Following Training Resources and Materials

  • HR Master Module Book Set
  • Certificate of Completion
  • Access to all of the Live Session Recordings the morning after the session that you will have access to for 6 months after the class ends
  • Access to dozens of 1-on-1 exam prep session recordings from past successful students that have allowed us to record and share
  • Complimentary 1-hour one-on-one session before your exam to make sure you are ready
  • The emotional support needed, literally, up to the last minute before the exam because we are committed to doing whatever it takes to make you successful at passing your HR Certification exams!

We also provide you with instructions for applying and registering for the HR Certification Exams!


Module 1 – Employment Laws

  • Fair Labor Standard Act (FLSA) 1938
  • The Equal Pay Act (EPA) of 1963
  • Title VII of The Civil Rights Act of 1964
  • The Age Discrimination Act of 1967 (ADEA)
  • The Occupational Safety and Health Act (OSHA) of 1970
  • The Fair Credit Reporting Act (FCRA) of 1970
  • The Employee Retirement Income Security Act (ERISA) of 1974
  • The Copy Rights Act of 1976
  • The Pregnancy Discrimination Act (PDA) of 1978
  • The Consolidated Omnibus Reconciliation Act (COBRA) of 1985
  • The Immigration Control and Reform and Control Act (IRCA) of 1986
  • Form I-9 Compliance
  • The Drug Free Workplace Act (DFWA) of 1988
  • The Workers Adjustment and Notification Act (WARN) of 1988
  • The Employee Polygraph Protection Act of 1988
  • The Family and Medical Leave Act (FMLA) of 1993
  • The Uniformed Services Employment and Re-employment Rights Act (1994)
  • Health Insurance Portability and Accountability Act (HIPAA) of 1996
  • The Mental Health Parity Act (MHPA) of 1996
  • The Sarbanes-Oxley Act (SOX) of 2002
  • The Genetic Information Non-discrimination Act (GINA) of 2008
  • The Lilly Ledbetter Fair Pay Act of 2009
  • The Patient Protection and Affordable Care Act (PPACA) of 2010
  • The Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act)
  • The Pregnant Workers Fairness Act (PWFA) of 2023

Module 2 – Leadership & Strategy

  • HR’s roles now and then
  • What is a strategy and why is it needed in business
  • HR’s role with the Strategic Planning Process
  • Business and Financial Knowledge
  • Michael Porter’s Grand Strategies
  • Environmental scanning tools; SWOT analysis, PESTLE analysis, Porter’s Five Forces analysis
  • Strategic Planning Process phases
  • Project Management tools
  • Evaluating HR’s effectiveness and efficiency
  • Using leading and lagging indicators
  • HR’s Outsourcing Process
  • HR and Technology
  • Organization’s growth strategies; mergers and acquisitions, greenfield project, brownfield project, turnkey project, divestiture
  • Organizational Designs: Functional Departmentalization, Divisional Departmentalization, Matrix, Centralization, Decentralization, Formalization, Division of Labor, Span of Control, Chain of Command
  • Edgar Schein’s Model of Organizational Culture
  • Cultural Theories: Edward T. Hall Cultural Theory, Geert Hofstede’ Cultural Theory, and Hamden-Turner Cultural Theory.
  • Change Theories: Kurt Lewin, Kotter
  • The Role of HR with Organizational changes
  • The Importance of Creativity for Competitive Advantage
  • Advantages and disadvantages of Offshoring
  • Leadership Theories
  • Ethical Issues affecting Organizations
  • Corporate Social Responsibility
  • HR Research and Analytics

Module 3 – Diversity, Equity and Inclusion (DEI)

  • The importance of Diversity, Equity and Inclusion in the workplace
  • The four layers of Diversity
  • Unconscious Bias in the workplace: Confirmation bias, affinity bias, social comparison bias, name bias, beauty bias, height bias, age bias, cultural noise, halo/horn effect bias, recency/primacy bias, contrast/sequencing effect bias, similar to me bias, leniency/strictness/central tendency bias, non-verbal bias
  • Using the P.A.U.S.E. Model to evaluate, slow down and minimize our natural, instinct reactions, unconscious/implicit bias
  • Steps to initiate a DEI Initiative

Module 4 – Employee Relations

  • The role of HR with Employee Relations
  • Employee Relations issues that belong to HR versus to Managers/Supervisors
  • Why HR needs to conduct formal Internal Investigations
  • Complaint intake – Drawing the “Box” and closing the “Box”
  • Planning the investigation
  • Interviewing the complainant/reporter, the witnesses, the alleged accused
  • Preventing retaliation during investigations
  • Handling inconclusive conclusions
  • Addressing difficult witnesses
  • Presenting findings
  • Completing the investigation executive summary

Module 5 – Labor Relations

  • Unions Labor Laws: The Railway Labor Act of 1926, the National Labor Relations Act (NLRA) of 1935, The Labor Management Relations Act (LMRA) of 1947 and the Labor Management Reporting and Disclosure Act (LMRDA) of 1959
  • The structure of unions
  • Employer/Unions Unfair Labor Practices (ULP’s)
  • The Labor organization process
  • Union representation election/deauthorization/decertification
  • The Collective Bargaining process
  • Legal/Illegal strikes

Module 6 – Talent Planning and Acquisition

  • Human Resources Planning
  • Forecasting methods
  • Job analysis process and the outcome of job analysis
  • Difference between a job description and a job specification
  • Common job analysis methods
  • The employment branding strategy
  • Internal and Externa recruitment methods
  • The selection process
  • Different types of interview questionnaires
  • Interviewing challenges and solutions
  • Video and virtual interviews
  • Evaluating candidates and making informed decisions
  • Benefits of a Realistic Job Preview
  • Background checks: criminal convictions, credit history, motor vehicle, academic credential and work reference checks
  • Discriminatory questions

Module 7 – Total Rewards: Benefits and Compensation

  • Financial and Non-financial compensation
  • Corporate compensation philosophies
  • Factors influencing pay
  • Job Evaluation methods
  • Compa Ratio and its objective
  • Money and Motivation Theories
  • Incentive programs: Individual, Group/team and Company-wide
  • Executive compensation: Golden parachutes, golden handcuffs, golden handshakes, golden hello, golden jacket, non-qualified deferred compensation, stock options, director pay, perks and perquisites
  • Retirement plans: Qualified versus non/qualified
  • Defined benefits versus defined contributions
  • Health Care Benefits: HMO versus PPO

Module 8 – Learning Development and Performance Management

  • The strategic objectives of organizational development (OD)
  • The ADDIE Model
  • Kirkpatrick’s Four Levels of Evaluation
  • Principles of Andragogy
  • Principles of Learning: Transfer of training, on-the job training methods, off the job training methods
  • Succession Planning benefits
  • Succession Planning Steps
  • Succession Planning tools
  • Development of Internal Talent
  • Challenges with developing professionals

Module 9 – Risk Management and OSHA

  • Employers’ obligations under OSHA
  • Required OSHA Forms
  • Employees’ rights and responsibilities with OSHA
  • OSHA’s safety inspections
  • OSHA’s safety inspections’ priorities
  • Levels of OSHA violations
  • Best OSHA’s Standards: Hazard Communication, Safety Data Sheets, Lock-out/Tag-out, Bloodborne Pathogens, Occupational Noise Exposure, Personal Protective Equipment
  • Risk Management Process

Module 10 – Mental Health in the Workplace and Corporate Wellness Programs

  • Understanding why mental health is important in the workplace
  • The most common mental health issues in the workplace
  • Understanding signs and symptoms of mental illness
  • Supporting employees with:
  • Stress/burnout
  • Attention Deficit/Hyperactivity Disorder (ADHD)
  • Autism Disorder
  • Obsessive Compulsive Disorder
  • Dermatillomania/Trichotillomania
  • Personality Disorder
  • Panic Disorders
  • Somatoform Disorders
  • Phobias
  • Mood Disorders
  • Depression
  • Anxiety
  • Bipolar Disorder
  • Posttraumatic Stress Disorder
  • Schizophrenia
  • Sleep Disorder
  • Eating Disorder
  • Seasonal Affective Disorder (SAD)
  • Substance Abuse
  • Alcoholism
  • Providing resources: Employee Assistance Programs
  • Dealing with the Mental Health stigma
  • The Importance of Employee Well-being
  • Types of Health and Wellness Programs
  • Planning and Implementing the Strategy
  • Creating a Culture of Wellness