Certificate in Strategic HR Leadership

Stop being seen as just an administrative function. Master the strategic frameworks that position HR as a business partner and competitive advantage for your organization.

Delivery Options:
In Person Virtual On Demand
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46+ YEARS
Employment Law Training
|
80,000+
Certificates Earned
|
PRACTICING ATTORNEYS
Not Academics

Build HR Skills That Make You Indispensable to Your Organization

The Certificate in Strategic HR Leadership is 4.5 intensive days where you'll master the legal compliance and strategic HR skills that prevent liability, strengthen your organization, and position you as an indispensable business partner, working through real workplace scenarios with experienced attorneys and HR leaders, not theoretical lectures.

What Sets This Program Apart

  • Complete HR legal and strategic coverage – Discrimination defense, wage-hour compliance, ADA/FMLA management, hiring risk, termination law, performance management, retention strategy, and workforce planning
  • Real-world application – Work through discrimination claims, accommodation requests, termination decisions, hybrid workplace challenges, and the strategic workforce issues you'll face Monday morning
  • Expert instruction – Learn from practicing employment attorneys and senior HR leaders who manage legal risk while building high-performing organizations
  • Professional certification – Earn your certificate plus 29.75 SHRM/HRCI continuing education credits
  • Benefits beyond the classroom – Your investment includes quarterly legal updates, faculty access, and alumni resources that keep you current year-round. View participant benefits →
VIEW UPCOMING PROGRAMS

Master 2 Blocks of Employment Law & Strategic HR

Block I covers legal compliance and risk management. Block II builds strategic HR capabilities that position you as a business partner.

The New Landscape of Workplace Discrimination (2026)

What's changing in discrimination law and how to adapt policies, training, and investigations.

Foundation

Expansion of protected characteristics under state law (gender identity, hairstyles/hygiene, reproductive decisions)

Update policies and training to comply with expanding protected classes across states.

Foundation

Retaliation remains #1 EEOC claim — and why it now attaches to nearly every other complaint

Structure responses so protected activity doesn't convert routine actions into retaliation.

Advanced

Religious accommodation conflicts (post-Groff; balancing beliefs and workplace behavior)

Apply post-Groff standards to balance sincere beliefs with operational and coworker impacts.

Advanced

Harassment outside the four walls: remote misconduct, chat/messaging platforms, and bystander liability

Address off-site and digital conduct with clear rules, monitoring and prompt action.

Expert

Reverse discrimination and "post-DEI backlash" claims

Spot and mitigate risks as DEI programs face reverse-bias and retaliation allegations.

Foundation

Documenting the interactive process so it protects you (not just HR)

Create a contemporaneous record that shows good-faith exploration of options.

Advanced

Determining "essential job functions" when hybrid/remote is feasible

Define essential duties defensibly when remote and hybrid options exist.

Advanced

Mental health accommodations and the new expectation of flexibility

Navigate mental health requests while maintaining performance and fairness.

Advanced

When performance issues are really medical/legal issues

Differentiate conduct from condition to choose coaching, discipline, or accommodation.

Expert

Overlap traps: FMLA + ADA + workers' comp + pregnancy accommodation

Coordinate leave and accommodation laws to avoid conflicts and double liability.

Foundation

Pay transparency laws and salary band posting requirements

Meet posting rules while preserving market competitiveness and internal equity.

Foundation

Salary history bans (still expanding state by state)

Remove salary-history bias from hiring and compensation decisions.

Advanced

Negligent hiring & social media screening pitfalls

Use verifiable criteria and documented sources; avoid protected-class data.

Advanced

Inclusive interviewing without increasing risk (what to ask / what not to ask)

Ask job-related, validated questions that minimize discrimination risk.

Expert

AI/algorithmic recruiting laws (CO, NY, CA, IL emerging models)

Audit automated tools for bias, disclosures, and candidate opt-outs.

Foundation

Remote/off-the-clock time: when "quick emails" become unpaid work

Set boundaries and capture all hours for non-exempt remote work.

Foundation

Travel time & hybrid commutes — what must be paid?

Apply federal and state rules to travel, home office trips, and training.

Foundation

Pay transparency intersects with wage claims

Align postings, pay practices, and records to withstand claims.

Advanced

Meal/rest break liability under remote tracking

Ensure compliant break tracking and off-duty controls for remote staff.

Advanced

Misclassification crackdowns (independent contractor & salaried/exempt)

Reassess roles and duties before audits target grey areas.

Foundation

Coaching vs discipline vs accommodation: knowing which lane you're in

Pick the right path early to avoid mixed messages and legal exposure.

Advanced

Documentation as legal shield — what juries look for

Write contemporaneous, behavior-based notes that show fairness and consistency.

Advanced

Digital tone, Teams/Slack as evidence

Model respectful, concise communication that's safe to print in court.

Expert

The "silent plaintiff file" — managers' notebooks and emails as discovery exhibits

Assume side notes and chats will be exhibits; keep them professional.

Expert

Legal do's & don'ts of progressive discipline

Follow clear steps, timelines, and expectations without rigid traps.

Foundation

Why evaluations are Exhibit A in litigation

Make ratings match reality; avoid inflated scores that suggest pretext.

Foundation

"He was always rated 'exceeds'" — until termination" = pretext

Use trend lines and notes to explain performance changes.

Advanced

Writing defensible comments based on behavior not personality

Anchor comments in observable actions, metrics, and impact.

Advanced

Self-appraisals as risk management tool

Capture employee input to reduce disputes and surface issues early.

Expert

Corrective action plans that legally protect the company

Include specific behaviors, supports, deadlines, and consequences.

Foundation

At-will vs implied contracts (what unintentionally creates one)

Avoid language and practices that look like job guarantees.

Advanced

Off-duty conduct & political/social issue firings

Balance brand and policy with lawful off-workplace protections.

Advanced

Retaliation analysis before discharge

Audit timeline, comparators, and documentation before acting.

Advanced

Requests for references & defamation risk

Share neutral facts and required verifications only.

Expert

Severance/releases — when HR should recommend counsel

Use tailored terms and timing to maximize enforceability.

Foundation

Psychological safety = OSHA 2.0 (emerging enforcement theory)

Address psychosocial hazards with training, reporting, and response plans.

Foundation

FMLA abuse vs legal protected use — documentation rules

Tighten certifications, recertifications, and call-in rules lawfully.

Advanced

Workplace threats & duty to act

Build multidisciplinary response protocols for credible threats.

Advanced

Workers' comp plus ADA = dual risk area

Coordinate restrictions, RTW, and accommodations across programs.

Expert

WARN, COBRA, ERISA (what HR must flag, even if counsel handles details)

Know the triggers and timelines HR must escalate immediately.

Foundation

When HR must investigate vs when coaching is sufficient

Triage complaints quickly to choose the right response path.

Advanced

Neutrality and avoiding "confirmation bias"

Use structured questions and corroboration to keep findings objective.

Advanced

What you can/can't promise about confidentiality

Set realistic privacy expectations while protecting the process.

Advanced

Handling reluctant witnesses or anonymous complaints

Build participation through safeguards, not pressure.

Expert

Retaliation-proofing the aftermath

Implement follow-ups and guardrails after findings are delivered.

The Strategic Role of HR in 2026

Elevate HR as a business risk manager and culture architect with metrics leaders trust.

Foundation

HR metrics that executives actually listen to

Report leading indicators tied to revenue, cost, and risk.

Advanced

HR as business risk manager + culture architect

Integrate legal, financial, and cultural risk into business decisions.

Advanced

Workforce planning in a skills-based economy

Forecast and build skills portfolios, not just headcount.

Foundation

Job design for hybrid/distributed teams

Design roles for clarity, autonomy, and measurable outcomes.

Foundation

Skills-based hiring vs credential-based hiring

Source and assess by capability evidence, not pedigree.

Advanced

Employment branding in a candidate-skeptical labor market

Convey proof, not slogans—career growth, flexibility, and impact.

Advanced

Psychological contract in the post-COVID workforce

Reset expectations on flexibility, trust, and development.

Foundation

Internal mobility as a retention strategy

Create pathways and visibility so talent moves before it leaves.

Advanced

Why employees stay (2026 version, not 2016 version)

Prioritize meaning, growth, flexibility, and manager quality.

Advanced

Preventing disengagement before it becomes turnover

Detect risk signals early and intervene with targeted actions.

Advanced

Stay interviews > exit interviews

Use structured conversations to surface fixable issues sooner.

Foundation

Career pathways and succession readiness

Map roles, skills, and readiness with objective criteria.

Advanced

Future-ready skill building (not just training)

Deliver practice, projects, and coaching that change behavior.

Advanced

Manager capability as retention lever

Equip managers to set clarity, coach well, and build trust.

Advanced

Realigning underperformers without turnover spikes

Use fair plans and supports that improve results quickly.

Advanced

Measuring value, not tasks

Define outputs and impact to replace activity metrics.

Advanced

Continuous feedback vs annual ratings

Adopt light-weight, frequent touchpoints that drive growth.

Advanced

Performance calibration to ensure fairness

Compare across teams to remove rater bias and drift.

Advanced

Coaching for development vs coaching for documentation

Split growth coaching from compliance documentation cleanly.

Advanced

Pay transparency as a trust-building tool

Use ranges, rationales, and progressions to build credibility.

Advanced

Market pricing in unpredictable labor markets

Blend surveys and real-time signals for resilient ranges.

Advanced

Differentiated rewards for critical roles

Invest more where scarcity and impact are highest.

Expert

Linking rewards to retention, not just performance

Tie incentives to staying power and skill criticality.

Foundation

Psychological safety & leadership credibility

Leaders earn trust through consistency, clarity, and care.

Advanced

Cultural risk ≠ legal risk (but both must be managed)

Track culture signals alongside compliance to reduce surprises.

Advanced

Restoring culture after turnover or change

Rebuild norms with rituals, stories, and visible decisions.

Advanced

Managing dissent, not suppressing it

Channel disagreement into better choices and stronger buy-in.

Advanced

Turning metrics into decisions

Pair data with clear actions, owners, and timelines.

Expert

HR dashboards executives care about

Show few, high-signal metrics tied to outcomes and risk.

Expert

Cost of turnover & ROI of retention

Quantify avoidable churn and returns on retention levers.

Expert

Predictive HR (leading indicators, not lagging)

Build early-warning views of capacity, risk, and demand.

Advanced

Live structured case: build a simplified HR strategic plan

Apply the toolkit in a realistic scenario with feedback.

Advanced

Translate legal compliance → workforce strategy

Turn risk controls into talent, culture, and performance levers.

Advanced

Align HR levers with organizational goals

Connect hiring, development, rewards, and culture to strategy.

Wage & Hour (FLSA) Under Remote/Hybrid

Off-the-clock time, hybrid travel, and complex pay calculations.

Foundation

Remote off-the-clock risk

Email/IM, rounding, device sync; travel time for split/hybrid days; audits for "player-coach" roles.

Advanced

Commission/bonus/draw plans

Overtime calculations without tripping over spiffs and recoveries.

Foundation

"At-will with evidence"

Build the performance notes → PIP → termination timeline that defeats pretext.

Advanced

Protected activity lookback

Adverse-action timing; manager speech and political/off-duty conduct.

Foundation

References and internal comms

Avoid defamation; understand privilege boundaries.

Advanced

IIED, interference, misrepresentation

How sloppy recruiting or RIF messaging creates exposure.

Expert

Negligent hiring/retention/supervision

Avoid vendor and staffing-agency pitfalls with better controls.

Foundation

Program design

Pros/cons; opt-out windows; class/collective treatment; record retention.

Advanced

Annual audit of agreement & intake flows

Onboarding portals, e-sign, and off-cycle hires—keep the chain clean.

Foundation

Cannabis laws & safety-sensitive roles

Impairment vs presence testing; consistent enforcement; accommodation analysis.

Advanced

Prescription meds and fitness-for-duty

Balancing safety, privacy, and performance in remote/hybrid contexts.

Foundation

Employee data privacy

CPRA and state analogs: notices, access requests, retention/deletion, and disciplinary use.

Advanced

Monitoring productivity and keystrokes

Geolocation, BYOD, and personal-account discovery—practical boundaries.

Foundation

What remains enforceable

NDAs, non-solicits, trade-secret law—how to draft so they stick.

Advanced

Garden leave and TRAPs

Training-repayment agreements and choice-of-law strategy across states.

Ready to Transform Your Workplace?

REGISTER NOW DOWNLOAD FULL PROGRAM PACKAGE

Choose Your Format. Not Your Quality.

In-person, virtual, or on-demand - every program features the same practicing attorneys, current content, and professional credits you need.

Hotel Details

Learn from Practicing Professionals

Not academics—practitioners who manage real legal risk while building high-performing organizations

Wayne W. Williams, Esq.

Wayne W. Williams, Esq.

Founder, Law Offices of Wayne W. Williams

[FULL BIO TO BE ADDED]

Dawn R. Kubik, Esq.

Dawn R. Kubik, Esq.

Of Counsel

[FULL BIO TO BE ADDED]

Brenda Heinicke

Brenda Heinicke

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Di Ann Sanchez

Di Ann Sanchez

Human Resources Chief Exceptional Officer

[FULL BIO TO BE ADDED]

Amy Zdravecky

Amy Zdravecky

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Grant Gibeau

Grant Gibeau

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Rudi Turner

Rudi Turner

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Cyndi Ramirez Ryan

Cyndi Ramirez Ryan

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

✨ Exclusive Attendee Benefits

  • Pre-Program Consultation

    Identify your priorities and customize your learning focus before day one.

  • Professional Credits

    Earn 29.75 SHRM/HRCI credits (plus 6 additional from quarterly updates = 35.75 total) credits—more than most HR professionals earn in two years.

  • Ongoing Development

    12 months of quarterly employment law updates keep you current as regulations change.

  • Alumni Advantages

    $300-$500 off all future programs—for you and every colleague you refer.

Pre-Program Consultation

Identify your priorities and customize your learning focus before day one.

Quick Answers

We know you're busy. Here's what you actually need to know.

Yes. Block I (HR Legal Mastery, $1,375) covers discrimination law, ADA/FMLA, wage-hour compliance, hiring/termination risk—the legal foundation every HR professional needs. Block II (Strategic HR Leadership, $1,575) focuses on workforce planning, retention strategy, performance systems, and positioning HR as a business partner. Most participants take both blocks together ($2,375, saving you $575), but you can register for either block individually based on your immediate needs.
All three formats feature the same instructors (practicing employment attorneys and senior HR leaders), current content, and professional credits. In-person provides face-to-face networking and immediate interaction. Virtual delivers the same live instruction via Zoom with full Q&A capability. On-demand lets you learn at your own pace over 90 days with the ability to pause and revisit complex topics. Choose the format that fits your schedule and learning style—the quality remains identical.
Within minutes, you'll receive an invoice email. Once payment is processed, you can schedule your complimentary pre-program consultation (10-15 minutes) to discuss your specific HR challenges—whether you're dealing with accommodation requests, termination decisions, retention issues, or positioning HR strategically within your organization. Pre-program materials arrive one week before your session starts.
The Employee Relations Law program focuses exclusively on legal compliance—labor relations, discrimination defense, and employment law risk. This Strategic HR Management program covers the same legal foundations in Block I, then adds Block II on strategic HR capabilities: workforce planning, talent strategy, retention systems, and positioning HR as a business driver rather than just a compliance function. If you want legal expertise plus the strategic frameworks that get HR a seat at the leadership table, this is your program.
That depends on when you last updated your legal knowledge. Employment law has changed significantly—post-Groff religious accommodation standards, AI hiring regulations in multiple states, expanded protected characteristics, new FMLA/ADA intersection traps, and hybrid workplace compliance issues. Many experienced HR professionals find that what they learned 3-5 years ago no longer reflects current legal standards. Block I updates your legal foundation with 2026 realities before Block II builds your strategic capabilities on that updated foundation.
That's exactly who this program is designed for. Block I ensures you have bulletproof legal credibility (executives trust HR professionals who prevent problems, not create them). Block II gives you the strategic frameworks that distinguish business partners from administrative support: workforce planning aligned with business goals, retention strategies that reduce costly turnover, performance systems that drive results, and the metrics executives actually care about. You'll walk away speaking leadership's language, not just HR's.
The complete program provides 29.75 SHRM/HRCI credits. Plus, your enrollment includes 12 months of quarterly employment law updates (4 sessions × 1.5 credits each = 6 additional credits), bringing your total to 35.75 credits—typically more than HR professionals earn in two years. Block I alone provides approximately 16 credits; Block II provides approximately 13.75 credits.
Your materials are living resources that update continuously as employment law and HR practices evolve. Recent updates include 2026 pay transparency laws across multiple states, AI hiring regulations (CO, NY, CA, IL), post-COVID workforce engagement strategies, remote/hybrid performance management systems, skills-based hiring frameworks, and the shift from traditional succession planning to dynamic talent mobility models. Unlike static textbooks that become outdated immediately, your resources reflect current legal requirements and strategic HR best practices.
Every program enrollment includes FREE access to all four quarterly 90-minute update sessions for 12 months (valued at $1,588). These instructor-led sessions cover new regulations, court decisions, and strategic HR trends—delivered mid-January, April, July, and October. Each session is recorded and available within 24 hours. After your first year, you can continue receiving updates at alumni pricing. This keeps you current on both legal compliance AND evolving HR strategies as the workplace continues to change.
Yes. Your enrollment includes all live instruction from both practicing attorneys (Block I) and senior HR leaders (Block II), complete program materials, 29.75 continuing education credits, pre-program consultation, 12 months of quarterly employment law updates (4 sessions, $1,588 value), permanent access to living resources that update continuously, and alumni benefits for all future programs. The only additional cost would be travel and lodging if you choose in-person format. There are no hidden fees or additional charges.

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