A self-paced HR certification for HR generalists, HR business partners and people-ops leads who want the full range. It starts with a Foundations module, includes all four People Management pathways (Total Rewards; Talent Acquisition and Onboarding; Performance, Development and Careers; Employee Experience, Wellbeing and Relations), and ends in an integrated capstone reviewed by a professional panel. About 84 hours over 30 weeks.
Bodhih Certified People Management Professional is a self-paced online HR certification from Bodhih Training Solutions. It combines a Foundations module, all four Bodhih People Management Practitioner pathways (Total Rewards; Talent Acquisition and Onboarding; Performance, Development and Careers; Employee Experience, Wellbeing and Relations), an integrated capstone and a professional panel review. Each pathway ends in a graded portfolio and a proctored exam. It takes about 84 hours over 210 days and costs $599.
Most HR careers grow one specialism at a time. Then the role widens, and you are expected to design a salary structure, run an investigation and fix the review cycle in the same quarter, with no method for half of it.
The offer ignores the salary structure, onboarding goals ignore the performance cycle, and exit insight never reaches the hiring plan. The people function works when its parts are designed together, not one at a time.
A knowledge exam shows you can recognise the right answer. An employer deciding whether to give you the whole function wants to see work: plans, structures, processes and decisions that would stand up in their organisation.
For people ready to own the whole people function. You leave with method and evidence in rewards, hiring, performance and development, and employee relations.
For people who advise leaders across every people question. The integrated capstone is the kind of joined-up plan a business partner is asked for.
For people building HR in a growing company. The four pathways give you the structures and processes; the capstone puts them in order.
For reward, recruitment, L&D or ER specialists who want credible depth in the other three areas, with the evidence to show for it.
This programme is not for you if you want a short introduction to HR, or if you only need one area: each of the four pathways can be bought on its own.
The four pathways are complete Practitioner programmes, not summaries. Each has its own diagnostic, eight modules, a graded eight-asset portfolio and a proctored exam. The Foundations module comes first, and the integrated capstone and the professional panel review bring the four together at the end.
The people function as one system, framed before you start the four pathways, so each one fits into the whole.
Reward strategy, job architecture, salary structures, pay reviews, pay equity, pay transparency, benefits and reward governance.
Workforce planning, role design and inclusive adverts, sourcing, structured selection, fair decisions, offers, onboarding and early retention.
Goals and OKRs, the performance cycle, feedback, underperformance, needs analysis, learning design and evaluation, succession and careers.
Listening, engagement and retention, psychosocial risk, policy, grievance and disciplinary casework, investigations, harassment prevention and exits.
One plan that joins the four areas, so pay, hiring, performance and employee relations are designed to work together.
Your capstone is reviewed by a professional panel before the umbrella credential is issued.
Bodhih Certified People Management Professional, verifiable by link and issued as an Open Badge 2.0.
The programme runs in order: the Foundations module, then the four People Management pathways, each as a stage of its own with its full diagnostic, modules, portfolio and exam, then the integrated capstone and the professional panel review.
Measured before you start and again on the same instrument at the end, so the change is recorded rather than claimed.
One 87-minute module: HR strategy and the people plan, the HR operating model, HR metrics and evidence (headcount, turnover, cost per hire, engagement, pay gap basics, the rule of five), employment-law principles across countries, ethics and responsible AI in HR, and how the four practitioner areas connect. You start your capstone people plan here.
The Total Rewards Practitioner pathway: reward strategy, job architecture, salary structures, pay reviews, pay equity, pay transparency, benefits and recognition, with its own portfolio, exam and credential. Enrolling here enrols you in it; if you have already completed it, this stage closes on its own. Its portfolio is evidence for your capstone.
The Talent Acquisition and Onboarding Practitioner pathway: workforce and hiring plans, role design, sourcing, structured selection, fair decisions, offers and the first 90 days, with its own portfolio, exam and credential. Enrolling here enrols you in it; if you have already completed it, this stage closes on its own.
The Performance, Development and Careers Practitioner pathway: goals, review cycles, feedback, fair handling of underperformance, learning needs and evaluation, talent and succession, and careers, with its own portfolio, exam and credential. Enrolling here enrols you in it; if you have already completed it, this stage closes on its own.
The Employee Experience, Wellbeing and Relations Practitioner pathway: listening, engagement and retention, wellbeing and psychosocial risk, policy, casework, investigations, respect at work and exits, with its own portfolio, exam and credential. Enrolling here enrols you in it; if you have already completed it, this stage closes on its own.
A 12-month people plan for one organisation (your own, anonymised, or a realistic composite) across all four practitioner areas: business goals and their people implications, 6-10 defined metrics with baselines and targets (no group under five), three to five priorities, a roadmap with owners, cost and measures, risks and controls for law, fairness, AI and change, and an evidence appendix with at least one work product from each of your four Practitioner portfolios. Reviewed by a two-person panel on five criteria (0-4): strategic alignment and integration; evidence and workforce analytics; operating model, feasibility and cost; employment-law, fairness and responsible-AI judgement; leading change and communication. Pass: 14/20 with no criterion below 2. One resubmission.
Your capstone defended in a recorded 30-minute conversation with a panel of two senior people professionals: a ten-minute summary, questions on your evidence and trade-offs, and one unseen scenario that tests employment-law and responsible-AI judgement. Scored on five dimensions (0-4); pass at 14/20 with no dimension below 2 and both panellists agreeing. All four Practitioner credentials must be current on the day. The credential is issued on pass; one re-sit after 30 days.
Finishing this pathway issues a credential backed by the evidence you produced along the way. It is verifiable by link and is also issued as an Open Badge 2.0, so an employer can check it without taking your word for it.
Salary structures, costed pay reviews, pay equity audits and benefits, from the Total Rewards pathway.
Hiring plans, structured selection, fair decisions and 30-60-90 onboarding, from the Talent Acquisition pathway.
OKRs, review cycles, feedback, fair improvement plans, L&D plans and succession, from the Performance pathway.
Listening, wellbeing, policy, casework, investigations and harassment prevention, from the Employee Relations pathway.
Making the offer follow the structure, onboarding goals feed the performance cycle and exit insight reach the hiring plan.
The integrated capstone is a plan you can take to a leadership team: in order, with owners and the risks named.
Want the detail before you decide? Read the guide: How to choose an HR certification: exams, assignments or graded work.
| What is compared | A typical HR certification | People Management Professional at Bodhih |
|---|---|---|
| Proof of skill | A knowledge exam of multiple-choice questions, or written assignments. | Four graded eight-asset portfolios, four proctored exams, an integrated capstone and a professional panel review. |
| What you practise on | Textbook cases and one country’s framing. | Your own organisation or a realistic composite, with anonymised data only, and global-neutral principles. |
| Range | Broad knowledge of every HR area, examined once. | A complete Practitioner pathway in each of four areas, each examined and graded on its own work. |
| Measurement | None before the course and none after it. | Each pathway opens with a diagnostic and re-measures at 90 days. |
| Buying it in parts | One fixed programme. | Each of the four pathways is also sold on its own, for anyone who needs only one area. |
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Straight answers on time, price, tools and the credential. If yours is not here, ask us and you will have a reply the same working day.
A people management certification shows that you can run the core of the people function: pay and rewards, hiring and onboarding, performance and development, and employee relations. Bodhih Certified People Management Professional does this through a Foundations module, all four Bodhih People Management Practitioner pathways, an integrated capstone and a professional panel review.
It includes a Foundations module; the four People Management pathways (Total Rewards; Talent Acquisition and Onboarding; Performance, Development and Careers; Employee Experience, Wellbeing and Relations), each with its own diagnostic, eight modules, graded portfolio and proctored exam; an integrated capstone; and a professional panel review. The programme runs through 7 stages in all.
The programme takes about 84 hours of work, and most learners are expected to finish in 210 days, or roughly 30 weeks alongside a full-time job. It is self-paced. Because it contains four complete Practitioner pathways, it is a substantial programme, not a short course.
The People Management Professional certification costs $599 for an individual, paid once with no subscription. The course page shows what the four included pathways would cost bought one by one. GST at 18% is added for Indian billing addresses and a GST invoice is issued automatically. Companies buying seats for a team can ask for company pricing.
Yes. Each of the four People Management pathways is sold on its own: Total Rewards, Talent Acquisition and Onboarding, Performance, Development and Careers, and Employee Experience, Wellbeing and Relations. Buy one if you need only one area. The umbrella programme adds the Foundations module, the integrated capstone, the panel review and the People Management Professional credential.
Each of the four pathways is assessed on its own: a portfolio of eight work products graded on five criteria, and a proctored exam with a pass mark of 70% overall and at least 60% in every domain. Both must pass in each pathway. The integrated capstone is then reviewed by a professional panel before the umbrella credential is issued.
The credential is verifiable: it is issued by Bodhih Training Solutions, carries a link anyone can check, and is issued as an Open Badge 2.0. It is a professional credential from a corporate training company working since 2008, not a university degree or a statutory qualification.
Bodhih is not affiliated with SHRM or CIPD, and this credential is not one of theirs or equivalent to their qualifications. Those bodies offer well-known, mostly exam-led or assignment-led routes. The Bodhih programme is a different kind of evidence: graded work products on your own organisation in four areas, four proctored exams, an integrated capstone and a panel review. Some people hold both.
The four pathways cover employment law at principle level and are global-neutral, with dated country notes where the law differs, for example on harassment prevention in India, the UK, the US and the EU. The programme is not legal advice; check the rules that apply to you with an employment-law adviser.
The pathways are written at Practitioner level, for people with some experience in HR or people operations, and the Foundations module frames the people function before you begin. You build the portfolios on your own organisation or a realistic composite, so you do not need to be in a senior role, but you do need to be ready to produce and submit real work for grading.
Yes. Companies can buy seats on the programme for their HR teams, or buy the four pathways separately for specialists. Organisations that prefer the programmes delivered in-house can ask for workshops; there is no public price for that, so talk to us at solutions@bodhih.com or +91 99000 11601.
The People Management Professional certification is $599, about 84 hours, and access opens the moment your payment is confirmed. Start with the Foundations module, then work through the four pathways in your own time. Every structure, plan and process you build is yours to use at work.
Starting records where you stand today. That baseline is what the re-measurement is compared against, and it is never rewritten afterwards.
Reward strategy to pay equity and benefits: eight reward work products, three complimentary Pro Kits, a proctored exam and a verifiable credential.
From the hiring plan to day 90: eight hiring and onboarding work products, four complimentary Pro Kits, a proctored exam and a credential.
Goals and OKRs to succession and careers: eight performance and L&D work products, six complimentary Pro Kits, a proctored exam and a credential.
Measure your team first, plan each person’s growth after, or bring a trainer or coach in. Bodhih’s sister companies cover the rest of the journey.