A self-paced compensation and benefits course for HR generalists, HR business partners, reward specialists and people-ops leads. You build a salary structure, a costed pay review, a pay equity audit and a benefits redesign in three complimentary Pro Kits, they are graded against a rubric, and you sit a proctored exam. About 18 hours over 5 weeks.
Total Rewards is a self-paced online certification from Bodhih Training Solutions, formally titled Bodhih People Management: Total Rewards, Practitioner. It teaches HR and reward professionals to write a reward philosophy, build a job architecture and salary structure, run a costed pay review, audit and fix pay gaps, prepare for pay transparency, redesign benefits and govern reward. It takes about 18 hours over 35 days and is assessed by a graded eight-asset portfolio and a proctored exam. It costs $79.99.
Offers are made case by case, new hires earn more than people who have been here for years, and every exception becomes the next precedent. Without a job architecture and a structure tied to the market, every pay conversation is a negotiation from scratch.
A pay gap report, a transparency law or one pointed question from an employee can arrive at any time. You need a like-for-like audit, an honest reading of the numbers and a costed plan to fix what you find, before someone else finds it.
Increases are spread thinly, top performers leave, and the reasons for each decision live in a manager’s head. A merit matrix costed against budget, with managers prepared for the conversation, changes both the result and how it is received.
For people who own pay alongside everything else. You leave with a reward philosophy, a levelling guide and a salary structure your organisation can actually run.
For people who want method behind the numbers: market pricing, aging and blending, midpoints and spreads, compa-ratio, pay equity statistics in plain words, and costed benefits.
For growing companies where pay decisions have outgrown gut feel. You build the structure, the pay review model and the governance calendar that make pay explainable.
A lead strand runs inside the same course: running the pay review with managers, preparing them for pay conversations, and governing reward through an annual calendar.
This course is not for you if you want a short overview of compensation terms, or if you are not prepared to build and submit eight pieces of reward work for grading.
Each module ends in a portfolio asset built in your complimentary Pro Kits, on your own organisation or a realistic composite, with anonymised data only. The portfolio is graded on five criteria, and the credential is issued only when both the portfolio and the proctored exam pass.
Your market position (lead, match or lag), what you pay for, and how reward is governed, with today’s offer mapped against it.
Job families, tracks and levels, a levelling guide and a job evaluation method that can defend equal value.
Ranges built from market data you can trust, with midpoints, spreads and progression, and compa-ratio and range penetration for your people.
A merit matrix costed against the budget, a view on skills-based pay and compression, and the plan for running the review with managers.
A like-for-like audit that separates the pay gap from equal pay, protects small groups, and ends in a costed plan to close what you find.
What transparency rules ask of you at principle level, how ready you are, how you will write about pay, and how managers will hold pay conversations.
Statutory, contractual and voluntary benefits reviewed against employee needs and personas, with a costed flexible menu and a launch plan.
Recognition and wellbeing as part of reward, a total reward statement, and the annual reward calendar with its governance rules.
The path runs in order: a diagnostic, four modules on strategy, job architecture, salary structures and pay reviews, a portfolio checkpoint, four modules on pay equity, transparency, benefits and the reward experience, then the portfolio, a 12-month roadmap, a mock and the certification exam.
Measured before you start and again on the same instrument at the end, so the change is recorded rather than claimed.
A 50-minute diagnostic: 48 workplace exercises, six in each of the eight domains. Not scored for the credential: it shows where you start in each domain and is re-run at 90 days to show what changed.
Total rewards in plain words, lead / match / lag, what you pay for, and a philosophy people can test. Portfolio asset A1: total rewards philosophy and map (Compensation Structure Builder kit).
Families, tracks and levels, levelling guides, ranking, classification and point-factor evaluation, equal value. Asset A2: job architecture and levelling.
Market data you can trust, aging and blending, midpoints, spreads and progression, compa-ratio and range penetration. Asset A3: salary structure.
Merit matrices costed against budget, skills-based pay, pay compression, and running the pay review with managers (lead strand). Asset A4: pay review and pay-for-contribution plan.
Submit drafts of A1-A4 for feedback before you start pay equity. A reviewer checks your structure and pay review figures. Not graded for the credential.
Pay gap vs equal pay, like-for-like audits, statistics in plain words, small groups, and a costed remediation plan. Asset A5: pay equity audit and remediation plan (Pay Transparency and Equity Audit Kit).
What transparency laws ask for (principle level), readiness, writing about pay, and preparing managers for pay conversations (lead strand). Asset A6: transparency readiness pack.
Statutory, contractual and voluntary benefits, needs research and personas, a costed flexible menu, vendors and launch. Asset A7: benefits redesign proposal (Benefits Design and Flex Menu Kit).
Recognition that works, wellbeing as part of reward, total reward statements, and reward governance and the annual calendar (lead strand). Asset A8: reward experience and governance plan.
Eight work products built in your three complimentary Pro Kits, on your own organisation or a realistic composite, each with its evidence. Graded on five criteria (0-4): method and technical accuracy, evidence and data quality, fairness, privacy and compliance judgement, affordability and business fit, communication and usability. Each asset at least 12/20 with no criterion at 0; weighted portfolio at least 70%. One resubmission per asset. Anonymised data only.
The changes you will make to pay, benefits, recognition and wellbeing over the next 12 months, in order, with owners, cost, the risk and its control, how you will explain each change and how you will measure it. Handed in on this stage and reviewed with the portfolio.
48 exercises, sixty minutes, exam conditions. It ends with the lessons to revisit and can be retaken. Nothing here appears in the final.
48 exercises, sixty minutes, proctored. Pass: 70% overall and at least 60% in every domain. One free retake after seven days. The credential is issued when both the exam and the portfolio pass.
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.
Price jobs against market data, set midpoints and spreads, and place people in range with compa-ratio and penetration you can explain.
Group roles into families, tracks and levels, and evaluate jobs with ranking, classification or point-factor methods that stand up to an equal-value question.
Cost a merit matrix against budget, deal with compression, and give managers what they need to make and explain each decision.
Run a like-for-like analysis, read the statistics honestly, protect small groups, and cost the remediation before it is announced.
Understand what transparency laws ask for at principle level, test your readiness, and write about pay in a way employees can trust.
Research what people need, design a costed flexible benefits menu, and make recognition and total reward statements part of the reward experience.
Want the detail before you decide? Read the guide: Total rewards explained: how to build pay people can trust.
| What is compared | A typical HR certificate course | Total Rewards at Bodhih |
|---|---|---|
| Proof of skill | Exam-led credentials test knowledge with multiple-choice questions; course-led certificates end with a quiz. | Eight graded work products plus a proctored scenario exam. Both must pass before the credential is issued. |
| What you leave with | A certificate and your notes. | A reward philosophy, job architecture, salary structure, costed pay review, pay equity audit, transparency pack, benefits redesign and governance calendar, built in three Pro Kits you keep. |
| What you practise on | Textbook cases, often framed around one country’s law. | Your own organisation or a realistic composite, global-neutral principles, and anonymised data only. |
| Measurement | None before the course and none after it. | A diagnostic at the start, re-run at 90 days to show whether the change held. |
| Fairness and compliance | A separate unit on equal pay law. | Fairness, privacy and compliance judgement is one of the five criteria every asset is graded on. |
| For reward leads | A separate, more senior course. | A lead strand inside the same course: the pay review with managers, pay conversations and reward governance. |
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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 total rewards course teaches everything an organisation gives people in return for their work, not just salary: base pay and its structure, increases and bonuses, benefits, recognition, wellbeing and how all of it is governed and explained. The Bodhih Total Rewards course covers that whole span in eight modules, from reward strategy and job architecture to pay equity, pay transparency and benefits design, and ends in a graded portfolio and a proctored exam.
The Total Rewards course takes about 18 hours of work, and most learners are expected to finish in 35 days, or roughly 5 weeks alongside a full-time job. It is self-paced and runs through 14 stages: a 50-minute diagnostic of 48 exercises, eight modules, a portfolio checkpoint where a reviewer gives feedback on your first four drafts, the portfolio, a 12-month roadmap you present to a reviewer, a 60-minute mock exam of 48 exercises and the certification exam.
The Total Rewards course costs $79.99 for an individual, paid once with no subscription, and $64.99 per seat for companies. GST at 18% is added for Indian billing addresses and a GST invoice is issued automatically. The price covers the diagnostic, all eight modules, three complimentary Bodhih Pro Kits, portfolio grading, the mock, the certification exam and the credential.
Three Bodhih Pro Kits come with the Total Rewards course at no extra cost: The Compensation Structure Builder, The Pay Transparency and Equity Audit Kit and The Benefits Design and Flex Menu Kit. Each is also sold on its own. The labs are done in these kits, so the salary structure, the pay equity audit and the benefits menu you build are working files you keep after the course.
Yes. Total Rewards is a compensation and benefits certification that also covers recognition, wellbeing and reward governance. The credential is issued by Bodhih Training Solutions only when both the graded portfolio and the proctored exam pass. It is verifiable by link and 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.
The Total Rewards course is assessed in two parts, and both must pass. The portfolio of eight work products is graded on five criteria scored 0 to 4; each asset needs at least 12 out of 20 with no criterion at zero, and the weighted portfolio needs 70%, with one resubmission allowed per asset. The proctored certification exam has 48 exercises in sixty minutes; the pass mark is 70% overall and at least 60% in every domain, with one free retake after seven days.
No. You need to be comfortable with a spreadsheet, and the Pro Kits come with working formulas. The course explains market data, compa-ratio, range penetration and the statistics behind a pay equity audit in plain words, and asks you to read and question the numbers, not to write code or build models from scratch.
The Total Rewards course covers what pay transparency laws ask for at principle level, how to test your organisation’s readiness and how to write about pay, in its sixth module. The course is global-neutral: it teaches principles that work in any country and leaves country specifics to the kits’ dated notes. It is not legal advice, and you should check the rules that apply to you with an employment-law adviser.
You build the portfolio on your own organisation or a realistic composite, and only anonymised data is allowed. Removing names and identifiers, and not reporting on groups so small that people can be identified, is part of what the course teaches and part of what the portfolio is graded on.
Bodhih is not affiliated with SHRM, WorldatWork, CIPD or AIHR, and this credential is not one of theirs. Those bodies teach reward well, mostly through exams, courses or assignments. The Bodhih Total Rewards course is built differently: you produce eight reward work products in Pro Kits you keep, they are graded against a rubric, you sit a proctored scenario exam, and your diagnostic is re-run at 90 days to see whether the change held.
Yes. Companies can buy seats on the Total Rewards course at $64.99 per seat, which is lower than the individual price. Organisations that prefer the programme delivered in-house can ask for a workshop on their own anonymised pay data; there is no public price for that, so talk to us at solutions@bodhih.com or +91 99000 11601.
The Total Rewards course is $79.99, about 18 hours, and access opens the moment your payment is confirmed. The salary structure, the pay equity audit and the benefits redesign are yours to use at work whether or not anyone asks to see the credential. Enrol today and start with the diagnostic.
Starting records where you stand today. That baseline is what the re-measurement is compared against, and it is never rewritten afterwards.
The whole people function in one credential: a Foundations module, all four People Management pathways, an integrated capstone and a panel review.
Goals and OKRs to succession and careers: eight performance and L&D work products, six complimentary Pro Kits, a proctored exam and a credential.
Eight HR work products built with AI on your own work, a proctored exam and a credential anyone can verify.
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.