The Master Class in HR Strategy
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Program Professional Framework
The Master Class in HR Strategy
Program Overview
Designed for senior HR leaders, this advanced programme examines how HR strategy is shaped, governed and executed in complex organisations. It moves from strategic analysis and future-of-work scenarios to people strategy architecture, organisation design, leadership succession, culture, reward strategy, HR technology and analytics, and board-level governance of human capital. Participants analyse regional cases from GCC transformation programmes and conduct an applied inquiry into a strategic people challenge in their own organisation, producing recommendations that are financially justified and ready for executive decision.
Learning Outcomes
- ✓Evaluate the strategic and labour market forces shaping workforce requirements over a five-year horizon.
- ✓Design a people strategy architecture that integrates talent, culture, reward and organisation design.
- ✓Build a financially justified business case for a major human capital investment.
- ✓Establish governance mechanisms for human capital, including board reporting and risk oversight.
- ✓Apply analytics and research evidence to test the assumptions behind strategic HR choices.
- ✓Lead an applied inquiry into a strategic people challenge and present recommendations to executives.
Target Audience
- Chief HR officers and HR directors
- Senior HR business partners and heads of HR centres of excellence
- Transformation and strategy executives responsible for workforce outcomes
- Advisers to boards and executive committees on human capital
Detailed Program Modules
01Strategic Context and the Future of Work
- Economic diversification and labour market shifts in GCC economies
- Automation, AI and changing job architectures
- Scenario planning for workforce requirements
02People Strategy Architecture
- From business strategy to people strategy
- Integrating talent, culture, reward and structure
- Choosing priorities and managing trade-offs
03Organisation Design for Strategy Execution
- Design criteria and structural options
- Agile, matrix and hybrid models
- Implementing restructures with minimal disruption
04Leadership, Succession and Critical Talent
- Identifying critical roles and pivotal talent
- Succession planning and leadership pipelines
- National leadership development programmes
05Culture and Large-Scale Change
- Diagnosing culture and desired behaviours
- Change architecture and sponsorship
- Sustaining change through systems and leaders
06Reward Strategy
- Reward philosophy and market positioning
- Linking performance, pay and recognition
- Cost control and long-term affordability
07HR Technology and Analytics
- HR technology roadmaps
- Strategic workforce analytics and predictive models
- Data governance and privacy
08Human Capital Governance and Risk
- Board oversight of people strategy
- Human capital risks and controls
- Human capital reporting using ISO 30414 indicators
09Evidence-Based HR and Applied Inquiry
- Framing a strategic people question
- Research methods for HR decisions
- Evaluating evidence and avoiding management fads
10Executing and Evaluating the Strategy
- Strategy roadmaps and portfolio governance
- Business cases and return on investment
- Executive communication and stakeholder alignment
Training Methodology
Applied Project & Assessment
Applied Project
Participants conduct an applied inquiry into a strategic people challenge in their organisation, such as localisation of critical roles or leadership succession, and present a board-ready paper with analysis, evidence, options, a financial case, governance arrangements and an implementation roadmap.
Assessment
Short diagnostic at the start, practical tasks linked to each learning outcome, and evaluation of the applied project against published criteria.