Align people, skills, and HR tech to business goals with practical frameworks, metrics, DEI, remote work, and AI.
What you'll learn
✓ Define talent strategy and explain how it drives business results (productivity, engagement, retention).
✓ Build a talent strategy across recruiting, onboarding, L&D, performance, rewards, and career planning.
✓ Apply Ulrich, McKinsey 7S, and HR Scorecard frameworks to align HR work to business goals.
✓ Create a strategic workforce plan that identifies future roles, skills gaps, and build/buy/borrow actions.
✓ Design an HR dashboard using metrics like turnover, internal mobility, quality of hire, and skill gap closure.
✓ Implement inclusive (DEI) and hybrid/remote practices that improve hiring outcomes and retention.
✓ Evaluate HR tech and generative AI use cases while managing bias, privacy, and governance risks.
✓ Build career paths and succession plans that grow internal talent and reduce regretted attrition.
Requirements
● There are no prerequisites for this course
Description
Every company has a business strategy—but too many leave the "people plan" to chance.
The cost shows up fast
• Replacing an employee can cost up to 2x their annual salary (Gallup)
• Structured onboarding can improve retention by 82% (Glassdoor)
• 94% of employees say they'd stay longer if a company invested in their learning (LinkedIn)
• Companies with diverse leadership teams are ~39% more likely to outperform (McKinsey)
If your organization is scaling, restructuring, moving to hybrid, or facing skills gaps, you need a talent strategy that's more than a slide deck—you need one you can execute.
In this course, you'll learn how to create and implement a complete, adaptable talent strategy that connects directly to business goals. We'll move from foundations to execution, covering workforce planning, hiring, development, retention, measurement, and modern HR technology.
In this course, you'll learn how to
• Define talent strategy and connect it to business performance
• Build an end-to-end talent system across the employee lifecycle
• Use strategic HR frameworks (Ulrich, McKinsey 7S, HR Scorecard) to drive alignment
• Run strategic workforce planning to forecast roles, skills, and capacity needs
• Build an analytics approach with the right metrics, dashboards, and data sources
• Embed DEI into recruiting, development, and accountability systems
• Design remote/hybrid hiring, onboarding, and performance practices that work
• Evaluate AI and HR tech tools responsibly (including bias, privacy, and governance)
• Create skills development, career paths, and succession plans that improve retention
• Implement your strategy through EVP/employer brand, recruiting and retention tactics, L&D, and HR platforms
You'll also analyze a real-world case study (AT&T) to see what large-scale talent transformation looks like—and what you can apply in any organization.
Whether you're in HR or leading a team, this course gives you a practical playbook to align talent decisions with strategy, build a future-ready workforce, and measure impact over time.
Who this course is for
■ HR leaders, HR managers, and HR business partners (HRBPs)
■ Talent acquisition/recruiting leads and hiring managers
■ Learning & Development (L&D) and talent management professionals
■ People managers who need to hire, develop, and retain high-performing teams
■ Operations/department leaders partnering with HR on workforce planning
■ Startup founders and scale-up leaders building talent systems for growth
■ DEI leaders and employee experience professionals
■ HR analysts/people analytics practitioners building dashboards and metrics