Become the HR leader your organization can't afford to ignore
Master performance management, strategic compensation, and employee relations — the three pillars that separate a seat at the table from a stack of paperwork. Built for HR professionals who are ready to operate like a true business partner.
"I don't want to teach you HR policy — I want to teach you how to make HR matter to the people who run the business."
— Concierge HR Learning
What you'll learn
What you'll be able to do
- Design and implement a performance management cycle — from goal-setting frameworks (OKRs, SMART) to mid-year reviews and year-end calibrations
- Build a strategic total rewards and compensation program that aligns incentive structures with organizational goals and budget constraints
- Conduct effective employee relations investigations, documenting findings and resolving workplace conflicts in compliance with employment law
- Develop performance improvement plans (PIPs) that are legally defensible, empathetic, and genuinely rehabilitative
- Apply data and HR metrics to measure workforce performance, identify flight risks, and make evidence-based talent decisions
- Advise and coach senior leaders and line managers on people strategy, translating HR policy into business outcomes
How it works
A school that adapts to you
This isn't a set of static videos. Every lesson is generated live and tuned to where you actually are.
We learn your level
A quick placement check tailors your starting point so you're never bored or lost.
Lessons adapt as you go
Each lesson is written for your pace and your goal, adjusting as your skills grow.
Your AI coach keeps you moving
Checkpoints, feedback, and gentle nudges turn progress into a real result.
The curriculum
What's inside your school
8 modules · 35 lessons
Foundations of Strategic HR
Establishes the mindset shift from transactional HR to a strategic, advisory function that drives business outcomes.
- 1.1From Admin to Advisor: Redefining the HR RoleIncluded
- 1.2Understanding Your Business: Finance, Strategy, and Organizational GoalsIncluded
- 1.3HR Metrics That Matter: Building Your Data FluencyIncluded
- 1.4Coaching and Influencing Senior LeadersIncluded
Designing a High-Impact Performance Management Cycle
Covers the end-to-end architecture of a modern performance management system, from goal-setting to year-end calibration.
- 2.1Goal-Setting Frameworks: OKRs, SMART, and Cascading ObjectivesIncluded
- 2.2Continuous Feedback: Moving Beyond the Annual ReviewIncluded
- 2.3Conducting Effective Mid-Year ReviewsIncluded
- 2.4Year-End Ratings, Calibration Sessions, and Forced DistributionsIncluded
- 2.5Identifying and Differentiating Top, Core, and Low PerformersIncluded
Performance Improvement and Difficult Conversations
Equips HR professionals and managers to address underperformance constructively, legally, and empathetically.
- 3.1Early Intervention: Addressing Performance Issues Before They EscalateIncluded
- 3.2Building a Legally Defensible and Rehabilitative PIPIncluded
- 3.3Facilitating Difficult Conversations with Empathy and ClarityIncluded
- 3.4Managing the Exit: Documentation, Separation, and Risk MitigationIncluded
Strategic Total Rewards and Compensation
Builds expertise in designing compensation structures and incentive programs that attract, motivate, and retain top talent.
- 4.1Total Rewards Philosophy: Beyond the PaycheckIncluded
- 4.2Job Architecture: Levels, Bands, and Pay RangesIncluded
- 4.3Market Pricing and Compensation BenchmarkingIncluded
- 4.4Incentive Structures: Bonuses, Equity, and Variable Pay ProgramsIncluded
- 4.5Strategic Merit Cycles and Award BudgetsIncluded
Employee Relations: Investigations and Conflict Resolution
Develops the skills to handle workplace complaints, conduct thorough investigations, and resolve conflict in compliance with employment law.
- 5.1Employee Relations Fundamentals and Employment Law EssentialsIncluded
- 5.2Receiving and Triaging Workplace ComplaintsIncluded
- 5.3Conducting a Fair and Thorough Workplace InvestigationIncluded
- 5.4Documenting Findings and Writing the Investigation ReportIncluded
- 5.5Resolving Conflict and Implementing Corrective ActionIncluded
Data-Driven Talent Decisions and Workforce Strategy
Integrates HR analytics and strategic workforce planning to help HR leaders make evidence-based people decisions at scale.
- 6.1Building an HR Dashboard: Metrics, Visualizations, and StorytellingIncluded
- 6.2Identifying Flight Risks and Predicting AttritionIncluded
- 6.3Workforce Planning: Headcount, Succession, and Skills Gap AnalysisIncluded
- 6.4Translating HR Data into Business RecommendationsIncluded
Leave Administration
Navigate the full spectrum of leave administration with confidence. In this module, you'll learn how to manage employee leave programs effectively — from FMLA and ADA accommodations to PTO policies, parental leave, and medical or personal leaves of absence. You'll explore compliance requirements, best practices for documentation, and how to communicate leave policies clearly and consistently. By the end, you'll be equipped to handle leave requests with fairness and legal accuracy while minimizing disruption to your team and protecting your organization from risk.
- 7.1The Leave Landscape: Types, Legal Triggers, and Employer ObligationsIncluded
- 7.2FMLA and ADA Administration: Navigating the Overlap ZoneIncluded
- 7.3Paid Leave Programs: State Laws, Salary Continuation, and Policy DesignIncluded
- 7.4Leave Coordination, Return-to-Work, and Operational ContinuityIncluded
Labor Relations
Navigate the complex landscape of labor relations with confidence. In this module, you'll explore the foundational principles governing the employer-employee relationship, including union organizing, collective bargaining, grievance procedures, and labor law compliance. Through real-world scenarios and practical frameworks, you'll learn how to foster productive dialogue between management and employees, proactively address workplace disputes, and build a culture of mutual respect and trust — all while keeping your organization on the right side of labor regulations.
- 8.1The Legal Landscape of Labor RelationsIncluded
- 8.2Understanding Union Organizing CampaignsIncluded
- 8.3Collective Bargaining: Strategy, Process, and the TableIncluded
- 8.4Contract Administration and Grievance HandlingIncluded
Who it's for
Is this you?
The seasoned HR generalist
She's been handling everything from onboarding to offboarding for years and is ready to shed the admin identity and step into a true strategic partner role.
The people manager turned HR
He moved from managing teams to an HR business partner role and needs rigorous frameworks — especially for performance and compensation — to back up his instincts.
The HR analyst going strategic
He's fluent in spreadsheets and dashboards but wants to translate that data muscle into workforce strategy recommendations that earn a seat in leadership conversations.
The early-career HRBP
She landed a business partner title ahead of schedule and wants the depth — in investigations, compensation, and PIPs — to operate with the confidence the role demands.
The operations leader managing people risk
He oversees a large team and has been handling performance issues and ER complaints largely on instinct — and knows it's time to do it correctly and defensibly.
The HR specialist expanding scope
She's deep in one area of HR — benefits, recruiting, or L&D — and wants the cross-functional fluency in performance, rewards, and ER to move into a broader HRBP role.
Questions
Frequently asked
Your teacher
A note from your teacher
Concierge HR Learning
If you've been in HR for any length of time, you already know the feeling. You're in a meeting with a senior leader — maybe it's a restructure conversation, a compensation review, or a performance issue that's been festering for months — and you can feel the room looking to you for a strategic answer. Not a policy citation. Not a process reminder. An answer.
Maybe you gave a great one. Or maybe you left that meeting wishing you'd had sharper frameworks, cleaner data, or more confidence to push back. Either way, you're here because you know there's another level — and you're ready to reach it.
I built HR Performance Pro because I've seen too many talented HR professionals plateau not because of a lack of work ethic or care, but because no one ever gave them the full picture. They learned performance management in one place, compensation in a workshop, employee relations through trial and error, and data from a colleague who knew Excel. The pieces never added up to a coherent strategy. This program puts the pieces together — deliberately, in the order they actually matter in practice.
What you'll find here isn't theory for theory's sake. Every module is built around the real scenarios you face: a manager who can't differentiate performance in a calibration session, a compensation band that's bleeding mid-level talent, a harassment complaint that needs to be investigated by end of week, a CHRO who wants a workforce plan on her desk by Monday. We work through these situations with precision — legally, analytically, and with the interpersonal skill that policy manuals never teach you.
I want to be direct about what this program is and isn't. It isn't a shortcut, and it isn't a certification. It's a serious investment in your professional craft. If you show up with your practitioner experience and do the work, you will leave with a clearer strategic identity, sharper tools, and the confidence to step fully into the advisory role you're capable of.
The table has a seat for you. Let's make sure you're ready to take it.
— Concierge HR Learning
Start your journey today
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$59.99 · 30 days access
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- 8 modules, 35 lessons
- AI-adaptive lessons tuned to your level
- Quizzes & checkpoints to lock in progress
- Your own AI learning coach
- Learn on any device, at your pace
- 30 days of full access
Optional add-ons inside
- Virtual 1:1 Coaching Sessions$99/month
- Onsite Expert Training Session$2000
- Defensible Workplace Writing$59
- Concierge Services$150/month
Available in the school store after you join.