MBA + Master in Human Resources and Talent Management

MBA – Master of Business Administration + Master in Human Resources and Talent Management | ENEB Business School

• Type: MBA + Master (Dual Program)
• Short Name: MBA + Master in HR and Talent Management
• Duration: 12 months
• Delivery Mode: 100% Online / Distance Learning
• Credits: 72 ECTS
• Language: English
• Start Date: Chosen by the student
• Total Fee: $3,260 $1095
• Yearly Fee: $1095 for the 12-month program
• Scholarships: Available
• Institution: ENEB Business School – European Business School of Barcelona

The MBA + Master in Human Resources and Talent Management is a 12-month, 100% online dual program that combines broad business administration education with specialized training in human resources, talent development, leadership, employee experience, compensation, organizational culture, mentoring, and strategic people management. Delivered in English through ENEB Business School’s Virtual Campus, the program is designed for professionals, graduates, business owners, and aspiring HR specialists who want to connect people strategy with organizational performance.

The MBA – Master of Business Administration + Master in Human Resources and Talent Management is a dual online program created for learners who want to understand both sides of organizational success: how a business is managed and how its people are selected, developed, motivated, supported, and retained. It integrates the broad managerial foundation of an MBA with focused learning in human resources and talent management, giving students the opportunity to develop a more complete view of leadership and organizational performance.

Modern businesses compete through products, technology, operational systems, market positioning, and financial discipline. However, none of these elements can create lasting value without capable people. Organizations need leaders who can align teams with business goals, design practical HR policies, manage change, create meaningful employee experiences, develop future leaders, and build workplace cultures that support performance. This program responds to that need by connecting core business education with specialized people-management knowledge.

The MBA component introduces major areas of management, including marketing, e-commerce, operations, business strategy, digital transformation, project management, decision-making, accounting, and management accounting. These subjects help students understand how different business functions work together. The Human Resources and Talent Management component then develops that foundation through subjects such as talent acquisition, performance management, strategic HR, international team management, employee experience, compensation, workplace well-being, coaching, and mentoring.

This combination is particularly valuable because human resources decisions do not happen separately from business strategy. Recruitment is connected to workforce planning. Training is connected to future capability. Compensation is connected to motivation, retention, and budget control. Organizational culture influences productivity and change management. Employee experience affects engagement and employer reputation. A manager or HR professional who understands these relationships can contribute more effectively to business decisions.

The program is offered by ENEB Business School, also known as the European Business School of Barcelona. It is delivered entirely online through ENEB’s Virtual Campus, allowing students to access educational content, complete assessments, submit final projects, communicate with tutors, and participate in discussion forums without relocating. Students choose their own start date, which can be useful for working professionals who cannot wait for a fixed academic intake.

The stated duration is 12 months, and the program carries 72 ECTS credits. Teaching is delivered in English. ENEB also indicates that students receive tutorials from Monday to Sunday, registration in its job bank, and the possibility of internships in companies. The exact availability and conditions of career services or internships should be confirmed with the institution during the application process.

Double Certification

After completing the program, eligible students can receive the following qualifications:

1. MBA – Master of Business Administration + Master in Human Resources and Talent Management
2. Diploma of Specialization in Innovation and Project Management, issued by the European Business School of Barcelona

According to the supplied program information, the main program certification is awarded by the European Business School of Barcelona and is endorsed and certified by Universidad Isabel I. Students should review the current certification terms, issuance procedures, academic recognition, and any additional administrative conditions before enrolling, especially when they plan to use the qualification for further education, public-sector employment, immigration, or a regulated profession.

The additional Diploma of Specialization in Innovation and Project Management is intended to confirm competencies in two areas that frequently support modern management careers. Innovation skills help professionals evaluate new ideas and improve existing systems, while project management skills support planning, coordination, communication, resource control, and the delivery of defined objectives. For HR professionals, these capabilities may be especially useful when implementing recruitment systems, training initiatives, compensation reviews, employee engagement programs, or organizational change projects.

Who Is This Program For?

The MBA + Master in Human Resources and Talent Management is designed for a varied audience, including:

• Experienced professionals who want to improve their leadership, business management, and people-management abilities.
• Human resources professionals who want to deepen their knowledge and perform more effectively in recruitment, development, employee relations, performance management, or organizational planning.
• Business Administration graduates and graduates from related fields who want to specialize in human resources and gain applied knowledge of talent management.
• Business owners and entrepreneurs who need to recruit, organize, motivate, and retain employees while managing the wider commercial needs of their companies.
• Professionals from other departments who want to move into an HR role or add people-management responsibilities to their current position.
• Individuals interested in human resources who want structured training in business, leadership, talent development, and workplace management.
• Team leaders and line managers who are responsible for performance, communication, employee development, or change within their departments.
• Consultants and advisors who want to support organizations with workforce planning, culture, organizational development, and HR process improvement.

The program does not focus only on administrative human resources tasks. Its broader purpose is to help learners understand people management as a strategic business function. This makes it relevant to students who want to participate in senior-level discussions about workforce capability, business growth, employee productivity, organizational design, and long-term talent needs.

Program Objectives

The curriculum aims to help students:

• Develop leadership and management skills for different business environments.
• Build a comprehensive understanding of business administration and human resources.
• Acquire specialized knowledge in talent management and strategic HR.
• Improve decision-making skills for workforce and people-related challenges.
• Learn how organizations can attract, develop, motivate, and retain talent.
• Understand the relationship between human capital and business success.
• Strengthen communication, team leadership, coaching, and conflict-management capabilities.
• Learn how to design and manage HR policies, programs, and development initiatives.
• Explore current practices in employee experience, compensation, workplace well-being, and mentoring.
• Develop a global and strategic view of business and the role human resources plays within it.
• Understand how technology, data, and digital transformation influence modern organizations.
• Connect financial, operational, and strategic decisions with their impact on employees and teams.

By completing the program, students should gain a wider professional vocabulary and a structured way to evaluate HR challenges. Rather than looking at recruitment, training, compensation, culture, and performance as separate activities, they can learn to consider how these functions support a common business strategy.

Distance Learning Methodology

The MBA + Master in Human Resources and Talent Management is delivered entirely online. Educational content is accessed through ENEB’s Virtual Campus, allowing students to study from different locations and organize learning around personal and professional commitments.

All assessments and final projects are conducted remotely. Students do not need to relocate to complete the program. Once enrolled, learners can access academic resources through the Virtual Campus and use communication channels intended to connect students and professors. The supplied program details also mention discussion forums, executive training in English, and communication with classmates through the ENEB Campus.

The self-managed nature of online learning provides flexibility, but it also requires organization. Students should establish a realistic study schedule, review course expectations, complete assessments consistently, and allow enough time for final projects. Working professionals may benefit from planning study periods around existing responsibilities rather than relying on irregular last-minute sessions.

Evaluation

Self-assessments are available through the Virtual Campus to help students consolidate their learning. These self-assessments are voluntary and do not count toward the final grade.

To pass each subject, students must submit a final project. After the tutor team evaluates the project, the grade becomes available through the Virtual Campus. Students also receive a detailed document by email explaining the evaluation of the case study.

The supplied program information identifies three main evaluation areas:

1. Presentation: The design and visual quality of the exercise, together with spelling and general presentation.
2. Development: The complexity of the issue addressed and the logic and coherence of the results presented in the case study.
3. Added value: The depth, originality, and professional contribution demonstrated in the analysis and development of the proposed case.

This project-based approach encourages students to organize information, apply concepts, defend decisions, and communicate recommendations clearly. Those skills are relevant to HR work, where professionals frequently prepare policies, workforce reports, development plans, and proposals for organizational change.

ENEB Grants and Scholarships

ENEB states that it maintains a scholarship system for Master’s and Postgraduate students because it aims to make education accessible to a wider range of learners. Scholarship vacancies are limited and are awarded in order of enrollment.

The listed scholarship categories include:

Direct Scholarship

The Direct Scholarship is described as available without requirements or administrative procedures during each enrollment period. Students should confirm the current discount and whether it is already reflected in the advertised offer price.

Academic Excellence Scholarship

This scholarship is intended for applicants whose academic and professional qualifications demonstrate a profile of excellence. Candidates may need to provide evidence supporting their academic or career achievements, although the exact application process is not included in the supplied information.

Entrepreneurial Talent Scholarship

The Entrepreneurial Talent Scholarship is designed for entrepreneurs who want to apply Master’s or Postgraduate learning to their own professional projects or businesses.

Women and Equality Scholarship

This category supports female candidates seeking professional growth and advanced education. It reflects ENEB’s stated commitment to gender equality and women’s integration into the workforce.

Management Scholarship

The Management Scholarship is intended for professionals whose positions of responsibility require continuous professional development and adaptation.

Corporate Scholarship

This scholarship is designed for professionals who want to strengthen their careers and compete for higher positions within their organizations.

Scholarship for Self-Employed Professionals

This option is intended for independent professionals who want to deepen their sector expertise or acquire skills that can support business growth.

SMEs Scholarship

The SMEs Scholarship is aimed at entrepreneurs who want to increase their knowledge and contribute to the development of their companies.

Scholarship for the Unemployed

This category supports individuals who want to continue their education to improve their ability to re-enter the employment market.

Geographical Mobility Scholarship

The Geographical Mobility Scholarship is intended for applicants who want to study from anywhere in the world and develop a more global view of business.

Scholarship names, amounts, availability, and eligibility conditions may change. Applicants should ask the admissions team which options are currently open, what evidence is required, whether scholarships can be combined with promotional pricing, and how an award affects the final tuition amount.

Why This Program Stands Out

Many human resources programs concentrate heavily on recruitment, training, and employee administration but provide limited exposure to finance, marketing, digital business, operations, or strategic planning. A traditional MBA may provide broad commercial knowledge while giving relatively little attention to employee experience, compensation, mentoring, or talent development.

This dual program brings both areas together. Students can study how businesses generate value while also learning how organizations build, guide, and retain the workforce needed to deliver that value.

Several features distinguish the program within the supplied information:

• A combined MBA and Human Resources and Talent Management curriculum
• 17 integrated curriculum sections
• 72 ECTS credits
• A 12-month stated duration
• 100% online delivery
• A student-selected start date
• English-language study
• Final projects completed remotely
• Tutorials stated as available from Monday to Sunday
• Registration in ENEB’s job bank
• The stated possibility of company internships
• Scholarship and financing options
• A Diploma of Specialization in Innovation and Project Management

The program also addresses several current people-management themes, including digital transformation, international teams, the future of work, employee experience, workplace well-being, strategic compensation, coaching, and mentoring. This breadth can help students see human resources as an interconnected system rather than a collection of separate tasks.

Frequently Asked Questions

What is the MBA + Master in Human Resources and Talent Management?

It is a dual online program combining general MBA education with specialized study in human resources and talent management. The curriculum covers business strategy, marketing, operations, finance, digital transformation, talent management, employee experience, compensation, leadership, workplace well-being, and mentoring.

How long does the program take?

The stated duration is 12 months.

How many credits does the program carry?

The program carries 72 ECTS credits according to the supplied information.

Is the program fully online?

Yes. Educational content, assessments, and final projects are delivered remotely through ENEB’s Virtual Campus.

What language is the program taught in?

The stated teaching language is English.

When can I start?

The start date is chosen by the student rather than being limited to one fixed intake date.

What is the current tuition fee?

The regular fee supplied for this article is $3,260, while the offer price is $1095. Applicants should verify the current price before paying.

Are scholarships available?

Yes. ENEB lists several scholarship categories, including Direct, Academic Excellence, Entrepreneurial Talent, Women and Equality, Management, Corporate, Self-Employed Professionals, SMEs, Unemployed, and Geographical Mobility scholarships.

What qualifications can I receive?

The supplied information states that eligible graduates receive the MBA – Master of Business Administration + Master in Human Resources and Talent Management and a Diploma of Specialization in Innovation and Project Management. Applicants should confirm the current certification and issuance details with ENEB.

Do I need an HR degree to apply?

A prior HR degree is not listed as a requirement. Admission may be available to degree holders in any field, current university students, and professionals with career prospects in their positions. Individual cases can be evaluated by admissions.

Are there final exams?

The supplied methodology emphasizes self-assessments and final projects. Self-assessments are voluntary and do not count toward the final grade. Students must submit a final project for each course.

How are final projects assessed?

Tutors evaluate presentation, the development and coherence of the work, and the added value shown in the analysis.

Can I work while studying?

The online model is designed to help students balance personal and professional responsibilities. Actual workload management depends on the student’s schedule and consistency.

Does the program include career support?

The supplied information mentions registration in ENEB’s job bank and the possibility of internships in companies. Students should confirm the current availability and conditions of these services.

What jobs can this program support?

The program may be relevant to Human Resources Manager, Talent Development Specialist, Human Resources Consultant, HR Business Partner, People Operations, employee experience, learning and development, compensation, recruitment, and organizational development roles. Employment outcomes are not guaranteed.

The curriculum includes 17 sections. The first group develops a broad foundation in business management, digital commerce, operations, finance, strategy, and decision-making. The later sections concentrate more directly on human resources, employee experience, management capabilities, compensation, workplace happiness, and mentoring.

Each section contributes to the program’s central purpose: preparing professionals who can understand organizational goals and translate them into effective people-management decisions.

Section 1: Marketing

The Marketing section introduces the changing relationship between organizations and consumers. Students study the new role of the consumer, brand development, the ideal customer, the customer journey, and different types of marketing.

For HR and talent professionals, marketing knowledge can be useful beyond selling products. Many organizations use similar principles when building an employer brand, communicating their employee value proposition, attracting suitable applicants, and improving candidate experience. Understanding customer expectations can also help HR teams see how employee behavior and service quality influence the organization’s reputation.

Topics include:

1. New role of the consumer
2. The brand
3. The ideal customer
4. The customer journey
5. Types of marketing

Section 2: E-commerce

This section explores online sales and the digital customer environment. Students review web stores, mobile applications, web analytics, user experience, digital campaigns, mobile payments, landing pages, and the process of converting an interested lead into a buyer.

Although the subject is commercially focused, it also builds digital awareness. HR leaders increasingly work inside organizations where e-commerce, mobile platforms, analytics, and digital customer journeys shape workforce needs. A company expanding its online operations may need new skills, new roles, updated training, different performance metrics, and more flexible team structures. Understanding the business model can therefore improve workforce planning.

Topics include:

1. Online sales
2. Web store
3. Mobile applications
4. From interested lead to buyer
5. Web analytics
6. User experience
7. Digital campaigns
8. Mobile payment
9. Landing page

Section 3: Talent Management

Talent Management is one of the central sections of the program. It covers personnel selection, team planning and evaluation, performance management, staff training, personnel metrics, and management models.

Students can examine how organizations identify talent requirements, select candidates, evaluate employee contribution, develop capabilities, and measure workforce outcomes. The section encourages learners to view talent management as a continuous process rather than a single recruitment activity. Effective organizations need to consider what skills they have, what skills they will need, how employees are performing, and which development actions can close capability gaps.

Topics include:

1. Personnel selection
2. Team planning and evaluation
3. Performance and performance management
4. Personnel training
5. Personnel metrics
6. Management models

Section 4: Operations Management

Operations Management explains how organizations transform plans and resources into products or services. The section covers business strategy, demand, product development, operating systems, process planning, operational planning, and the human factor in operations.

The human factor is especially relevant to HR professionals. Operational results can be influenced by staffing levels, role design, training, communication, supervision, working conditions, and employee engagement. By understanding operations, HR leaders can make people decisions that reflect practical workload, quality, productivity, and service requirements.

Topics include:

1. Business strategy
2. Operations management
3. Demand
4. Product development
5. Operating systems
6. Process planning and management
7. Operational planning
8. The human factor in operations management

Section 5: Digital Transformation

The Digital Transformation section introduces major technologies affecting organizations, including artificial intelligence, the Internet of Things, blockchain, Big Data, Business Intelligence, cloud computing, industrial automation, robotics, and cybersecurity.

For HR and talent management, digital transformation creates both opportunities and challenges. It can change job descriptions, automate tasks, create demand for new skills, alter performance measures, and require employees to adapt to new systems. HR professionals may be involved in reskilling, workforce communication, change management, data governance, and the ethical use of employee-related technology.

Topics include:

1. Business digitalization
2. Artificial Intelligence (AI)
3. The Internet of Things (IoT)
4. Blockchain
5. Big Data and Business Intelligence (BI)
6. Cloud computing
7. Industrial automation and robotics
8. Cybersecurity

Section 6: Business Plan

This section provides a structured approach to defining and evaluating a business. Students study vision, mission, values, strategic planning, business models, strategic analysis, and the monitoring of a strategic plan.

These topics help HR professionals connect people initiatives to business priorities. For example, an organization’s values can influence expected employee behavior, while its business model determines the skills and structure needed to operate successfully. Strategic monitoring can also help HR teams evaluate whether recruitment, training, and culture initiatives are contributing to business goals.

Topics include:

1. Vision, mission, and values
2. Strategic plan
3. Business model
4. Strategic analysis
5. Monitoring the strategic plan

Section 7: Project Management

Project Management introduces the role of the project manager, team management, team communication, and the management of projects from planning to delivery.

Human resources departments regularly run projects such as implementing an HR information system, redesigning performance reviews, launching a graduate program, updating compensation structures, or delivering leadership training. Project-management knowledge can help HR professionals define responsibilities, coordinate stakeholders, manage timelines, and monitor outcomes.

Topics include:

1. Project management figure
2. Team management
3. Team management and communication
4. Project management

Section 8: Decision Making

This section presents decision-making as a structured process. Students learn to define a problem, select criteria and techniques, develop alternatives, analyze possible options, make a decision, and create an action plan. Examples of business problems are also included.

HR decisions can affect careers, team performance, budgets, legal risk, and organizational trust. A structured process can help professionals avoid making important choices based only on habit or incomplete information. The section supports a more analytical approach to hiring, development, performance, organizational change, and policy design.

Topics include:

1. Problem definition
2. Selection of criteria and techniques
3. Development of alternatives
4. Analysis
5. Decision
6. Action plan
7. Examples of problems

Section 9: Strategic People Management

Strategic People Management connects human resources with organizational direction. Students cover strategic HR management, strategic communication, organizational culture, business ethics, and labor flexibility.

This section helps learners think beyond daily HR administration. Strategic people management asks how the workforce can support the organization’s goals, what culture is needed, how communication should be managed, and how ethical standards should guide decisions. Labor flexibility also encourages consideration of changing workforce arrangements and organizational needs.

Topics include:

1. Strategic management in human resources
2. Strategic communication
3. Organizational culture
4. Business ethics
5. Labor flexibility

Section 10: Accounting Management

Accounting Management introduces the balance sheet, profit and loss statement, cash flow statements, journal entries, advanced accounting, and taxes.

HR professionals may not prepare every financial statement, but they often manage or influence major costs. Salaries, benefits, recruitment, training, turnover, and workforce expansion all affect financial performance. A basic understanding of accounting can improve communication with finance teams and support stronger business cases for people-related investments.

Topics include:

1. The balance sheet
2. The profit and loss statement
3. Cash flow statements
4. Journal entries
5. Advanced accounting
6. Taxes

Section 11: Management Accounting

This section moves from general financial reporting to accounting information used for managerial decisions. It covers cost accounting, management accounts, working capital, and net financial debt.

Management accounting can help students understand how leaders evaluate costs and allocate resources. In an HR context, this may support decisions involving headcount, compensation, training budgets, outsourcing, retention initiatives, and productivity improvement. The subject reinforces the need to connect people proposals with measurable business considerations.

Topics include:

1. Cost accounting
2. Management accounts
3. Working capital
4. Net financial debt

Section 12: Human Resources and Business

Human Resources and Business examines the relationship between organizations and their people. The section includes corporate culture, teamwork, international team management, and the future of work.

This is a key bridge between the MBA and HR parts of the program. Students can consider how business design affects employees and how people practices influence organizational performance. International team management is particularly important for organizations operating across countries, cultures, and time zones. The future of work topic also encourages learners to consider how technology, flexible work, and changing employee expectations may reshape HR priorities.

Topics include:

1. Organization and people
2. Corporate culture
3. The meaning of team
4. Management of international teams
5. The future of work

Section 13: Management Skills

The Management Skills section focuses on leadership, effective communication, coaching, team empowerment, and change management.

These capabilities are essential for HR professionals and managers who must influence others without relying only on formal authority. Effective communication supports trust and clarity. Coaching helps employees develop. Empowerment encourages ownership and initiative. Change management is necessary when organizations restructure, introduce new technology, update policies, or modify working practices.

Topics include:

1. Leadership
2. Effective communication
3. Coaching
4. Empowering teams
5. Change management

Section 14: Employee Experience

Employee Experience examines the complete relationship between an employee and the organization. Students study the employee roadmap, sense of belonging, staff entry and exit processes, and dismissal.

This section can help learners evaluate how employees experience key stages of employment, from joining the organization to leaving it. Onboarding, communication, development, recognition, workplace relationships, and exit processes can influence engagement and employer reputation. The inclusion of dismissal also reminds students that difficult employment decisions should be approached with structure, fairness, and professionalism.

Topics include:

1. Employee experience
2. Employee’s roadmap
3. Sense of belonging
4. Staff entries and exits
5. Dismissal

Section 15: Management and Compensation Structures

This section covers remuneration structures, strategic compensation plans, modern salary practices, individual compensation management, and management by objectives.

Compensation is one of the most sensitive and strategically important areas of HR. Organizations need pay structures that are financially sustainable, internally understandable, and aligned with performance and talent needs. Students can explore how compensation decisions connect to motivation, fairness, retention, and organizational goals.

Topics include:

1. Remuneration structure
2. Strategic compensation plan
3. Salaries in the 21st century
4. Individual compensation management
5. Management by objectives

Section 16: Happiness in Organizations

The Happiness in Organizations section considers workplace well-being, quality of life, emotional and social well-being, and diagnostic tools.

The supplied syllabus uses the term “corporate welfare,” referring to organizational attention to employee well-being. The section encourages students to consider how workplace conditions, relationships, support, and organizational practices may affect employee experience. It also introduces tools that can help organizations identify well-being needs and assess workplace quality.

Topics include:

1. Fundamentals of happiness
2. Corporate welfare
3. Diagnostics and wellness tools
4. Quality of life in the workplace
5. Emotional and social well-being

Section 17: Mentoring

The final curriculum section focuses on mentoring. Students study what mentoring is, the differences between coaching and mentoring, types of mentoring, personal development plans, action-plan supervision, and mentor–mentee relationship management.

Mentoring can support knowledge transfer, career development, leadership preparation, and employee retention. A successful mentoring program needs clear objectives, appropriate matching, defined responsibilities, regular communication, and an agreed development plan. The section gives learners a framework for understanding and managing these relationships.

Topics include:

1. What is mentoring?
2. Coaching vs. mentoring
3. Types of mentoring
4. Personal development plan
5. Action plan supervision
6. Managing the mentor–mentee relationship

Applicants must meet at least one of the admission profiles supplied by ENEB:

• Hold a degree in any field, including a Bachelor’s degree, Architecture qualification, Higher or Technical Engineering qualification, Licentiate, Diploma, or an equivalent credential.
• Be a university student currently pursuing a degree or equivalent higher education studies.
• Be a professional with career prospects in a current position.

Applicants who do not meet one of these stated categories may contact the school so that the admissions department can evaluate their individual case.

The program is open to learners from different academic and professional backgrounds. A previous qualification specifically in human resources is not listed as a requirement in the supplied admission information. This can make the program relevant to professionals who are moving into HR as well as those already working in the field.

Prospective students should nevertheless consider whether they have enough time for a 12-month online program and whether the curriculum matches their professional objectives. Those using the qualification for a specific academic, employment, immigration, or regulatory purpose should also confirm its suitability with the relevant authority before enrolling.

The program combines general business management with specialized HR and talent-management learning. This can support roles that require an understanding of both organizational strategy and employee development.

The supplied program information highlights three main career opportunities.

Human Resources Manager

A Human Resources Manager may oversee recruitment, employee relations, performance, policy implementation, development, organizational culture, and talent retention. The program’s combination of leadership, strategic HR, communication, compensation, and business education can support professionals preparing for broader HR responsibility.

The MBA subjects may also help HR managers communicate with leaders in marketing, finance, operations, and strategy. This cross-functional understanding can be useful when HR recommendations must be justified in commercial and operational terms.

Talent Development Specialist

A Talent Development Specialist focuses on identifying capability needs and helping employees build the knowledge and skills required by the organization. Responsibilities may include training programs, career-development plans, leadership development, competency frameworks, mentoring, and succession-related activities.

The curriculum’s coverage of personnel training, coaching, mentoring, performance management, employee experience, and management skills directly supports this type of work.

Human Resources Consultant

A Human Resources Consultant may work independently or within a consulting firm to help organizations improve workforce processes, team performance, organizational culture, and change management. Consultants need the ability to analyze problems, communicate recommendations, manage projects, and understand the relationship between people decisions and business performance.

The program’s sections on strategic planning, decision-making, project management, organizational culture, accounting, and strategic people management provide a broad base for this type of advisory work.

Additional Relevant Career Directions

Depending on a graduate’s previous experience, local employment requirements, and the responsibilities of a specific vacancy, the knowledge covered may also be relevant to roles such as:

• Talent Acquisition Specialist
• Learning and Development Coordinator
• Employee Experience Specialist
• Compensation and Benefits Analyst
• Organizational Development Specialist
• HR Business Partner
• People Operations Manager
• Training Manager
• Recruitment Manager
• Performance Management Specialist
• Workforce Planning Analyst
• Employee Engagement Coordinator
• Team Development Consultant
• Leadership Development Specialist
• HR Project Coordinator

Completion of the program does not guarantee a particular job title or promotion. Career results depend on previous experience, local market conditions, professional networks, practical performance, language skills, and the requirements of individual employers. The program can, however, help learners build a structured understanding of business and human resources that may support career progression.

Skills Students May Develop

The curriculum is designed to support the development of skills in:

• Strategic human resources management
• Talent selection and development
• Leadership and team communication
• Performance management
• Organizational culture
• Employee experience
• Compensation planning
• Coaching and mentoring
• Change management
• Business planning
• Project coordination
• Decision-making
• Digital transformation awareness
• Financial and operational understanding
• International team management
• Workplace well-being
• HR policy and program design

The value of these skills is strongest when students connect academic concepts with practical workplace situations. Learners may benefit from using projects to explore real HR challenges from their current organization or industry, while respecting confidentiality and academic rules.