Courses & Certifications

Here’s a selection of the courses I’ve completed as part of the Human Resources Management Certificate program at Simon Fraser University, along with additional learning that supports my professional growth in HR.

SFU Human Resources Management Certificate Program

Human Resources Management in Canada

• Gained a foundational understanding of the Canadian business environment and the strategic role of human resources in organizational success. Explored core HR functions including planning, recruitment, total rewards, and employee relations, while developing introductory skills in critical analysis, communication, and ethical decision-making.

Organizational Engagement

• Learned how to foster an engaged organizational culture by designing a dynamic and creative workplace environment. Developed a personal leadership model aimed at increasing employee engagement and supporting strategic organizational goals.

• Explored the key elements of successful workplace cultures and the foundations of high-performance teams. Analyzed past organizational failures to inform future strategies for engagement and effectiveness, while gaining insight into the critical role leadership plays in shaping an engaged and resilient organization.

Workforce Planning and Talent Management

• Examined the full employee lifecycle, from talent acquisition to transition planning. Gained practical skills in sourcing, recruiting, onboarding, and retaining employees to support long-term organizational success.

• Learned how to identify the right candidates, create positive onboarding experiences, and foster engagement and retention at both the employee and organizational levels.

• Core topics included recruitment strategies, talent acquisition techniques, employee management practices, and effective transition planning.

Accounting and Financial Management Essentials

• Developed foundational financial management skills to confidently assess financial matters affecting organizational performance. Gained practical tools to support informed decision-making and contribute meaningfully to business operations.

• The course began with an overview of key financial and accounting concepts, including the accounting cycle and the interpretation of core financial statements such as the balance sheet, income statement, and cash flow statement.

• By the end of the course, calculated financial ratios, created budgets, explained variances, differentiated cost types, and analyzed financial risk. Explored sources of capital, capital budgeting, and applied financial decision-making techniques to evaluate organizational performance and support strategic business decisions.

Employee Total Rewards

• Explored the role of total rewards strategies in attracting, engaging, and retaining employees, with a focus on intrinsic and extrinsic motivational theories that influence organizational engagement.

• Assessed internal and external equity, examined personal motivators, and analyzed labour market data to determine compensation positioning. Evaluated how an organization’s financial performance impacts its total rewards policies

Workplace Health and Safety

• Gained a comprehensive understanding of strategic organizational practices in health, safety, wellness, and disability management.

• Developed skills to implement equity, diversity, and inclusion initiatives that support a safe and inclusive workplace culture. Learned to mitigate risk and organizational costs, manage mental health disability claims, and create plans that foster a culture of wellness.

Learning, Development and Performance Management

• Learned to address employee performance issues using best practices in training, performance management, and coaching systems. Supported leaders in diagnosing and resolving performance challenges through effective feedback and coaching techniques.

• Designed and delivered practical learning solutions aligned with organizational goals, while applying systematic training plans, measuring performance expectations, and evaluating the impact of learning and development initiatives.

Employee and Labour Relations in Canada

• Applied employment laws and accommodation legislation to objectively assess workplace issues, while examining current trends in employee relations and the influence of equity, diversity, and inclusion on performance management.

• Evaluated organizational risk tolerance and interpreted the Canada and B.C. labour codes to identify legal trends and their implications for human resources practices.

Strategic HR Management

• Examined how organizations set and align strategy, and developed the ability to navigate change systematically to support the integration of human resources and organizational goals.

• Applied change management models to build an evaluation framework, and assessed how external environmental factors influence strategic decision-making at the executive level.