PHRi Certification in Dubai

HRCI-accredited training course

35-hour comprehensive training program

6 course modules aligned with the latest HR standards

Combination of formal education and practical experience

Specifically designed for HR professionals situated outside the USA

4.9/5

3500 Enrolled

Overview

What you will master with us

Master HR rules, hiring, managing employees, fair pay, workplace relationships, and HR information management
Establish talent acquisition strategies
Understand equality in salary structure & benefits
Learn employee relations & risk management
Comprehensive guidance for professional advancement
Prepares candidates for the PHRi exam
Includes real-world projects and interactive learning activities

Learning Objectives

Once the course is completed, you will be bale to:

Learn to apply information from different sources for informed decision-making

Analyse business metrics to drive strategic decisions, within and outside the organisation for holistic growth

Gain expertise in workplace planning by revising job descriptions

Understand comprehensive HR programs including recruitment and exit strategies

Acquire knowledge in job pricing, and compliance with relevant laws, optimising compensation

Ready to get started?

Prerequisites

To be eligible for the PHRi you must meet one of the following conditions for education and/or experience:

At least 1 year of experience in a professional-level HR position + a master’s degree or global equivalent, OR
Minimum 2 years of experience in a professional-level HR position + a bachelor’s degree or global equivalent, OR
At least 4 years of experience in a professional-level HR position

Overall ratings by our students

Upcoming sessions

Ashraf Shawky

Ashraf Shawky is a seasoned training professional with over 15 years of experience in the UAE and MENA region. He began his career with the Oberoi Group in Egypt and later worked at Americana as a Training and Development Manager. He also served as Senior HR Manager for Emirates Flight Catering and HR & Development Manager for Faisal Jassim Group.

Ashraf has delivered a wide range of training programs, including HR, leadership, and soft skills topics like Entrepreneurship, Leadership, HR Administration, and Strategic Management. He has conducted workshops for prominent organizations such as Emirates Foundation, Jumeirah Group, and ADNEC. His industry expertise enables him to provide practical, engaging learning experiences, particularly for UAE Nationals.

Core Competencies:

Human Resources (HR)
Compensation & Benefits
Leadership Development
Supply Chain Management
Quality Management
Employee Relations
Performance Management
Talent Management

Professional Qualifications:

Training and Development Manager - Americana
Senior HR Manager - Emirates Flight Catering
HR & Development Manager - Faisal Jassim Group
Trainer - Emirates Foundation, Jumeirah Group, ADNEC

KHDA Certificate

Earn a KHDA attested Course Certificate. The Knowledge and Human Development Authority (KHDA) is the educational quality assurance and regulatory authority of the Government of Dubai, United Arab Emirates.

Learners Point Certificate

Earn a Course Completion Certificate, an official Learners Point credential that confirms that you have successfully completed a course with us.

Related courses

Curriculum

Interpret and apply information related to the general business environment and industry best practices
Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)
Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])
Understand metrics and interpret data to support business initiatives and recommend strategies (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)
Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)

Apply relevant labor laws and understand their impact to organizational hiring policies to adhere to legal and ethical requirements
Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions) .
Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)

Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)
Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)
Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])

Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)
Implement and promote awareness of non-monetary rewards (for example: workplace amenities, flexible scheduling, remote/hybrid options)
Understand and administer benefit and leave programs (for example: health plans, retirement plans, employee assistance plans, paid time-off, other insurance)
Monitor and sustain compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)

Measure and advise on functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, performance management, retention, exit process, alumni program) and identify alternate approaches as needed
Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)
Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)
Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force, offboarding) .

Understand and apply knowledge of programs, applicable laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example: corporate social responsibility [CSR])
Support workplace programs relative to health, safety, security, and privacy laws and regulations
Provide interpretation and ensure compliance to organizational policies and procedures example: employee handbook, SOPs, time and attendance, expenses)
Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example: investigate, document, initiate, recommend solutions, abide by grievance and ADR [alternative dispute resolution] procedures)
Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable laws affecting union and nonunion workplaces (for example: anti discrimination policies, harassment)

Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes) .
Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends) .
Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy)

Frequently asked questions

The objective of the PHRi Certification in Dubai is to equip HR professionals with globally recognised skills in HR operations, compliance, and workforce management. It enables you to apply international standards to UAE labour dynamics, design robust policies, manage talent pipelines, and leverage HRIS analytics. Thus, PHRi strengthens credibility, improves decision-making, and supports measurable organisational performance and growth over time.

The PHRi Certification has been created for HR professionals across the globe. The eligibility criteria for the PHRi certification are as follows:

1)At least 1 year of professional experience in HR with a Master's degree or global equivalent OR,
2)At least 2 years of professional experience in HR with a Bachelor's degree or global equivalent OR,
3)At least 4 years of professional experience in HR with a high school diploma or global equivalent

PHRi course can enhance HR career prospects by validating HR knowledge and skills. The certification makes professionals more competitive in Dubai's job markets. It demonstrates a commitment to best practices and compliance with laws. It can lead to better job opportunities and higher earning potential.

PHRi validates operational HR mastery. You'll gain insights into workforce planning, talent acquisition, L&D, and rewards. You’ll gain skills to set SLAs, standardise workflows, and track performance metrics. It adds credibility when proposing process changes to leadership and auditors.

The credential signals readiness for cross-functional collaboration with Finance and Legal. Completing this training leads to clearer promotion pathway into HR operations leadership roles.

The PHRi framework moves beyond basic HR tasks to a more strategic, systems-driven approach. It focuses on governance, metrics, and data-backed decision-making rather than just transactional work. Learners gain the ability to align HR processes with business goals, ensuring consistency, compliance, and measurable impact across organisations.

The syllabus of the PHRi certification exam is given below with their weightage on each topic:

Talent Acquisition (19%)
HR Administration and Shared Services (19%)
Talent Management and Development (19%)
Compensation, Benefits, and Work Experience (17%)
Employee Relations and Risk Management (16%)
HR Information Management (10%)

To prepare for the PHRi Certification exam, use authorized resources. Enrol in exam prep courses, practice with sample questions and stay updated on HR rules and practices.