Human Resources Management: online course with internship agreement
The Human Resources Management course covers the full employee lifecycle. You learn skills-based hiring, structured interviews, remote onboarding, HR metrics, pay structures under the EU Pay Transparency Directive, performance management, and GDPR and EU AI Act duties in HR. It is designed for newcomers and early-career HR staff. Study 100 % online for 180 days, with an internship agreement included, for €200.
- 180 days of access
- 100 % online, at your own pace
- Level: beginner · No prior HR experience required
- Assessment: 8 quizzes (40 questions) and a final project
- Internship agreement included
- Certificate with a verifiable QR code
- Languages: Spanish, English, French
- Price: €200
Who it is for
- People starting a career in HR or People Operations
- HR assistants or generalists in small or scale-up companies who cover every HR stage alone
- Managers who hire, onboard and review staff in remote or distributed teams
- Recruiting coordinators who want structured, measurable hiring practices
What do you need to start?
Prior knowledge
- No prior HR knowledge is needed; the course starts from the foundations of People Operations
- Basic arithmetic for percentages, averages and conversion rates
- Comfortable reading short scenarios and case descriptions in English
Software and equipment
- A computer with an internet connection
- A spreadsheet program is useful for the metric calculations
- HR systems (HRIS, ATS, global employment platforms) are discussed as concepts; no software licence is provided
What you'll be able to do
- Classify HR decisions as belonging to the manager, People Operations or both
- Calculate cost per hire, including internal loaded-time costs, using the ANSI/SHRM approach
- Find the real bottleneck in a recruiting funnel by comparing stage conversion rates with benchmarks
- Run a structured interview with a shared rubric, STAR-type questions and independent scoring
- Design a remote first-week onboarding plan with a buddy and 30-60-90 day milestones
- Calculate turnover rate from average headcount and estimate replacement cost
- Assess job ads and hiring practices for compliance with the EU Pay Transparency Directive
- Identify the GDPR lawful basis for employee data and calculate DSAR response deadlines
Skills you will practise
- Employee lifecycle
- Skills-based hiring
- Structured interviewing
- Remote onboarding
- Turnover and cost-per-hire
- OKRs
- EU Pay Transparency Directive
- GDPR in HR
- EU AI Act
- Four-fifths rule
Syllabus
- Foundations of People Operations: The Employee Lifecycle — The five lifecycle stages as a loop, how responsibility is shared between managers and People Operations, staffing at different sizes, and cost per hire.
- Talent Acquisition and Skills-Based Hiring — Choosing sourcing channels, telling genuine skills-based hiring from wording changes, scorecard screening and recruiting-funnel conversion analysis.
- Selection, Structured Interviewing and Algorithmic Bias — Structured behavioural interviews, live litigation over AI hiring tools such as Mobley v. Workday, and the four-fifths adverse-impact check.
- Onboarding and Employee Experience in Distributed Teams — Pre-boarding, written first-week plans, peer buddies, 30-60-90 day milestones and spotting hidden disengagement in remote new hires.
- HR Technology and People Analytics — Matching HRIS, ATS and employment platforms to company size, plus turnover, time-to-hire, time-to-fill and the limits of analytics.
- Compensation, Benefits and Pay Transparency — Total compensation structure and the EU Pay Transparency Directive 2023/970: salary-history ban, pay ranges, reporting and the 5% rule.
- Performance Management and Employee Development — Continuous performance management, OKR scoring, remote 1:1 check-ins, rating biases and calibration, and properly run improvement plans.
- Data Protection and AI Governance in HR — GDPR lawful bases, data minimisation and access requests, and employer deployer duties under EU AI Act Annex III and Article 26.
Internship agreement
An intern with this course could support a People Operations or HR team with recruitment tasks such as drafting job ads, preparing interview scorecards and tracking funnel metrics. Other suitable tasks include preparing onboarding plans and checklists, reviewing job postings for pay-range disclosure, or helping to calculate turnover and cost-per-hire figures. You arrange the host company yourself; the school then issues the internship agreement.
The internship can run at the same time as the course, within the 180 days of access.
Frequently asked questions
What kind of HR role does the Human Resources Management course prepare me for?
The Human Resources Management course prepares you for generalist work across the whole employee lifecycle: recruiting, interviewing, onboarding, compensation, performance and HR data protection. That fits the profile of a People Operations or HR generalist in a small or scale-up company, where one person often covers all five lifecycle stages. It also suits recruiting or onboarding coordinator tasks in larger HR teams, especially in remote or distributed companies.
What could I actually do during the internship, and who finds the company?
You find the host company yourself, and the school issues the internship agreement and its annex for electronic signature. Typical tasks drawn from the course include building interview scorecards, analysing recruiting-funnel conversion rates, drafting a first-week onboarding plan with 30-60-90 day milestones, checking job ads against pay-transparency rules, and calculating turnover rate or cost per hire for the HR team.
Which laws, standards and methods does the course cover?
The course covers the EU Pay Transparency Directive 2023/970 and its 2026 and 2027 deadlines, the GDPR as it applies to employee data, and the EU AI Act, including Annex III point 4 and Articles 26, 27 and 49. It also covers the ANSI/SHRM cost-per-hire standard, the four-fifths rule for adverse impact, STAR-type interview questions, OKRs, 30-60-90 day plans and calibration meetings.
Is modern HR still mostly administration and paperwork?
No. The course shows that People Operations differs from paperwork-first HR administration in how decisions are actually made, not just in its name. Managers own day-to-day and fit decisions, People Operations owns process and compliance, and the most consequential decisions are shared. The work relies on structured methods and data such as scorecards, funnel metrics and turnover rates, and even a small company needs every lifecycle stage covered.
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Content updated: 07/10/2026