This rubric outlines all AI Fluency Skills Badges offered by IHRP. These AI capabilities span across key HR functions and will continue to grow as the landscape evolves.

This rubric is for all Skills Badges that stack up to the attainment of a ‘Responsible‘ People Manager Role Badge issued by IHRP. An individual must attain the related Skills Badges at the same level (i.e. two L1 Skills Badges) to be eligible for the Role Badge. The Role Badge comprises of the following Skills Badges:
Workplace Fairness and Inclusivity
Performance and Transition Management
These Skills Badges are available at two levels:
Level 1 for first-line managers, supervisors, team leads, or new/to-be managers.
Level 2 for managers overseeing both individual contributors and other managers.

The rubric is for all Skills Badges that stack up to the attainment of a ‘Progressive‘ People Manager Role Badge issued by IHRP. An individual must get the related Skills Badges at the same level (i.e. two L1 Skills Badges) to be eligible for the Role Badge. The Role Badge comprises of the following Skills Badges:
Team Engagement
Team Growth & Development
Workforce & Talent Planning (optional for L2)
These Skills Badges are available at two levels:
Level 1 for first-line managers, supervisors, team leads, or new/to-be managers.
Level 2 for managers overseeing both individual contributors and other managers.

Maintaining and applying financial and business management principles to create a positive impact in the organisation.

Use business and financial acumen to drive strategic organisational value through people solutions.

Enable HR Generalists and new compensation professionals to support compensation programs through effective communications and decisions that will positively impact the worker experience and organisation’s bottom line.

Employ data-driven and technology-led methods to source and acquire skilled talent for organisational needs.

Apply systems thinking, data skills, service design and transformation planning to deliver digitalisation projects for organisations.

Establish a culture where employees have the resources they need to grow and thrive regardless of differences, so that they feel supported, included and have a sense of belonging.

Foster a culture of well-being, develop and implement employee safety protocols as well as health and wellness programmes, so as to promote healthy and productive workforce.

Develop and implement employer brand proposition and strategies in alignment with the organisation’s long-term strategic objectives and desired culture.

Foster and monitor the equal recruitment and treatment of employees on the basis of merit.

Identify and implement suitable flexible work arrangements based on the needs of the organisation and employees.

Apply business strategy, technology acumen and design principles to architect the transformation of work, workplace, and workforce.

Leveraging technology to transform HR processes, aligning them with business goals for greater strategic impact.

Apply consulting process and core skills to provide insights on developing HR strategies and programmes for organisations.

Applying design thinking principles to analyse HR data, diagnose organisational needs, and drive creative solutions for operational excellence.

Implement and manage HRMS and application of new technologies in HR.

Create a culture of lifelong learning and implement learning and development channels and programmes to facilitate capability building and employees’ growth.

Build and effect organisation-wide transformation.

Employ statistics and modelling on business and employee data for analysis and decision making.

Maximise the quality of employee’s experience using an employee-centric view in all regards to the organisation.

Establish a performance management philosophy and framework, and implement appropriate performance management strategies, including the identification of key performance indicators and fair, results-focused assessments of employee performance.

Plan for current and future workforce demand and supply to meet strategic and organisational objectives for today and tomorrow.

Applying the processes, systems and strategies to identify, attract, develop and engage high performing and high potential employees so as to create a pipeline of talent for leadership and other mission critical roles.

Applying sound practices to manage workplace disputes and undertaking grievance management to ensure fair and concise reporting and outcomes.