EADA Business School, Executive Education
Master en Dirección de Recursos Humanos
Barcelona, Spain
Master degree
DURATION
11 months
LANGUAGES
Spanish
PACE
Part time
APPLICATION DEADLINE
EARLIEST START DATE
06 Nov 2026
TUITION FEES
EUR 15,700
STUDY FORMAT
On-Campus
Key Summary
The Master in Human Resources Management, delivered entirely in Spanish, prepares professionals to develop the profile of HR leaders that organisations need to face present and future challenges. The programme combines strategic HR vision, analytical tools and leadership competencies, enabling participants to design and implement strategic HR plans that align with business goals and organisational culture.
Participants will enhance their ability to analyse organisational context, diagnose HR needs, and apply insight-driven decisions to talent acquisition, development, performance management and compensation frameworks. In addition, the programme integrates modern tools and approaches to improve HR efficiency and productivity in dynamic environments.
Why choose EADA?
- Strategic HR and leadership focus: The programme helps participants acquire confidence and effectiveness in HR leadership roles by deepening strategic and analytical capabilities.
- High-impact experiential learning: EADA’s methodology encourages learning through discussion, participation and real case examples to ensure practical application of HR concepts.
- Comprehensive coverage of HR policies and practice. The programme combines a global business vision with strategic HR policies and tools for implementation in organisational settings.
- Executive coaching and personal development: Participants receive coaching support to strengthen individual leadership and influence in people-centric roles.
- Opportunity to build a strategic HR project: The master offers the chance to develop a strategic HR plan that can be applied within the participant’s organisation or another real context.
Professionals with a higher degree and responsibility in areas such as HR management, talent development, organisational culture and change, HR analytics, recruitment, compensation and organisational policy, seeking to enhance their strategic impact and assume leadership roles in Human Resources.
Professionals who, from positions of responsibility, want to redirect their career towards advanced HR leadership and strategic talent management.
The EADA Foundation, through its scholarship program, facilitates the development and growth of the professional career of the candidates, whether due to their professional profile, trajectory, or future objectives.
The body responsible for awarding the scholarship is the Scholarship Committee, which evaluates the application and establishes the amount of the scholarship based on the following criteria:
- Professional profile of the applicant
- Personal circumstances, income level, and employment situation
- Concurrence of requests and budget available
Types of Scholarship:
- EADA Foundation Scholarship
- Female manager scholarship
- SME company scholarship
- Corporate scholarship
- Entrepreneurial scholarship
- Elite Athlete scholarship
- Third-sector scholarship
In the case of granting a scholarship, the participant will have 10 days to formalize the registration in the program by paying the amount of the place reservation. Otherwise, once the term has elapsed, the granting of the scholarship will be without effect.
Block 1 – Strategic Management
Objective: To develop strategic business understanding and apply it within HR frameworks.
- Strategy and competitiveness
- Environmental and market analysis
- Competitive advantage and the value chain
- Innovation and sustainability
Block 2 – Organisational Culture and Change Management
Objective: To understand how HR functions as a driver of culture and organisational change.
- The role of HR as culture and change agent
- Cultural diagnosis and analysis methods
- Key components in culture development
- Leading cultural change
Block 3 – Economic Management
Objective: To analyse organisational financial aspects relevant to HR decisions.
- Balance sheet, income statement, amortisation, treasury
- Economic (ROA) and financial (ROE) profitability
- Cost structure and decision making
- HR project investment evaluation criteria
Block 4 – Strategic HR Management
Objective: To master strategic HR frameworks, models and organisational roles.
- HR trend and agenda priorities
- Evolution of HR models and organisation
- From transactional roles to transformational leadership
Block 5 – Design Thinking & Human Centric Design
Objective: To apply creative problem-solving methods within HR contexts.
- Design Thinking application in people management
- Defining the Employee Journey
- Applied initiatives in key experience moments
Block 6 – Employer Branding & Talent Acquisition
Objective: To develop employer branding and modern recruitment approaches.
- Employer Branding and Employer Value Proposition (EVP)
- Inbound & outbound recruitment techniques
- Resources to select the most suitable candidate
- Pre-onboarding to onboarding processes
Block 7 – Talent Management
Objective: To apply advanced methods in talent development and mobility.
- Talent value chain and alignment with strategy and culture
- New methodologies in talent management (learning agility)
- Performance and potential
- Career and succession management
- Employee engagement
Block 8 – HR Analytics
Objective: To harness data analytics for HR decisions and performance insights.
- Introduction to HR Analytics and necessary capabilities
- Calculating Employee Lifetime Value
- Correlation techniques to leverage climate surveys
- Application of analytics to turnover, performance, productivity and other HR processes
Block 9 – Learning and Development Management
Objective: To design and manage learning initiatives with measurable business impact.
- Training plan to learning culture
- Agile approach to manage learning
- Designing and generating impactful learning experiences
- Measuring business-level impact and transfer
Block 10 – Total Compensation
Objective: To design compensation systems aligned with organisational culture and strategy.
- Total compensation model and cultural fit
- Pay policy and job evaluation
- Fixed, variable and extra-salary benefits
- Customised remuneration systems
Block 11 – Organisational Communication
Objective: To develop effective communication strategies at organisational level.
- Internal communication policy
- Clear objective definition
- Plan development
- Evaluation instruments
Block 12 – Labour Relations
Objective: To align labour relations with corporate strategy.
- Collective relations and legal representation
- Negotiation skills
Block 13 – HR as a Change Agent
Objective: To build leadership and relational skills that enhance organisational impact.
- Personal leadership and influence styles
- High-performance team collaboration
- Critical thinking and decision-making
- Negotiation and communication
Business Project: Strategic HR Plan
Objective: To integrate learning by developing a strategic HR plan applied to a real organisational challenge.
- Project development guided by participants’ proposals
- Team work with tutor support
- Final defence before a panel of HR, finance and strategy executives
Executive Skills Module
Objective: To develop a broader business view and leadership through multidisciplinary interaction.
- Residential sessions at Collbató with executives from other programmes
- Networking, best practices exchange
- Executive coaching personalised development
- Graduates will be able to design and implement strategic HR policies that align with business priorities and organisational culture.
- They will analyse and lead cultural and organisational change initiatives as strategic agents within the company.
- Participants will use HR Analytics to support evidence-based decision-making in talent management and organisational performance.
- They will design and lead talent acquisition, engagement, learning and compensation systems tailored to organisational needs.
- Graduates will communicate effectively across functions and lead cross-disciplinary teams in HR and operational contexts.
Graduates of the Master in Human Resources Management are prepared for leadership positions in HR strategy, talent management and organisational effectiveness.
Thanks to competencies in strategic HR, analytics, change leadership and people-centric design, participants may pursue careers such as:
- HR Director
- Head of Talent Management
- HR Business Partner
- Employer Branding & Talent Acquisition Lead
- Learning & Development Manager
- Compensation & Benefits Specialist
- HR Analytics Specialist
- Organisational Development Consultant
- Change Management Leader
- Strategic Workforce Planning Manager