HR PSYCHOLOGIST for real.
“I’m not a psychologist” — yet you’re the one people come to when someone is struggling. In 11 lessons you stop improvising: you run sessions by a structure, recognize where your zone ends and a specialist is needed, diagnose the climate, and build burnout prevention. Not “lots of interesting things about psychology” — but a working function inside your company.
You don't study a subject — you become a practitioner.
This isn't a “course about corporate psychology” full of interesting facts. It's a course of becoming: in 11 lessons you assemble and launch a working psychological function in your company — and do what you've never done before.
The HR people already turn to
Middle-to-senior specialists: generalist, HRBP, L&D, internal communications. You know how to work with people and you know the processes — what's missing is the psychological foundation and the boundary.
Companies, often without a dedicated in-house psychologist. Hybrid and remote teams, limited budget.
People de facto come to you with burnout, anxiety, conflicts — but you have no training and no tools.
Depth step by step — and a clear boundary.
The course takes you to a practitioner level through increasing depth: from foundation and boundary — to the individual, to the environment and teams, to the function as a system. Each stage builds one working element on your company's own material.
Foundation & boundary
Lessons 1–3Launching the practice and the role's boundary, psychological foundations, recognizing conditions.
The practice & the person
Lessons 4–6Permissible diagnostics, running a supportive consultation, crisis.
Environment & teams
Lessons 7–10Climate, burnout prevention, team dynamics, conflicts.
The function as a system
Lesson 11Assembling everything into a working function + a 90-day roadmap.
The ethical boundary
One axis runs through every lesson. The course trains a practitioner of first-line support, not a therapist.
Anything beyond first-line support is handed to a specialist. The boundary is built in from the first lesson — it's part of professionalism, not a limitation.
11 lessons — from foundation to system.
Each lesson is 45 minutes and one completed element of the function, on your company's own material. Open a lesson to see what's inside and what you'll walk away with.
01 The HR psychologist profession: launching the function and the boundary
- The role of first-line support and routing — not therapy, not diagnosis
- The role's double trap: “not my business” vs. “I'll heal everyone”
- The operating model of the practice: how people get in, how a session goes, what's recorded
- Confidentiality with limits, and informed consent
- Separating support from evaluation: why they can't be combined
- Supervision as a norm of practice, not a sign of weakness
02 The psyche at work: how to read a person's state
- Behavior as the tip of the iceberg: a state lies behind “toxicity”
- The physiology of stress and why logic is useless within it
- Basic defense mechanisms and how to spot them
- How chronic load turns into distress
- The presented request ≠ the real problem
- The work context as a source of a person's state
03 Norm, distress, disorder: where your limit is
- Three levels of a condition and their behavioral markers
- Recognition ≠ diagnosis: a diagnosis is always the specialist's job
- Literacy in common conditions (anxiety, depressive, trauma reactions)
- Red flags at which support stops
- The “stop” rule: when HR must hand off
- Stigma and labels as anti-practice
04 Psychodiagnostics for the practitioner: measuring without harm
- The harm of unprofessional testing and the “internet quiz”
- Three groups of tools by permissibility (on your own / under a specialist / not allowed)
- Validity vs. a popular toy
- A result is a hypothesis for a conversation, not a verdict
- Ethics of testing: consent, purpose, the right to opt out
- Who receives the result is decided in advance
05 The session: running a supportive consultation
- Session structure: contact → contract → request → support → plan → boundary
- An upfront contract as a frame that protects both sides
- Active listening: reflecting, clarifying, paraphrasing, validating
- The “rescue and advise” trap
- Validation ≠ agreement ≠ diagnosis
- Stop signals: when a session shifts into routing
06 Hard cases and crisis: stabilize and hand off
- The crisis protocol “recognize → stabilize → hand off”
- An absolute boundary: HR doesn't assess clinical risk or manage a crisis alone
- Stabilization as presence and getting the person to a resource
- The escalation route is prepared in advance
- The limit of confidentiality in a crisis
- Self-care after a hard case
07 Climate: diagnosing the environment and a risk map
- Three diagnostic channels: pulse survey, eNPS, structured observation
- Pulse-survey design: signal vs. noise
- eNPS as an indicator and its limits
- Anonymity in small teams
- Psychological safety (Edmondson) as a measurable parameter
- From data to a map of priority risks
08 Burnout prevention: change the environment, not the symptom
- Burnout as an organizational problem, not a personal weakness
- The three dimensions of burnout per Maslach
- The six areas of work life as a map of drivers
- Early intervention is cheaper and more effective
- A program tailored to specific risk areas from the diagnostic
- Defending the budget in the language of business metrics
09 The team: dynamics, emotions, a report to the business
- Why it's about roles and norms, not the quality of the people
- Reading a group's unwritten rules through observation
- Emotional intelligence as a lever for working with dynamics
- Mapping the triggers of tension
- Structural sources of tension vs. interpersonal ones
- Packaging findings in business language
10 Conflicts: facilitation and mediation
- Conflict as a resource, not a catastrophe
- The interest-based approach (Fisher & Ury): positions vs. interests
- The facilitator's neutrality as a condition of the process
- Preparing a difficult conversation
- The limit of facilitation and escalation
- Conflicts in hybrid and remote teams
11 The psychological function: launch and 90 days
- Assembling the function from every element of the course
- A system vs. one-off initiatives
- ISO 45003 as a framework for psychosocial risks
- Prioritizing initiatives by impact and effort
- A 90-day launch roadmap
- Function metrics and a plan for your own supervision
One course — or the entire academy.
For $500 — this course. For $1 000 — the entire academy: 170+ courses across every HR area and all future ones.
- The full “HR Psychologist” course
- 11 lessons of 45 minutes
- Home-assignment review
- Template tools for every lesson
- Academy students' chat on Telegram
- Accredible diploma
- 170+ courses across every HR area
- New courses every week
- All Accredible diplomas
- Home-assignment review
- Academy students' chat on Telegram
- One year of full access
- Subscription for a team of up to 10
- 170+ courses for each member
- New courses every week
- Accredible diplomas for everyone
- Academy students' chat on Telegram
- One year of full access
Ignoring it — is no longer an option.
A psychological function is no longer a “nice-to-have.” Here's what market research shows and what inaction costs.
is lost by the global economy each year in fallen productivity due to depression and anxiety.
WHOworkers considered quitting over mental health; 7% did quit, and only 13% told their manager.
NAMI–Ipsos · 2025 · companies 100+of organizations effectively help employees cope with stress; only 14% of managers are trained for it.
HR Research Institute · 2025of US workers rate their burnout as high or very high; another 38% — as moderate.
Statista · 2025Employees at companies that support mental health are twice as likely to report no burnout or depression.
Mind Share Partners · 2025average return on every £1 invested in mental-health programs.
Deloitte · UK · directional benchmarkWatch, do — implement.
Everything in your personal account: lesson recordings, templates and home-assignment review. Learn whenever suits you, and do every assignment on your own company's material.
- 01
Watch the lesson
45 minutes on recording, whenever suits you. Access opens instantly.
- 02
Do the home assignment
By a template, on your company's real material.
- 03
Mike reviews it personally
A review of your work and feedback from the course author.
- 04
Assemble the function
Working artifacts in hand and an Accredible diploma for all assignments.
The first lesson — instantly in Telegram
Open the bot — it sends you the recording of the first “HR Psychologist” lesson. No payment, no sign-up: see how the course is built, and decide for yourself.
Open the first lesson → → Academy students' chat on Telegram
A diploma that's verified.
Not a picture for a folder. Diplomas are issued by Accredible — the same platform used by Google, Udacity and Kaplan University. With a unique code and QR.
- Authenticity a unique code and QR — verified online in one click
- LinkedIn added to your profile and résumé directly
- Languages available in RU, UA and EN
- Condition issued for completing all home assignments
Taught by someone who has done it.
Mike Pritula — founder of Pritula Academy and the #1 HR Instructor on Udemy. 20 years in HR: building processes and working with people in teams you know.
CompaniesStop improvising. Start helping.
In 11 lessons you stop improvising and launch a psychological function in your company — with a real foundation and a clear boundary. For $500 — this course. For $1 000 — the entire academy.
Do you need a psychology degree for the “HR Psychologist” course?
No. The course is designed for HR specialists adding psychological competencies. It gives you a working foundation and a clear role boundary.
Will I become a psychotherapist after a corporate-psychology course?
No, and that's fundamental. The course trains a practitioner of first-line psychological support: you run sessions, diagnose, refer — but you don't conduct therapy or make diagnoses. That boundary is part of professionalism.
Is it safe for HR to work with employees' mental health without a license?
Yes, because from the first lesson the course teaches the boundary “stabilize → support → refer” and the “stop” rule: anything beyond first-line support is handed to a specialist.
Is the course suitable if the company has no in-house psychologist?
That's exactly what the course is for: you become the first link of psychological support and, when needed, build a route to external specialists.
How do you diagnose the psychological climate in a small team?
The course includes diagnostic methods for small teams — observation and short check-ins with anonymity protected.
How long is the “HR Psychologist” course and in what format does it run?
Each lesson is 45 minutes, on recording with home-assignment review. Access opens instantly, for 1 year.
What will I get after the corporate-psychology course for HR?
Not lecture notes, but working artifacts built on your own company: a session model, protocols, a climate diagnostic, a burnout-prevention program and a roadmap for the function.
What diploma is issued after the course and how is it verified?
For completing all home assignments. An Accredible diploma with a unique code and QR.
Still have questions?
Message us however suits you — we reply during working hours.