Description

A focused course, tailored for you

Banking HR Business Partnering Through Regulatory Change

Map regulatory obligations to skills profiles, workforce plans, and social consultation processes that pass supervisory scrutiny.

The fit-and-proper dossier, the material risk taker mapping, the DORA skills gap analysis: each regulatory obligation lands on the HR Business Counselor's desk with a different evidence standard and a fixed deadline. The standard HR toolkit was not built for any of them.

$199 one-time

Tailored to your situation. Access within 24 hours. 30-day money-back.

Includes a hand-built implementation playbook delivered alongside course access, generated for your specific situation.

Why this course

European banking regulation has created a layer of HR accountability that predates nothing in the standard HRBP methodology. CRD VI defines who qualifies as a key function holder and sets the competency evidence standard for senior appointments. DORA Article 28 requires demonstrable workforce adequacy for operational resilience and ICT risk roles. The ECB fit-and-proper guidelines govern senior appointments in ways that job grade libraries and generic competency frameworks cannot directly satisfy. The HR Business Counselor is the person who must translate each of these obligations into a workforce deliverable: a skills gap analysis that an internal auditor can rely on, a fit-and-proper dossier that holds under a supervisory follow-up question, a workforce plan with milestones that match the regulatory implementation calendar. In Belgium, all of this runs through a social consultation process governed by labor law that does not pause for supervisory deadlines. This course provides the translation methodology, the evidence-standard templates, and the consultation playbook.

What you walk away with

Translate specific regulatory requirements (CRD VI, DORA, ECB fit-and-proper guidelines) into job family definitions and skills evidence standards that hold under supervisory review.
Build a regulatory-deadline-aware workforce plan and skills gap analysis that withstands board risk committee and supervisory body scrutiny.
Write fit-and-proper assessment criteria and evidence packs for senior appointments in key control functions.
Design the social consultation narrative and sequencing for Belgian Works Council and union delegation engagement on regulatory-driven workforce changes.
Build the business case for new regulatory headcount using the risk-and-remediation argument that CFO and business heads will approve.
Create learning pathways and succession plans for scarce regulatory, risk, and compliance talent that satisfy training adequacy review standards.

The 12 modules

Module 1. The Regulatory Landscape for Banking HR Partners

Maps the regulations that directly create HR obligations: ECB governance guidelines, EBA fit-and-proper guidelines, CRD VI key function holder and material risk taker requirements, DORA Article 28 operational resilience staffing, and the NBB national implementation layer. For each obligation, the module identifies the HR deliverable it generates, the evidence standard it requires, and the function inside the bank (Legal, Compliance, Internal Audit) that will review the HR output.

Module 2. Fit-and-Proper Assessment: Writing the Dossier That Holds

The EBA and ECB fit-and-proper guidelines assess candidates against experience, knowledge, skills, reputation, independence, and time commitment. This module covers how to structure the evidence pack for a senior appointment in a key control function, how to map role-specific competencies to each regulatory criterion, and how to work with Legal and Compliance when the Supervisory Review Unit sends follow-up questions about the evidence standard applied in the assessment.

Module 3. Classifying Material Risk Takers and Key Function Holders

CRD VI defines material risk takers through quantitative and qualitative criteria that must be applied annually across the full employee population. This module covers the classification methodology: which roles qualify by default, how to apply the proportionality assessment at the margin, how to document the analysis for the annual supervisory reporting cycle, and how to update the classification when organisation design changes trigger a reclassification review.

Module 4. DORA Article 28: Translating Operational Resilience into HR Deliverables

DORA requires banks to ensure that ICT risk and third-party service arrangements are managed by staff with demonstrably adequate skills and knowledge. This module translates the Article 28 obligations into job family definitions for ICT risk and third-party oversight roles, skills profiles with the specific evidence standard a DORA supervisory assessment requires, and the workforce adequacy documentation an ICT-related incident review will request directly from the HR function.

Module 5. Skills Gap Analysis at the Regulatory Evidence Standard

A regulatory skills gap analysis is not a survey instrument. It requires mapping actual role populations against defined competency criteria, quantifying the gap in terms an external reviewer finds defensible, and producing an action plan with specific measurable milestones. This module covers the methodology end to end, including the gap quantification approach, the reporting format for board risk committee presentation, and the escalation protocol when a material gap is identified against a fixed regulatory deadline.

Module 6. Workforce Planning for Regulatory Timelines

Regulatory deadlines create workforce planning constraints that standard headcount models do not handle well. This module covers how to build a regulatory-deadline-aware workforce plan: translating implementation milestones into phased headcount requirements, building the sourcing and development strategy for scarce regulatory talent markets, sequencing hires to match the implementation roadmap, and presenting the plan in the format a board risk committee and supervisory body expects to receive.

Module 7. Writing Job Profiles for Control Function Roles

Job profiles for compliance, risk, and internal audit roles in a regulated bank carry a higher evidentiary burden than standard HR job specs. This module covers how to incorporate regulatory competency requirements into the job description, how to calibrate the profile against market benchmarks for scarce specialist roles, and how to structure the profile for dual use: the talent acquisition process and the regulatory documentation pack for a supervisory or internal audit review.

Module 8. Building the Business Case for Regulatory Headcount

Getting CFO approval for regulatory headcount additions requires a different argument than a commercial business case. The risk of regulatory non-compliance, the cost of supervisory remediation, and the reputational consequences are the levers, not revenue projections. This module covers how to structure the case, what financial modelling a finance function will find credible, and how to address the question about automation and process efficiency reducing headcount need before it is raised in the review meeting.

Module 9. Social Consultation Under Belgian Labor Law for Regulatory Change

Belgium's system of social consultation (Works Council, CPPT, union delegation, CAO negotiations) requires that significant workforce changes go through formal information and consultation processes before implementation. This module covers sequencing regulatory-driven workforce change against Belgian legal obligations, framing the consultation for changes that originate in external regulatory requirements, and managing the timeline when the regulatory deadline is fixed and the consultation calendar is not.

Module 10. Learning Pathways for Regulatory Capability

Building internal regulatory capability requires more than adding compliance modules to the training catalogue. This module covers how to design a learning pathway that closes specific gaps identified in the regulatory skills gap analysis, how to work with L&D and external providers to source content for scarce regulatory disciplines, and how to measure learning impact in terms that satisfy a training adequacy review conducted by an internal audit function or supervisory body.

Module 11. Succession Planning for Key Control Functions

Succession risk in key control functions (CRO, CCO, Head of Internal Audit, CISO) is a supervisory concern as well as an HR concern. This module covers how to structure a succession plan for key function holders that meets the regulatory requirement for documented plans and tested succession paths, how to present it to the board risk committee, and how to manage supervisory notification requirements when a succession event occurs outside the planned cycle.

Module 12. Reporting Workforce Regulatory Readiness to Board and Supervisor

The HR Business Partner's final deliverable is the evidence pack demonstrating to the board risk committee and the supervisory body that the bank's workforce has adequate capacity and capability for its regulatory obligations. This module covers the reporting framework, the metrics that matter (vacancy rates in key functions, skills gap closure rates, fit-and-proper pass rates, mandatory training completion rates), and the escalation protocol when a material gap remains open at reporting time.

How this addresses your situation

Specific modules that map to what you said you are dealing with.

A supervisory review has identified workforce adequacy as a finding and you need to build the remediation evidence pack within the response timeline.

A regulation requires roles or skills that do not yet exist in your job family library and you have a regulatory implementation deadline to meet.

The board risk committee or senior management has requested a skills gap analysis and workforce plan covering the regulatory readiness of the control functions.

A restructuring or transformation programme intersects with regulatory requirements for key function holders and material risk takers, and you must manage both the Belgian social consultation process and supervisory notification obligations simultaneously.

What you get with this course

12 text-based modules with worked examples drawn from real regulatory scenarios, accessible in the Art of Service learning environment
Downloadable templates: skills gap analysis at regulatory evidence standard, fit-and-proper evidence pack, material risk taker classification analysis, regulatory-deadline-aware workforce plan, job profile template for control function roles, social consultation briefing pack structured for Belgian law
Hand-built implementation playbook tailored to the HR business partner role in a regulated bank, delivered alongside course access

What you will have in hand by Day 1, Week 1, Month 1

Course access provisioned within 24 hours of purchase

Hand-built implementation playbook delivered alongside course access

Before and after

Before

Regulatory requests for skills mappings, workforce adequacy evidence, and fit-and-proper dossiers arrive unpredictably, each requiring an approach improvised under deadline pressure, with no consistent methodology that satisfies the evidence standard supervisors and internal auditors apply.

After

You have a repeatable methodology for translating any regulatory obligation into a workforce deliverable, a set of evidence-standard templates that hold under supervisory review, and a social consultation playbook adapted to Belgian law that you can apply to the next regulatory change without starting from scratch.

What happens if you do not address this

The next supervisory finding on workforce adequacy or fit-and-proper documentation will arrive with a remediation deadline. Without a methodology in place, the response will be improvised under pressure and harder to defend in the follow-up review. The regulatory bar for HR evidence is rising and the methodology gap compounds with each new obligation added to the HR function's scope.

Who it is for

HR Business Counselors, HR Business Partners, and People and Culture leads embedded in European bank business divisions. You work daily with line leaders in risk, compliance, finance, and operations functions where regulatory headcount decisions arrive constantly. You have solid HR fundamentals and understand your bank's business model. What you need is the specific methodology for translating regulatory obligations into workforce deliverables at the evidence standard that supervisors, internal auditors, and board risk committees actually check.

Who this is NOT for. HR generalists in non-regulated industries. Compliance or risk specialists who are not HR practitioners. Central HR CoE teams (Total Rewards, Talent Acquisition) who do not partner directly with regulated business divisions on regulatory workforce obligations.

How it arrives

Text-based course in the Art of Service learning environment, plus downloadable templates and worked examples for every module, plus the hand-built implementation playbook delivered alongside course access.

Time investment. Approximately 6 to 8 hours of reading plus template completion time, structured to fit an active HR business partner schedule and deployable module by module against live regulatory requests.

Why $199 is the right number

Free EBA and ECB guidance documents describe what is required but not how to produce it. Internal compliance training covers the regulatory rules but not the HR methodology for translating them into workforce deliverables. External HR consultants provide the same translation work at 10 to 20 times the course price and leave no reusable methodology behind.

FAQ

Is this course specific to Belgium?

The regulatory framework (CRD VI, DORA, ECB fit-and-proper guidelines) applies across the EU. Module 9 on social consultation is specific to Belgian labor law. All other modules apply to any HR business partner in an EU-supervised bank.

Does this cover the EBA remuneration guidelines for material risk takers?

Module 3 on material risk taker classification covers the classification methodology that feeds into the remuneration policy scope. The course does not cover remuneration quantification, which falls within the Total Rewards specialism rather than the HR business partner role.

How quickly can the skills gap analysis template be applied after completing the course?

The template is designed to be deployable in your first regulatory request after completing Module 5. The module includes a worked example you can adapt directly to your control function population and the specific regulatory obligation in scope.

30-day money-back guarantee. If after a week of working through the materials this is not what you needed, reply to the receipt email and a full refund is processed. No questions, no forms.

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.