A tailored course, built for your situation
Expanded remit over DORA implementation decisions in current role
Mandate-focused upskilling for HR business partners leading operational resilience programs
$199 one-time
24-hour access provisioning
30-day money-back guarantee
Hand-built implementation playbook
12 modules. 12 chapters per module. 144 chapters total.
12 modules, each with 12 chapters (144 chapters total), text-based, plus downloadable templates and a hand-built implementation playbook delivered alongside course access.
Being seen as a support function despite leading key resilience initiatives
The situation this course is for
HR leaders often find their strategic contributions to regulatory readiness absorbed into broader risk teams, diluting ownership and slowing decision velocity.
Who this is for
Senior HR business partner in a regulated financial institution, embedded in operational resilience programs, aiming to formalise expanded influence without changing title
Who this is not for
Individuals seeking entry-level compliance training or those outside financial services HR roles
What you walk away with
- Own the design and approval of workforce resilience components under DORA
- Lead cross-functional incident response staffing models with direct decision rights
- Document expanded scope in internal control frameworks and role charters
- Drive DORA-aligned talent continuity plans without defaulting to legal or risk teams
- Set precedent for HR-led governance in future regulatory rollouts
The 12 modules (with all 144 chapters)
Module 1. DORA’s HR implications decoded
Break down DORA articles affecting workforce planning, incident response roles, and third-party staffing risks.
12 chapters in this module
- Scope of DORA Article 17
- Staffing under stress testing
- Critical functions definition
- HR’s role in mapping tiers
- Third-party people risk
- Incident reporting lines
- Recovery time objectives
- Cross-border staffing rules
- Functional independence
- Documentation requirements
- Internal audit alignment
- Regulator expectations
Module 2. Claiming ownership within existing role
Establish decision rights over DORA HR components without organizational change.
12 chapters in this module
- Mapping current influence zones
- Identifying unclaimed decisions
- Precedent from MiFID II
- Documenting rationale
- Stakeholder alignment tactics
- Escalation path redesign
- Control framework updates
- RACI refinement
- Role charter drafting
- Leadership endorsement
- Version-controlled updates
- Change logging
Module 3. Building internal governance authority
Design HR-led governance structures recognized in compliance frameworks.
12 chapters in this module
- Workforce resilience committee
- Meeting cadence design
- Decision tracking system
- Minutes with authority
- Approval workflows
- Document retention rules
- Audit trail setup
- Cross-departmental buy-in
- Charter formalization
- Reporting rhythm
- Escalation thresholds
- Performance metrics
Module 4. Workforce stress testing leadership
Lead scenario design and staffing validation for DORA-mandated exercises.
12 chapters in this module
- Scenario library creation
- Role continuity testing
- Backfill identification
- Geographic dispersion rules
- Notification trees
- Response time benchmarks
- Skills mapping under duress
- Redundancy validation
- Cross-training plans
- Recovery metrics
- Third-party inclusion
- Post-test reporting
Module 5. Talent continuity planning
Develop and own plans ensuring critical roles remain staffed during disruptions.
12 chapters in this module
- Critical role identification
- Skills inventory system
- Succession depth rules
- Cross-functional coverage
- Training requirements
- Certification tracking
- Geographic constraints
- Language requirements
- Regulatory approvals
- Onboarding acceleration
- Remote work rules
- Plan activation triggers
Module 6. Third-party workforce governance
Define and enforce staffing standards for outsourced critical functions.
12 chapters in this module
- Vendor staffing clauses
- Right-to-audit terms
- Skills verification
- Background check standards
- Training alignment
- Incident response roles
- Escalation paths
- Language fluency rules
- On-site presence rules
- Remote work policies
- Compliance certifications
- Penalty enforcement
Module 7. Incident response staffing models
Design and lead workforce components of live incident response.
12 chapters in this module
- War room staffing
- Shift rotation design
- Decision authority mapping
- Communication trees
- Stakeholder updates
- Regulator liaison roles
- Internal comms protocol
- Fatigue management
- Legal hold procedures
- Media response support
- Post-mortem participation
- Lessons learned integration
Module 8. Training program ownership
Own DORA-specific training content, delivery, and attestation.
12 chapters in this module
- Curriculum design
- Role-specific modules
- Delivery cadence
- Attestation system
- Skills gap analysis
- Refresher timing
- Audit-ready records
- Localization rules
- Third-party inclusion
- Certification paths
- Knowledge validation
- Training gap reporting
Module 9. Control framework integration
Embed HR-led controls into formal compliance architecture.
12 chapters in this module
- Control mapping
- Ownership documentation
- Testing procedures
- Evidence collection
- Internal audit prep
- External audit support
- Control exception handling
- Remediation tracking
- Continuous monitoring
- KPI alignment
- Reporting templates
- Dashboard integration
Module 10. Stakeholder alignment without escalation
Resolve cross-functional disputes in DORA planning without leadership intervention.
12 chapters in this module
- Influence without authority
- Data-backed positioning
- Precedent gathering
- Framework cold recall
- Cross-team negotiation
- Compromise design
- Win-win framing
- Escalation avoidance
- Credibility building
- Alliance development
- Knowledge leverage
- Consensus tracking
Module 11. Documenting expanded mandate
Formalize broader remit in internal records and control frameworks.
12 chapters in this module
- Role charter update
- Control ownership log
- RACI adjustment
- Org chart notation
- Policy citation
- Training documentation
- Audit evidence pack
- Leadership communication
- Version control
- Access permissions
- Change history
- Approval trail
Module 12. Sustaining influence across cycles
Ensure expanded remit endures leadership changes and regulatory updates.
12 chapters in this module
- Knowledge transfer system
- Onboarding materials
- Succession planning
- Framework updates
- Regulator change tracking
- Industry benchmarking
- Peer network engagement
- Thought leadership
- Internal advocacy
- Metrics reporting
- Value demonstration
- Future-proofing
How this maps to your situation
- When your team is designing incident response staffing
- Before the next internal audit cycle
- When third-party vendors resist HR-led assessments
- After a leadership change affecting risk ownership
Before vs. after
Before
HR input is consulted but decisions default to risk or compliance teams.
After
HR owns key DORA implementation decisions with documented authority.
What's included with your purchase
- 12 modules with 12 chapters each (144 chapters)
- Downloadable templates and worked examples for every module
- Hand-built implementation playbook delivered alongside course access
- 30-day money-back guarantee
Delivery and format
- Course and learning environment access provisioned within 24 hours of purchase
- Hand-built implementation playbook delivered alongside course access
Format: Text-based modules and chapters in the Art of Service learning environment, plus downloadable templates and worked examples for every chapter, plus the hand-built implementation playbook delivered alongside course access.
Time investment: Approximately 3 hours per module, designed for completion within 45 days.
If nothing changes
Continued reliance on escalation slows response velocity and reinforces support-function positioning.
How this compares to the alternatives
Unlike generic compliance courses, this program delivers documented mandate expansion within existing role structures, not just knowledge transfer.
Frequently asked
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Will this require approval from my manager?
No, the course is designed to be completed independently and applied discreetly to expand influence from within.
Is this relevant if I'm not in a technical role?
Yes, it's built for HR and people leaders shaping operational resilience through workforce planning and governance.
$199 one-time. Approximately 3 hours per module, designed for completion within 45 days..
Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.
30-day money-back guarantee·
144 chapters·
Hand-built playbook included·
Account access within 24 hours