Description

A focused course, tailored for you

EU Banking HR Compliance for the Business Partner

Build the regulatory HR methodology that the EBA, ECB, and your remuneration committee actually examine.

Every year the MRT identification exercise arrives with the same time pressure: EBA criteria updated, business pushing for a shorter list, and documented rationale required per borderline role within ten working days. Add CRD VI deferral rule changes, AI Act restrictions on your performance management tools, and DORA competency requirements for ICT-adjacent roles, and the HR compliance stack at a major EU bank is a full-year programme, not an annual sprint.

$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

HR Business Counsellors and HR Business Partners at large EU banks carry a regulatory compliance burden that has no parallel in generalist HR. The MRT list is a legal document. The variable remuneration framework has to satisfy EBA guidelines or the bank faces supervisory action. The AI tools used in performance management are now regulated under the EU AI Act high-risk category. DORA requires competency attestation for staff in ICT-critical roles. Each of these is an annual deliverable with regulatory consequence if it goes wrong, and HR is the function that owns it. Most HR professionals at banks absorb the regulatory layer over years of on-the-job exposure. This course builds the methodology directly.

What you walk away with

Build a defensible MRT identification methodology note with a role-by-role justification matrix that survives EBA scrutiny.
Design a variable remuneration cycle that meets CRD VI deferral schedules, malus and clawback requirements, and EBA proportionality guidelines.
Map ICT-adjacent workforce roles to DORA competency obligations with documented training attestation and an annual review process.
Assess HR tools used in hiring, performance, and role assessment against EU AI Act prohibited and high-risk use case categories, with vendor documentation requirements.
Establish a regulatory change process that translates CRD, DORA, and AI Act updates into timely HR policy changes before the next supervisory examination.

The 12 modules

Module 1. The MRT Identification Methodology

The EBA criteria for Material Risk Taker identification shift with each CRD revision, and your methodology note has to document why each role did or did not qualify. This module walks through building the quantitative and qualitative criteria mapping, constructing the role-by-role justification matrix, and establishing the governance sign-off chain that satisfies the remuneration committee and the regulator's request for documentation.

Module 2. Governing the Remuneration Committee Cycle

The remuneration committee expects HR to arrive with a compliant framework, not a question list. This module covers structuring the annual variable remuneration cycle: drafting the remuneration policy statement, building the performance metrics grid that satisfies EBA proportionality guidelines, preparing the committee pack, and managing the documentation trail from proposal through board approval to supervisory disclosure.

Module 3. CRD VI Deferral Schedules and Malus/Clawback Mechanics

CRD VI extended deferral requirements and sharpened the conditions under which variable remuneration must be reduced or recovered. This module covers reading the CRD VI provisions directly, translating them into your internal remuneration policy, drafting malus and clawback clauses in employment contracts and individual award letters, and tracking deferred amounts across multiple award cycles.

Module 4. DORA and the HR Interface

DORA requires financial entities to ensure that ICT-related roles are performed by staff with documented competency. This module defines which workforce roles trigger DORA training and competency obligations, how to map them to the institution's ICT risk register, what training attestation documentation regulators expect, and how to build an annual review cycle that keeps the mapping current as roles and systems change.

Module 5. EU AI Act Restrictions on HR Tools

Using algorithmic tools in hiring screening, performance scoring, or role assessment falls under the EU AI Act high-risk category for employment decisions. This module covers which HR tools are classified as high-risk, what conformity obligations apply, how to assess vendors currently in use, what documentation to request from them, and when a tool's deployment must be modified or suspended.

Module 6. Employee Data Governance Across EU Jurisdictions

A bank operating across multiple EU member states applies GDPR through national-law overlays that differ by country. This module covers employee records retention schedules, subject access request processes, cross-border transfer requirements for payroll and HR systems, the interaction between GDPR and national employment law on data collection, and Works Council or employee representative consultation requirements before introducing new HR data processing tools.

Module 7. Fit and Proper Assessment and Documentation

ECB and national competent authority requirements for key function holders include initial and ongoing fit and proper assessment that HR must document. This module covers the regulatory criteria for fitness and propriety, building and maintaining individual assessment files, managing the notification process to regulators when key function holders change, and the documentation standard that survives an on-site supervisory examination.

Module 8. Variable Pay Design Within the Regulatory Envelope

Designing bonus pools and individual awards that satisfy EBA guidelines, CRD VI caps, and governance requirements is a technical HR exercise. This module covers the bonus pool calculation methodology, the performance-adjustment mechanics required by EBA, the ratio-cap calculation for MRTs, documenting the link between individual performance and award size, and the disclosure obligations under CRD VI Pillar 3 reporting.

Module 9. Whistleblowing Framework Governance

CRD VI and CSRD impose requirements on the internal reporting channel for financial institutions, and HR typically owns or co-owns the speak-up function. This module covers the channel design requirements, independence obligations around who has access to reports, the HR process for handling a report without compromising the investigation, annual reporting obligations to senior management, and the documentation trail from report receipt through resolution.

Module 10. Training and Competency Framework for Regulated Roles

MiFID II knowledge and competency requirements, DORA training obligations, and CRD VI requirements for MRT development programmes all land in the HR compliance stack. This module covers building a regulatory training matrix by role, setting up attestation and tracking for mandatory programmes, managing third-party training providers against regulatory standards, and reporting compliance status to risk and audit functions on request.

Module 11. Workforce Planning for Regulatory Headcount Obligations

Certain regulatory functions require minimum headcount, specific qualifications, and succession plans that the workforce plan must accommodate. This module covers mapping regulatory minimum staffing requirements, building role profiles for functions with specific competency obligations, succession planning for key function holders under ECB fit and proper rules, and the interaction between headcount planning and the institution's capital adequacy or liquidity planning processes.

Module 12. Regulatory Change Integration Into HR Policy

CRD VI, DORA, the AI Act, and evolving EBA guidelines update on a rolling basis, and HR needs a systematic process to translate each change into policy before the next examination cycle. This module covers monitoring authoritative regulatory sources, routing changes through the HR policy owner, assessing impact on MRT lists, remuneration policy, and AI tool use, and producing a change log that satisfies the audit function.

How this addresses your situation

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

You are building or reviewing the MRT identification methodology note and need a documented process that satisfies current EBA quantitative and qualitative criteria.

The remuneration committee has sent back the HR submission with questions on CRD VI deferral compliance or the documentation trail for variable awards.

Legal or compliance has flagged that algorithmic tools used in performance management or hiring may need to be assessed under the EU AI Act high-risk category.

DORA has been raised in a supervisory or internal audit context and your institution needs to document ICT-related competency requirements and training attestation for specific workforce roles.

What you get with this course

12 text-based modules covering MRT identification methodology, CRD VI remuneration design, DORA workforce mapping, EU AI Act HR tool assessment, fit and proper documentation, and regulatory change integration.
Downloadable templates for every module: MRT justification matrix, remuneration policy framework document, DORA competency register, AI Act tool assessment checklist, fit and proper assessment file structure.
Hand-built implementation playbook tailored to the HR Business Partner role at a major EU bank, delivered within 24 hours of purchase.
Access to the Art of Service learning environment at your own pace with no time limit on course access.

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

Access to the learning environment and the hand-built implementation playbook within 24 hours of purchase.

Before and after

Before

The MRT identification note is rebuilt from scratch each cycle with informal methodology, the remuneration committee submission has not been tested against current EBA guidelines, and AI tools in use have not been assessed against EU AI Act high-risk criteria.

After

A documented MRT identification methodology, a CRD VI-compliant variable remuneration framework, a DORA competency mapping process, and an AI Act tool assessment that can each be submitted to the regulator or audit function without revision.

What happens if you do not address this

An MRT identification methodology that does not survive examination triggers supervisory challenge to the entire variable remuneration cycle. AI tools in performance management used without the required EU AI Act conformity checks expose the institution to regulatory action. DORA competency gaps that are not documented become findings in the next on-site supervisory review. Each of these generates remediation work that is more disruptive and more expensive than building the methodology correctly the first time.

Who it is for

HR Business Counsellors and HR Business Partners at credit institutions subject to CRD VI, ECB supervision, or national competent authority oversight. People who own or co-own the MRT identification process, manage the variable remuneration cycle, interpret DORA requirements for ICT-adjacent roles, and are now being asked what the EU AI Act means for the tools their institution uses in hiring and performance management.

Who this is NOT for. Generalist HR professionals outside financial services, HR teams at institutions not subject to CRD or DORA requirements, people in HR operational roles such as payroll or benefits administration, and external legal counsel who already advise on these regulations from a legal interpretation perspective.

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. 12 modules, each designed to produce one deliverable artefact. Most participants work through one module per working week and finish with a complete regulatory HR compliance toolkit covering MRT methodology, remuneration design, DORA mapping, and AI Act assessment.

Why $199 is the right number

External legal counsel advises on compliance questions but does not build the internal methodology documentation HR needs to own the process independently. Internal compliance teams focus on product and trading-book regulation; HR-specific regulatory implementation sits outside their scope. Generic HR certification programmes do not cover MRT identification methodology, CRD VI remuneration design, or EU AI Act obligations for HR tools specifically.

FAQ

Is this specific to banks under CRD VI?

Yes. The course is built for HR professionals at credit institutions subject to CRD VI, ECB supervision, or EBA guidelines. The MRT identification, remuneration policy, and DORA modules assume a banking regulatory context. It is not designed for insurance, asset management, or non-financial-sector HR teams.

Does this cover the EU AI Act's impact on HR tools used for hiring?

Yes. Module 5 covers the high-risk classification, conformity assessment obligations, vendor documentation requirements, and use restrictions that apply when algorithmic tools are used in hiring, performance scoring, or workforce role assessment at a financial institution.

How does the implementation playbook differ from the course modules?

The modules teach the methodology. The playbook is a customised, editable document set built for the HR Business Partner role: your MRT criteria structure, your remuneration policy framework, your tool inventory assessment format. It is hand-built within 24 hours of purchase and reflects your specific institutional context.

What if our remuneration framework was already set up under an earlier CRD version?

Module 3 covers the gap-assessment process for frameworks built under earlier CRD iterations, including the specific deferral and malus provisions introduced under CRD VI that require policy amendment. The downloadable template includes a before/after gap register for existing frameworks.

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.