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FIN1226 Mastering IFRS 17 for Talent Acquisition Leaders in Insurance

$199.00
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A tailored course, built for your situation

Mastering IFRS 17 for Talent Acquisition Leaders in Insurance

Build influence in technical insurance standards through strategic talent initiatives aligned with IFRS 17 implementation

$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.

Who this is for

Talent Acquisition Sourcing Specialist at a large insurer, focused on building teams for regulatory transformation initiatives like IFRS 17

Who this is not for

Recruiters focused only on volume hiring or non-regulatory roles in insurance; generalist HR not involved in technical talent strategy

What you walk away with

  • Position talent strategy as a core enabler of IFRS 17 compliance
  • Source candidates with precise technical alignment to actuarial and finance control needs
  • Earn inclusion in cross-functional planning meetings for IFRS 17 milestones
  • Use standardized evaluation frameworks to justify high-impact hires
  • Document impact of sourcing decisions on project readiness timelines

The 12 modules (with all 144 chapters)

Module 1. Understanding IFRS 17 Core Requirements
Grasp the key pillars of IFRS 17 including measurement models, coverage units, and liability recognition to speak confidently about project scope and talent needs.
12 chapters in this module
  1. What IFRS 17 replaces and why it matters for insurers
  2. Key differences between IFRS 17 and prior standards
  3. The three measurement models: GMM, PAA, VFA
  4. How coverage units impact liability calculations
  5. Disclosure requirements under IFRS 17
  6. IFRS 17 interaction with local GAAP regimes
  7. Core timeline expectations for implementation
  8. Common misconceptions about IFRS 17 scope
  9. The role of actuarial teams in model development
  10. Finance teams’ responsibilities in reporting
  11. Risk function's role in assumptions validation
  12. Technology dependencies in data infrastructure
Module 2. Mapping IFRS 17 Roles to Hiring Priorities
Identify the critical roles driving IFRS 17 success and how to prioritize sourcing efforts based on project phase and risk exposure.
12 chapters in this module
  1. Core team structure for IFRS 17 implementation
  2. Actuarial roles and required technical depth
  3. Finance positions involved in quarterly reporting
  4. Data engineering needs for source systems
  5. Project management office staffing patterns
  6. Internal audit integration timing
  7. Vendor consultants vs internal hires balance
  8. Common skill gaps in current talent pools
  9. Sourcing priorities by implementation stage
  10. Building bench strength ahead of deadlines
  11. Cross-skilling opportunities to reduce reliance
  12. Talent mapping across global jurisdictions
Module 3. Sourcing for Technical Competence in IFRS 17
Develop targeted sourcing strategies that identify candidates with proven experience in IFRS 17 or transferable insurance accounting standards.
12 chapters in this module
  1. Keywords that signal real IFRS 17 experience
  2. Resume signals for hands-on technical work
  3. How to verify project claims in interviews
  4. Sourcing from firms with public IFRS 17 disclosures
  5. Using LinkedIn to find implementation alumni
  6. Candidate red flags in regulatory experience
  7. Assessing familiarity with Solvency II or LDTI
  8. Probing for model validation or audit support
  9. Evaluating communication skills across disciplines
  10. Balancing cost, speed, and technical fit
  11. Building candidate pipelines before need arises
  12. Benchmarking compensation for niche roles
Module 4. Engaging Stakeholders in Talent Planning
Learn how to align with hiring managers, project leads, and compliance officers to ensure sourcing supports broader IFRS 17 objectives.
12 chapters in this module
  1. Understanding stakeholder priorities by function
  2. How finance views risk in hiring decisions
  3. Actuarial expectations for analytical depth
  4. Communicating sourcing trade-offs effectively
  5. Aligning timelines with project milestones
  6. Negotiating bandwidth for high-touch roles
  7. Creating feedback loops with new hires
  8. Documenting role impact on project delivery
  9. Building trust with technical hiring managers
  10. Managing expectations around market scarcity
  11. Escalating resourcing risks early
  12. Positioning talent as strategic enabler
Module 5. Building Evaluation Frameworks for IFRS 17 Roles
Design consistent, defensible scoring systems to assess candidates objectively and justify high-impact hires.
12 chapters in this module
  1. Core competencies for IFRS 17 project roles
  2. Weighting technical vs behavioral attributes
  3. Creating rubrics for actuarial positions
  4. Assessment design for finance integrators
  5. Standardizing interview question sets
  6. Using past project performance as predictor
  7. Incorporating team fit into evaluation
  8. Avoiding bias in scoring criteria
  9. Calibrating across interview panels
  10. Documenting rationale for final selection
  11. Linking hire quality to project outcomes
  12. Updating frameworks as project evolves
Module 6. Influencing IFRS 17 Workforce Strategy
Move beyond filling roles to shaping resourcing strategy, budget decisions, and leadership priorities around talent scarcity.
12 chapters in this module
  1. Identifying workforce risks in IFRS 17 plans
  2. Projecting long-term hiring demand curves
  3. Advising on insourcing vs outsourcing mix
  4. Making the case for early hiring starts
  5. Proposing cross-training to reduce bottlenecks
  6. Highlighting dependency risks in talent
  7. Presenting resourcing insights to leadership
  8. Framing talent as enabler of on-time delivery
  9. Linking staffing plans to audit readiness
  10. Using benchmarks to inform decisions
  11. Anticipating regulator questions on team capacity
  12. Positioning sourcing function strategically
Module 7. Communicating Talent Impact to Technical Teams
Develop messaging that resonates with actuaries, accountants, and engineers to demonstrate how sourcing decisions accelerate IFRS 17 progress.
12 chapters in this module
  1. Speaking the language of actuarial science
  2. Translating hire quality into risk reduction
  3. Showing how faster placements shorten timelines
  4. Highlighting candidate contributions in retros
  5. Sharing sourcing insights with project leads
  6. Creating metrics that matter to technical owners
  7. Avoiding HR jargon in cross-functional talks
  8. Using data to back talent value claims
  9. Telling stories of impactful hires
  10. Aligning talent updates with sprint cycles
  11. Responding to skepticism from engineers
  12. Positioning sourcing as innovation enabler
Module 8. Sourcing for Audit and Regulatory Readiness
Ensure the team structure supports documentation, review cycles, and regulator inquiries related to IFRS 17 compliance.
12 chapters in this module
  1. Roles needed for audit trail completeness
  2. Hiring for transparency and documentation
  3. Building teams that can withstand scrutiny
  4. Sourcing candidates experienced in audits
  5. Ensuring continuity during regulator reviews
  6. Staffing for parallel runs and reconciliations
  7. Preparing for follow-up questions
  8. Documenting control ownership clearly
  9. Planning for internal audit rotations
  10. Balancing stability with fresh perspectives
  11. Timing hires to match audit phases
  12. Creating audit-ready onboarding checklists
Module 9. Developing Vendor Partnerships for IFRS 17
Evaluate and manage third-party vendors to extend capacity while protecting data integrity and project alignment.
12 chapters in this module
  1. Common vendor roles in IFRS 17 projects
  2. Assessing vendor technical depth
  3. Reviewing past client references
  4. Setting expectations for knowledge transfer
  5. Managing IP and confidentiality risks
  6. Integrating vendor staff into core teams
  7. Measuring vendor contribution to milestones
  8. Avoiding over-reliance on external help
  9. Planning for vendor phase-outs
  10. Using vendors to upskill internal staff
  11. Negotiating flexible engagement terms
  12. Benchmarking vendor performance
Module 10. Integrating New Hires into IFRS 17 Teams
Accelerate time-to-productivity for new hires through structured onboarding tailored to compliance project demands.
12 chapters in this module
  1. Core documentation every hire needs
  2. Access provisioning for key systems
  3. Pairing with subject matter experts
  4. Setting early contribution goals
  5. Tracking ramp-up progress weekly
  6. Involving hires in design discussions
  7. Encouraging questions without friction
  8. Connecting to broader transformation goals
  9. Onboarding for regulatory mindset
  10. Creating feedback channels early
  11. Reducing time to first meaningful output
  12. Measuring onboarding success quantitatively
Module 11. Measuring and Reporting Sourcing Impact
Demonstrate value through metrics that link talent decisions to IFRS 17 project health and risk posture.
12 chapters in this module
  1. Time-to-fill by role criticality
  2. Quality-of-hire assessment methods
  3. Hire retention through key milestones
  4. Candidate feedback on process quality
  5. Stakeholder satisfaction with placements
  6. Impact of hires on timeline adherence
  7. Reduction in rework due to better fits
  8. Cost per hire vs strategic value delivered
  9. Talent risk exposure reduction
  10. Benchmarking against peer insurers
  11. Reporting to project leadership
  12. Updating metrics as project evolves
Module 12. Sustaining Influence Beyond IFRS 17
Leverage credibility gained during IFRS 17 to shape future talent strategy for emerging regulations and transformations.
12 chapters in this module
  1. Documenting lessons from IFRS 17 hiring
  2. Building a reusable talent playbook
  3. Positioning team for next initiative
  4. Advancing career through strategic impact
  5. Sharing insights across business units
  6. Mentoring others in technical sourcing
  7. Contributing to enterprise talent strategy
  8. Shaping resourcing policy at scale
  9. Becoming known for delivering under pressure
  10. Creating templates for rapid deployment
  11. Maintaining network after project ends
  12. Transitioning to advisory role in future

How this maps to your situation

  • Understanding foundational IFRS 17 requirements
  • Identifying critical talent gaps
  • Sourcing with precision
  • Shaping workforce strategy

Before vs. after

Before
Sourcing decisions made reactively, with limited input into technical planning or strategic workforce conversations.
After
Recognized contributor to IFRS 17 success, shaping hiring strategy, influencing timelines, and earning a seat at key planning discussions.

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 2.5 hours per module, designed to be completed alongside regular work commitments over 3-4 weeks.

If nothing changes
Without intentional positioning, talent specialists risk being seen as order-takers rather than strategic enablers , missing the chance to influence one of the largest insurance accounting shifts in decades.

How this compares to the alternatives

General compliance courses lack role-specific sourcing tactics. Generic leadership programs don't address insurance regulatory talent dynamics. This course delivers targeted influence-building tools for IFRS 17 specifically.

Frequently asked

Is this course only for recruiters at large insurers?
It's designed for sourcing specialists in regulated insurance environments where IFRS 17 impacts team composition and technical hiring.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Will I learn actual technical accounting details?
You'll learn enough to speak confidently with technical teams, evaluate resumes accurately, and position talent strategy , not to perform the accounting yourself.
$199 one-time. Approximately 2.5 hours per module, designed to be completed alongside regular work commitments over 3-4 weeks..

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
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