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CMP0236 Mastering DORA for Senior Financial Services HR Leaders

$199.00
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A tailored course, built for your situation

Mastering DORA for Senior Financial Services HR Leaders

A structured path to command over operational resilience frameworks shaping EU financial institutions

$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.
HR leaders overlooked in resilience planning are being asked to retroactively justify workforce continuity decisions under DORA.

The situation this course is for

Without a structured approach, HR teams are pulled into last-minute DORA preparations, forced to retrofit policies to meet audit demands. This undermines strategic credibility and increases exposure during regulator reviews.

Who this is for

Senior HR executive in a regulated EU financial institution, responsible for organisational resilience planning, third-party workforce oversight, and business continuity coordination.

Who this is not for

Entry-level HR staff, non-regulated sector HR managers, or practitioners outside financial services with no DORA exposure.

What you walk away with

  • Anticipate DORA audit scope ahead of committee review
  • Align workforce continuity planning with binding EBA timelines
  • Lead cross-functional resilience design without deferring to compliance teams
  • Produce regulator-ready documentation from HR-owned inputs
  • Integrate third-party workforce risks into enterprise incident response frameworks

The 12 modules (with all 144 chapters)

Module 1. DORA’s impact on HR in EU financial institutions
Understand how DORA reshapes HR responsibilities beyond talent management into organisational resilience and operational continuity planning.
12 chapters in this module
  1. How DORA redefines HR’s role in operational resilience
  2. EBA timelines affecting HR-led planning cycles
  3. HR as a critical function under Article 28 reporting
  4. Workforce continuity vs business continuity planning
  5. Mapping HR-owned processes to DORA scope
  6. When HR input changes incident response design
  7. Third-party workforce dependencies under DORA
  8. HR’s role in Major Incident Reporting obligations
  9. DORA-driven changes to internal audit cycles
  10. How HR policies trigger resilience testing requirements
  11. Documenting HR’s contribution to ICT risk registers
  12. HR-led controls in resilience oversight frameworks
Module 2. HR’s place in ICT third-party risk management
Identify how HR-managed vendors contribute to ICT risk and how to assess their resilience obligations under DORA.
12 chapters in this module
  1. HR vendors in the ICT risk taxonomy under DORA
  2. Assessing HR tech platforms for DORA classification
  3. Workforce outsourcing and criticality thresholds
  4. Contractual obligations for resilience testing access
  5. HR’s role in vendor incident response planning
  6. Reviewing SaaS provider resilience documentation
  7. HR oversight of cloud-based recruitment systems
  8. Temporary staffing agencies in DORA scope
  9. Data location risks in HR tech stacks
  10. HR’s role in vendor audit rights negotiation
  11. Resilience SLAs for payroll and benefits providers
  12. Documenting HR’s due diligence in vendor selection
Module 3. Workforce continuity planning under DORA
Design HR continuity plans that meet DORA’s requirements for critical functions and resilience testing obligations.
12 chapters in this module
  1. Identifying mission-critical HR roles under DORA
  2. Succession planning for resilience compliance
  3. HR’s role in minimum viable staffing definitions
  4. Cross-training plans for resilience scenarios
  5. Remote work policies as resilience enablers
  6. HR’s role in geographic redundancy planning
  7. Staffing continuity during regulator-mandated testing
  8. Documenting HR’s response to simulated disruptions
  9. HR-led recovery time objectives for key processes
  10. Aligning HR continuity with business unit plans
  11. HR’s role in crisis communication workflows
  12. Updating continuity plans for hybrid workforce models
Module 4. HR in operational resilience testing cycles
Integrate HR into mandatory resilience testing cycles with documented protocols and reporting outputs.
12 chapters in this module
  1. HR’s responsibilities in annual resilience testing
  2. Designing workforce scenarios for tabletop exercises
  3. HR-led simulations for critical talent loss
  4. Documenting HR’s role in test reports
  5. Coordinating with compliance on test timing
  6. HR’s role in post-test improvement plans
  7. Addressing findings related to workforce planning
  8. HR inputs into executive-level test summaries
  9. Aligning HR testing with internal audit schedules
  10. Reporting HR’s contribution to test outcomes
  11. HR’s role in regulator-requested test documentation
  12. Maintaining HR’s testing evidence for EBA review
Module 5. HR and incident response under DORA
Define HR’s responsibilities in Major Incident Reporting and response workflows for workforce-related disruptions.
12 chapters in this module
  1. HR’s role in Major Incident Reporting triggers
  2. Workforce incidents requiring 72-hour notification
  3. HR-led communication during workforce crises
  4. Managing absenteeism spikes as incidents
  5. HR’s role in cyber incident workforce response
  6. Documenting HR’s incident response decisions
  7. HR in cross-functional incident management teams
  8. Workforce data integrity during incidents
  9. HR’s role in post-incident review documentation
  10. Aligning HR actions with regulator expectations
  11. HR’s role in declaring incident closure
  12. Maintaining HR incident logs for audit
Module 6. HR oversight of critical third-party staffing
Manage temporary and contract workforce risks under DORA, including resilience testing and reporting obligations.
12 chapters in this module
  1. Classifying staffing agencies as critical ICT providers
  2. HR’s role in onboarding agency resilience checks
  3. Contractual resilience clauses for staffing vendors
  4. HR oversight of agency incident response plans
  5. Resilience testing obligations for contract workers
  6. Documenting HR’s due diligence on staffing firms
  7. HR’s role in agency audit rights verification
  8. Workforce continuity during staffing provider outages
  9. HR’s input into third-party incident reporting
  10. HR’s role in terminating non-compliant vendors
  11. Maintaining records of staffing firm reviews
  12. HR’s role in post-event review of staffing outages
Module 7. HR’s role in business continuity reporting
Produce regulator-ready documentation showing HR’s contribution to organisational resilience and compliance.
12 chapters in this module
  1. HR inputs into business function criticality assessments
  2. Documenting workforce continuity in BIA outputs
  3. HR’s role in resilience testing evidence files
  4. Preparing HR sections for internal audit review
  5. HR-led documentation for EBA reporting
  6. Standardising HR’s resilience narrative format
  7. HR’s role in cross-functional report consolidation
  8. Aligning HR language with compliance terminology
  9. Maintaining version control of HR resilience docs
  10. HR’s role in audit trail documentation
  11. HR-specific metrics for resilience dashboards
  12. HR’s contribution to executive summary narratives
Module 8. Building HR-specific resilience playbooks
Develop standardised, repeatable workflows for HR to lead during resilience events and regulator testing cycles.
12 chapters in this module
  1. HR-specific incident escalation workflows
  2. Standard response templates for workforce crises
  3. HR’s role in defining recovery priorities
  4. Playbook integration with central incident systems
  5. HR-led communication scripts for disruptions
  6. Workforce reconstitution procedures
  7. HR’s role in declaring operational return
  8. Updating playbooks after test events
  9. HR-specific documentation requirements
  10. Version control for HR resilience playbooks
  11. HR’s role in playbook validation cycles
  12. Distributing playbooks to HR field teams
Module 9. HR and data resilience for personnel systems
Ensure HR-managed systems meet DORA’s requirements for data integrity, availability, and incident recovery.
12 chapters in this module
  1. HR systems in the critical ICT inventory
  2. Data backup requirements for HR platforms
  3. HR’s role in data recovery time objectives
  4. Testing HR system restore procedures
  5. HR data integrity during disruption events
  6. HR’s role in cloud provider outage response
  7. Personnel data availability during incidents
  8. HR’s input into data replication design
  9. HR ownership of system access during crises
  10. HR’s role in data breach reporting workflows
  11. Maintaining HR data audit trails
  12. HR’s role in third-party data resilience reviews
Module 10. HR leadership in cross-functional resilience
Lead alignment between HR, compliance, IT, and operations to meet DORA requirements holistically.
12 chapters in this module
  1. HR’s role in enterprise resilience governance
  2. Leading cross-functional resilience working groups
  3. HR’s role in setting testing schedules
  4. Aligning HR planning with IT resilience cycles
  5. HR input into operational resilience KPIs
  6. HR’s role in executive-level steering committees
  7. Communicating HR’s resilience value to leadership
  8. HR-led initiatives in resilience culture building
  9. HR’s role in regulator engagement prep
  10. HR in consolidated resilience reporting
  11. HR’s role in external auditor coordination
  12. HR’s contribution to regulatory inspection readiness
Module 11. HR-specific templates for DORA compliance
Use proven templates to accelerate documentation, reduce revision cycles, and increase audit readiness.
12 chapters in this module
  1. HR-specific BIA documentation templates
  2. Workforce continuity plan templates
  3. HR-led incident response checklists
  4. HR vendor resilience assessment templates
  5. Third-party staffing risk registers
  6. HR-specific test scenario libraries
  7. HR incident reporting forms
  8. HR resilience playbook templates
  9. HR system data recovery checklists
  10. HR’s role in audit evidence files
  11. HR resilience training materials
  12. HR-led resilience communication templates
Module 12. Sustaining HR resilience leadership over time
Maintain HR’s strategic role in resilience with documentation that survives leadership changes and audit cycles.
12 chapters in this module
  1. HR resilience documentation version control
  2. Maintaining HR inputs during leadership transitions
  3. HR’s role in annual resilience refresh cycles
  4. Updating HR plans after regulator feedback
  5. HR-led knowledge transfer protocols
  6. HR’s role in post-incident reviews
  7. HR’s contribution to long-term resilience strategy
  8. HR resilience training for new hires
  9. HR’s role in updating external frameworks
  10. HR-led resilience maturity assessments
  11. HR’s input into multi-year roadmap planning
  12. HR’s role in resilience culture sustainability

How this maps to your situation

  • HR in DORA compliance
  • Third-party workforce oversight
  • Workforce continuity planning
  • HR in resilience testing and incident response

Before vs. after

Before
HR teams are reactive in resilience planning, often retrofitting policies after compliance teams raise issues.
After
HR leads resilience design with documented, repeatable outputs that meet DORA requirements and withstand audit scrutiny.

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 90 minutes of focused learning, designed for completion in one weekend.

If nothing changes
Without structured DORA knowledge, HR risks being bypassed in resilience decisions, leading to misaligned policies, last-minute scrambles, and diminished strategic influence during regulator reviews.

How this compares to the alternatives

Unlike generic compliance courses, this program focuses exclusively on HR’s role under DORA, providing actionable frameworks, not theoretical overviews.

Frequently asked

Is this course relevant if I’m not in compliance or IT?
Yes. DORA directly impacts HR planning, incident response, and third-party oversight in financial firms. This course focuses on HR-specific obligations and opportunities.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Will this help me lead resilience initiatives without technical background?
Yes. The course translates DORA requirements into HR-led actions, using plain-language frameworks and templates tailored to people leaders.
$199 one-time. Approximately 90 minutes of focused learning, designed for completion in one weekend..

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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