A tailored course, built for your situation
Mastering GDPR for Human Resources Specialists
A structured path to confident compliance in personnel data handling
$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.
Uncertainty when responding to data access requests from staff or students
The situation this course is for
HR teams are increasingly asked to produce personal data records, justify processing grounds, and redact sensitive information, all within tight deadlines and under compliance scrutiny. Generic GDPR training doesn’t prepare practitioners for the nuances of school district employment records, student employment data, or union representation considerations.
Who this is for
HR Specialist in public education managing personnel data, compliance responses, and employee relations with a need for accurate, defensible data handling practices
Who this is not for
Legal counsel focused on district-wide policy, IT security teams managing system access, or administrators seeking high-level overviews
What you walk away with
- Properly categorize and respond to data subject access requests from employees and students
- Justify lawful basis for processing HR data under GDPR Article 6 in public education contexts
- Confidently apply exemptions and redaction standards to sensitive personnel records
- Document compliance decisions that hold up under internal or external review
- Navigate joint controller arrangements between HR and student information systems
The 12 modules (with all 144 chapters)
Module 1. Understanding GDPR’s Core Principles in HR Contexts
Ground your work in the six GDPR principles as they apply specifically to personnel records, hiring data, and employee monitoring in public education. Learn how accountability and data minimisation shape daily decisions.
12 chapters in this module
- Mapping GDPR principles to HR decision points
- Lawfulness in background checks and hiring
- Transparency requirements for staff notices
- Purpose limitation in employee data use
- Data minimisation in performance reviews
- Accuracy expectations for personnel files
- Storage limitations and HR retention schedules
- Integrity and confidentiality in employee records
- Accountability in documented HR processes
- Applying fairness in disciplinary actions
- Special considerations for student employee data
- Public sector expectations under GDPR
Module 2. Lawful Basis for HR Data Processing
Distinguish between consent, contractual necessity, and legitimate interest when processing employee data. Focus on practical application in onboarding, payroll, and performance management.
12 chapters in this module
- Consent versus contractual necessity in hiring
- When consent is actually required
- Legitimate interest assessments for HR
- Public interest basis in school districts
- Balancing tests for employee monitoring
- Processing sensitive data in absence cases
- Lawful basis for union communication logs
- Documentation requirements for audits
- Employee expectations of privacy
- Legal obligations under employment law
- Special rules for student employment
- Reviewing processing activities annually
Module 3. Handling Data Subject Access Requests
Step-by-step response framework for DSARs from employees, including timelines, verification, redaction, and scope determination unique to HR records.
12 chapters in this module
- Verification methods for employee requests
- Identifying responsive personnel records
- Redaction standards for third-party data
- Timeframe management under GDPR
- Exemptions for legal privilege
- Handling requests from former staff
- Student employee data disclosures
- Union representation considerations
- Format of response delivery
- Tracking and logging DSARs
- Escalation paths within HR
- Avoiding inadvertent disclosure
Module 4. Special Categories of Personal Data in HR
Apply Article 9 correctly to health data, disability accommodations, and diversity records while maintaining compliance and confidentiality.
12 chapters in this module
- Defining special category data in HR
- Legal basis for health information
- Disability accommodation documentation
- Processing data with explicit consent
- Safeguards for medical leave records
- Diversity and inclusion data use
- Employee assistance program records
- Mental health disclosures
- Confidentiality protocols
- Access controls for sensitive files
- Retention for accommodation cases
- Audit readiness for inspections
Module 5. Data Retention and Disposal in HR
Build compliant retention schedules for employee files, applications, and exit records aligned with statutory requirements and GDPR standards.
12 chapters in this module
- Retention periods for job applicants
- Employee file retention timelines
- Exit interview documentation
- Performance review retention
- Disciplinary record schedules
- Disability accommodation logs
- Legal hold procedures
- Secure disposal methods
- Digital archive management
- Union contract overlap
- Student employee data timelines
- Policy documentation and updates
Module 6. Data Sharing and Joint Controller Agreements
Clarify roles when sharing HR data with payroll providers, unions, and student information systems under GDPR Article 26.
12 chapters in this module
- Identifying joint controllers in HR
- Written agreements with vendors
- Payroll provider data flows
- Union access to employee data
- Student information system sharing
- Third-party contractor obligations
- Internal data transfer policies
- Employee consent for external sharing
- Audit rights in joint arrangements
- Dispute resolution mechanisms
- Documentation of data sharing
- Termination of data access
Module 7. International Data Transfers in Public Education
Understand data flows when using cloud services or sharing with external partners, even in domestic contexts with foreign infrastructure.
12 chapters in this module
- Cloud provider data locations
- Identifying cross-border data flows
- Standard Contractual Clauses use
- U.S. state law interactions
- Vendor transparency requests
- Employee data sent abroad
- Online training platform risks
- Assessing adequacy decisions
- Data mapping for transfers
- Internal approval workflows
- Employee notification duties
- Record keeping for transfers
Module 8. Privacy by Design in HR Systems
Apply privacy principles to the selection and configuration of HRIS, payroll, and performance tools with practical implementation tactics.
12 chapters in this module
- System selection with GDPR in mind
- Default privacy settings in HR software
- Access control configuration
- Audit logging requirements
- Data minimisation in forms
- Automated decision-making disclosures
- User training on privacy
- Vendor assessment checklists
- System onboarding workflows
- Privacy notices for tools
- Data portability features
- Incident response planning
Module 9. Employee Rights Beyond Access Requests
Implement procedures for erasure, rectification, restriction, and objection in response to staff actions , including resignations and disputes.
12 chapters in this module
- Right to erasure in resignation cases
- Rectification of performance records
- Restriction during investigations
- Objection to monitoring practices
- Automated decision challenges
- Formal response timelines
- Documentation of decisions
- Appeal processes
- Impact on personnel files
- Legal hold exceptions
- Communication with legal
- Updating affected records
Module 10. Data Breach Response for HR Teams
Recognize reportable incidents involving personnel data and follow a clear internal protocol to limit exposure and comply with 72-hour notification rules.
12 chapters in this module
- Identifying HR data breaches
- Lost device procedures
- Unauthorized access detection
- Internal escalation paths
- Assessing risk to rights
- DPIA triggers post-breach
- Notification to DPO or authority
- Employee communication plans
- Corrective action planning
- Record keeping for incidents
- Vendor breach coordination
- Post-mortem documentation
Module 11. Documentation and Accountability in HR
Build and maintain Article 30 records specific to HR processing, including justifications, legal bases, and retention rules for audit readiness.
12 chapters in this module
- Maintaining processing registers
- Lawful basis documentation
- Purpose descriptions
- Data sharing logs
- Retention schedule updates
- Vendor contract tracking
- Internal review procedures
- Audit preparation checklists
- Version control for policies
- Staff training records
- DPO communication logs
- Annual compliance review
Module 12. GDPR Integration with HR Lifecycle
Embed GDPR compliance into onboarding, performance management, and offboarding workflows for lasting operational impact.
12 chapters in this module
- Privacy notice delivery onboarding
- Data collection consent forms
- Performance review data use
- Disciplinary process compliance
- Exit interview documentation
- Final pay and data access
- Alumni data handling
- Union communication policies
- Remote work data risks
- Training plan integration
- Manager accountability
- Continuous improvement cycle
How this maps to your situation
- Onboarding and initial data collection
- Ongoing employee data management
- Responses to data subject requests
- Offboarding and data retention
Before vs. after
Before
Reactive handling of data requests with uncertainty about lawful basis and redaction standards
After
Confident, documented responses aligned with GDPR requirements and HR best practices
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 over 6, 8 weeks with practical application between sections.
If nothing changes
Continued uncertainty in data handling could lead to compliance findings, internal criticism, or improper disclosure , especially as employee data requests increase in volume and complexity.
How this compares to the alternatives
Unlike generic GDPR courses focused on IT or legal teams, this program is tailored specifically to HR workflows in public education , covering real forms, notice language, and employee scenarios you encounter daily.
Frequently asked
Is this course suitable for non-legal HR staff?
Yes. It’s designed for HR practitioners who manage data but don’t have legal training. Concepts are explained in operational terms.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Does this apply to U.S.-based HR teams?
Yes. It covers GDPR applicability to U.S. public institutions with international data flows or staff/student mobility.
$199 one-time. Approximately 3 hours per module, designed for completion over 6, 8 weeks with practical application between sections..
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