A tailored course, built for your situation
Premium engagement picks with DORA expertise
Position yourself for high-impact HR and compliance initiatives in the DORA era
$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
HR Business Partner in highly regulated financial institutions leading change through compliance-driven initiatives
Who this is not for
Individuals seeking general HR certification or entry-level compliance training
What you walk away with
- Identify and qualify for high-visibility DORA-related projects before broad rollout
- Lead HR’s contribution to operational resilience planning with framework-accurate deliverables
- Shape talent risk narratives using DORA control objectives and timelines
- Anticipate engagement demand cycles and position yourself ahead of intake
- Build repeatable positioning assets that showcase strategic HR leadership
The 12 modules (with all 144 chapters)
Module 1. DORA fundamentals for HR leaders
Understand DORA’s scope, timeline, and implications for talent, conduct, and organisational design in financial firms.
12 chapters in this module
- What DORA means for HR teams
- Key deadlines and phases
- HR roles in control mapping
- Linking conduct risk to DORA
- Talent continuity planning
- HR in incident reporting
- Regulatory expectations
- HR oversight responsibilities
- Third-party workforce risks
- HR data under DORA
- Internal audit alignment
- HR policy adaptation
Module 2. HR as resilience architect
Position HR as a core function in operational resilience design, not just a support player.
12 chapters in this module
- Resilience beyond IT
- HR’s role in scenario testing
- People continuity frameworks
- Critical function staffing
- Workforce surge planning
- HR in crisis comms
- Cross-functional drills
- HR-owned recovery steps
- Documenting HR resilience
- Testing HR protocols
- HR audit evidence
- Scaling resilience posture
Module 3. Talent risk and control ownership
Map HR processes to DORA control requirements and claim ownership where appropriate.
12 chapters in this module
- Identifying HR-owned controls
- Control documentation standards
- HR in SOC 2 reviews
- Personnel onboarding controls
- Access revocation timelines
- HR data integrity checks
- Third-party HR oversight
- HR audit trails
- Control testing participation
- HR’s role in attestations
- HR in management reports
- Control ownership mindset
Module 4. Workforce planning under DORA
Align headcount, skills, and location strategy to resilience requirements.
12 chapters in this module
- Critical role identification
- Skills for resilience
- Location-based risk
- Succession for resilience
- Talent redundancy planning
- HR in M&A resilience
- Vendor workforce risks
- Contingent labor controls
- HR in geographic shifts
- Hiring for control roles
- HR capacity modelling
- Reskilling for DORA
Module 5. HR in regulatory engagement
Prepare HR to contribute directly to regulator-facing documentation and dialogue.
12 chapters in this module
- HR in regulatory submissions
- Writing for EBA standards
- HR evidence packages
- HR statements of compliance
- Responding to queries
- HR in inspection prep
- Narrative development
- HR control summaries
- Coordination with legal
- HR escalation paths
- HR in remediation plans
- Post-inspection follow-up
Module 6. HR and third-party oversight
Manage vendor-related talent and compliance risks under DORA.
12 chapters in this module
- Vendor workforce mapping
- HR in vendor due diligence
- Contractual HR clauses
- Vendor staff access
- HR audits of vendors
- Contingency for vendor failure
- HR in offshoring risk
- Vendor performance metrics
- HR escalation triggers
- Vendor documentation
- HR in exit planning
- Ongoing oversight rhythm
Module 7. HR in incident management
Define HR’s role in operational disruption and recovery playbooks.
12 chapters in this module
- HR in incident response
- Workforce impact assessment
- Staffing under stress
- HR communication plans
- Conduct risk in crises
- Policy waivers
- HR in recovery tracking
- HR staffing surges
- Wellbeing support
- HR in post-mortems
- HR lessons learned
- Updating protocols
Module 8. HR leadership in control culture
Shape organisational mindset and accountability around DORA requirements.
12 chapters in this module
- Tone from the middle
- HR in culture assessments
- Incentives and conduct
- HR in ethics training
- Reporting misconduct
- HR in whistleblower systems
- Fair treatment narratives
- HR in disciplinary processes
- Promotion criteria
- HR in culture surveys
- Leadership accountability
- Cultural red flags
Module 9. HR data governance under DORA
Ensure HR systems and records meet resilience and compliance standards.
12 chapters in this module
- HR data classification
- Data retention rules
- HR system availability
- Backup and recovery
- HR data access logs
- Sensitive data handling
- HR data in audits
- HR system testing
- HR in data lineage
- HR metadata standards
- HR in data quality
- HR data ownership
Module 10. HR in policy and training
Lead policy design and staff readiness for DORA compliance.
12 chapters in this module
- HR in policy drafting
- Policy version control
- HR policy attestations
- Training content
- Delivery methods
- Tracking completion
- Refresher cycles
- HR policy testing
- Policy exception handling
- HR in policy enforcement
- Feedback loops
- Policy effectiveness
Module 11. HR metrics and reporting
Develop KPIs and dashboards that show HR’s contribution to DORA readiness.
12 chapters in this module
- HR resilience metrics
- Control effectiveness
- HR audit findings
- Incident response times
- Training completion
- Policy adherence
- HR risk indicators
- Workforce continuity
- Reporting cadence
- Executive summaries
- HR data quality
- Trend analysis
Module 12. Strategic positioning for HR leaders
Turn DORA expertise into career leverage and broader organisational impact.
12 chapters in this module
- HR thought leadership
- Speaking at forums
- Internal publications
- Mentorship roles
- HR innovation proposals
- Sponsorship opportunities
- Project leadership
- HR in strategy sessions
- Executive visibility
- Personal branding
- HR as trusted advisor
- Future of HR in risk
How this maps to your situation
- When leading talent planning for critical functions
- Before a regulatory audit cycle
- During third-party vendor onboarding
- After an operational disruption event
Before vs. after
Before
HR participation in DORA is ad hoc, reactive, and support-focused.
After
HR leads resilience design, owns key controls, and shapes strategic narrative.
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, recommended over 12 weeks to align with real project cycles.
How this compares to the alternatives
Unlike generic compliance courses, this program is tailored to HR’s unique role in DORA, with concrete tools for claiming ownership, shaping narratives, and accessing premium work , not just understanding requirements.
Frequently asked
Is this course technical or focused on HR practice?
It’s designed for HR leaders: non-technical, focused on influence, positioning, and control ownership within DORA.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Will this help me lead projects outside traditional HR scope?
Yes. The course equips you to lead resilience planning, vendor oversight, and regulatory engagement , areas where HR now has strategic input.
$199 one-time. Approximately 3 hours per module, recommended over 12 weeks to align with real project cycles..
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