TALK – HR as a Business Leader in Driving Cyber Security

Session: Coinbox Limited Cybersecurity Webinar

Speaker: Joel Omeike!, Founder/CEO P4PE Limited

Introduction

Hello everyone, I’m thrilled to be here today. As an HR professional with over two decades of experience, I’ve witnessed the remarkable transformation of the HR role.

Picture this: HR, once considered the department of paperwork and policies, has undergone a radical makeover. Today, we’re not just HR managers; we’re business leads, influencing critical decisions. In the next few minutes, I want to shed light on why HR managers are now indispensable as business leaders.

My discussion will focus on the

1. Evolving role of HR as a Business Leader,
2. HR Partnering with Internal Cybersecurity Departments,
3. Action Plan for HR

A) Evolving role of HR as a Business Leader

I. The Changing Landscape of HR

Let’s rewind a bit. HR used to be synonymous with personnel files and payroll. The police of the organization. We were the custodians of data. But things have changed, and they’ve changed fast. What’s driving this transformation? It’s a blend of technological advancements, shifting organizational priorities, and the beautiful tapestry of globalization and diversity. Now, we’re not just adapting; we’re thriving in this ever-evolving landscape.

II. Key Competencies of an HR Manager as a Business Lead

To be a business lead, you need a versatile toolkit. First up,

• Analytical skills – not just crunching numbers but deciphering insights that drive strategic decisions.
• Strategic thinking – it’s all about aligning HR initiatives with the big picture and playing chess with workforce planning.
• Change management – we’ve become the change-makers. Leading organizational transformations is our jam.
• Leadership and influence – we inspire, we lead, and we collaborate across departments like never before.
• Financial acumen – understanding budgets and the financial consequences of our HR decisions. Yes, we’re finance-savvy too!

III. Case Studies and Examples

Let me tell you about Jane, an HR manager turned business lead. She used predictive analytics to reduce turnover by 20%, saving millions. And then there’s Mark, who spearheaded a cultural shift in his company, fostering innovation and boosting profits. Challenges? They faced a few, but their determination and these competencies turned challenges into opportunities.

IV. Tools and Resources for HR Managers

In our arsenal, we’ve got technology – HR software, analytics platforms, and learning management systems. But don’t forget the power of continuous learning. Our field evolves rapidly, and we must evolve with it.

V. Overcoming Challenges

You might face sceptics who doubt the HR department’s capacity for strategic leadership. Prove them wrong with data and results. Embrace change, be resilient, and remember that each challenge is a stepping stone to success.

VI. The Future of HR Leadership

What lies ahead? Remote work trends, AI in HR, and even more emphasis on diversity and inclusion. As HR leaders, we’ll continue to shape these trends, ensuring our organizations stay ahead of the curve.

B. HR Partnering with Internal Cybersecurity Departments

How can HR partner with IT and internal security teams to protect the organization?

I. Strengthening the Human Firewall

• In today’s digital age, the role of HR extends beyond traditional boundaries. HR managers are now pivotal in strengthening the “human firewall,” which is the first line of defense against cyber threats.
• It’s not just about IT professionals; every employee plays a critical role in cybersecurity. HR must champion cybersecurity awareness and training programs to ensure that the workforce is well-equipped to recognize and respond to threats.
• By fostering a culture of cybersecurity within the organization, HR leaders contribute significantly to protecting sensitive data and preserving the company’s reputation.

II. Talent Acquisition and Cybersecurity Skills

• As businesses face an ever-growing threat landscape, HR’s role in talent acquisition becomes even more crucial. HR managers should actively seek candidates with cybersecurity expertise.
• Building a cybersecurity-ready team starts with HR’s ability to identify and attract top talent in the field. This includes cybersecurity analysts, ethical hackers, and data protection specialists.
• HR’s collaboration with IT departments to define job roles, skills, and certifications required for cybersecurity positions ensures that the organization has the right people to safeguard its digital assets.

III. Data Privacy and Compliance

• HR departments are the custodians of vast amounts of sensitive employee data. Ensuring data privacy and compliance with cybersecurity regulations is a paramount responsibility.
• HR leaders need to stay up-to-date with evolving data protection laws such as NDPR, GDPR and CCPA. They must collaborate with legal and IT teams to establish robust data protection policies and practices.
• By aligning HR practices with cybersecurity compliance, organizations not only avoid legal pitfalls but also demonstrate their commitment to safeguarding employee and customer information.

Generally, the synergy between HR and cybersecurity is essential for protecting an organization’s digital assets and maintaining its reputation. HR as a business leader must actively promote a cybersecurity-conscious culture, acquire cybersecurity talent, and ensure data privacy and compliance.

C. Action Plan for HR

HR as a business leader can take several actionable steps to support cybersecurity within an organization. Here are five key steps:

1. Promote Cybersecurity Awareness Training:

• Implement regular cybersecurity awareness training programs for all employees. Ensure that staff understands the latest cybersecurity threats, best practices, and their role in protecting company data.
• Encourage the development of a cybersecurity-conscious culture where employees prioritize security in their daily activities.

2. Cybersecurity Skills Assessment in Recruitment:

• Collaborate closely with IT and security teams to identify the specific skills and certifications required for cybersecurity positions within the organization.
• During the recruitment process, evaluate candidates not only for their technical skills but also their commitment to cybersecurity best practices and ethical behavior.

3. Enhance Data Protection Policies:

• Work with IT and legal departments to develop and update comprehensive data protection policies and procedures.
• Ensure that these policies cover data classification, access controls, encryption, incident response plans, and compliance with relevant data protection regulations.

4. Incident Response Planning and Training:

• Develop a robust incident response plan in collaboration with IT and security teams. This plan should outline procedures for identifying, mitigating, and recovering from cybersecurity incidents.
• Conduct regular tabletop exercises and training drills to ensure that HR staff and employees are prepared to respond effectively to cyber incidents.

5. Vendor Security Assessment:

• Collaborate with procurement and IT teams to implement a vendor security assessment process. Assess the cybersecurity practices of third-party vendors and contractors to ensure they meet the organization’s security standards.
• Establish criteria for evaluating vendor cybersecurity practices and consider security as a key factor in vendor selection.

By taking these actionable steps, HR as a business leader can play a significant role in strengthening an organization’s cybersecurity posture, fostering a culture of security awareness, and ensuring that the workforce is prepared to address evolving cyber threats effectively.

Conclusion

To wrap it up, remember this: HR managers are no longer in the shadows. We’re the architects of workplace excellence. Embrace this transformation, invest in your skills, and watch how HR becomes the backbone of your organization’s success.

Thank you all for your time and attention. Feel free to reach out if you want to dive deeper into any of these topics. Together, we’ll continue to redefine the role of HR in the business world.

I sincerely appreciate Coinbox for putting this together and all the other speakers for sharing their wealth of information and wisdom.