Objectives

Upon completion of this course, participants will be able to:

• **Design** a comprehensive HR Crisis Management Plan (CMP) and align it with the organization's overall Business Continuity Plan (BCP).
• **Identify** and prioritize a range of potential HR-related crises (e.g., workplace violence, public scandal, mass casualty, IT failure).
• **Define** the HR Crisis Command Team roles and develop a clear communication and activation protocol.
• **Develop** specific employee communication strategies for before, during, and after a crisis event.
• **Address** the critical employee well-being, psychological safety, and trauma support needs during recovery.
• **Navigate** the legal and compliance issues (e.g., OSHA, wage and hour) that arise during a crisis.
• **Establish** a post-crisis review process to assess response effectiveness and update the plan.
• **Lead** the HR function in a high-stress, rapidly evolving crisis command center environment.

Target Audience

• HR Leaders and CHROs who serve on the organizational Crisis Management Team.
• HR Business Partners (HRBPs) responsible for employee safety and continuity in their units.
• Security, Emergency Response, and Facilities Managers who work closely with HR.
• Communication, Public Relations, and Legal professionals involved in crisis response.
• Managers of HR Operations and Policy responsible for recovery and compliance.

Crisis simulation (tabletop exercise for a specific scenario), Group exercise on developing a crisis communication plan, Case study analysis of a major organizational crisis and its HR response, Workshop on designing employee well-being protocols, Role-playing a command center update, Discussion on legal compliance in an emergency.

Outline

Unit 1: Fundamentals of Crisis Preparedness

The Crisis Management Framework

• Defining an organizational crisis and its four phases: Prevention, Preparedness, Response, and Recovery.
• Aligning the HR Crisis Management Plan with the Business Continuity and Disaster Recovery Plans.
• Case studies of effective and failed HR crisis responses.
• Establishing the HR Crisis Command Team and defining roles and responsibilities.

Crisis Identification and Risk Assessment

• Conducting a threat and vulnerability assessment of potential HR-related crises.
• Developing specific playbooks for high-probability events (e.g., IT outage, workplace violence threat).
• Identifying and managing the 'human factor' risks in a crisis scenario.
• The importance of preemptive employee training and awareness programs.

Unit 2: Response Protocols and Employee Safety

Crisis Communication Strategy

• Developing a multi-channel, time-sensitive employee communication plan for internal stakeholders.
• The critical difference between internal and external (PR) crisis messaging.
• Managing the flow of accurate information and combating rumors and misinformation.
• Protocols for accounting for all employees (muster points, safety check-ins).

Workplace Violence and Threat Management

• Designing a zero-tolerance policy and a threat assessment team.
• Protocols for responding to an active shooter or severe threat incident.
• The role of HR in coordinating with law enforcement and internal security.
• Post-incident support and monitoring for signs of lingering risk.

Unit 3: Crisis Compliance and HR Operations

Legal and Compliance Issues in Crisis

• Navigating wage and hour compliance (FLSA) when employees cannot work (e.g., facility closure).
• OSHA reporting requirements for workplace accidents and fatalities.
• Managing FMLA/LOA and employee accommodation requests during an emergency.
• The legal implications of internal investigations arising from a crisis.

HR Operations and Systems Continuity

• Ensuring the continuity of essential HR services (payroll, benefits administration).
• Contingency planning for HRIS/data access and backup during a system failure.
• Managing the remote work/telecommuting arrangements during a crisis.
• Protocols for managing the HR data and privacy risks of a crisis.

Unit 4: Recovery and Employee Well-being

Employee Support and Resilience

• Designing and implementing a critical incident stress management (CISM) program.
• The role of EAPs (Employee Assistance Programs) and professional counseling services.
• Training managers to recognize and support employees experiencing trauma and PTSD.
• Strategies for rebuilding psychological safety and trust post-crisis.

Return-to-Operations and Staffing

• Developing a phased return-to-work plan following a business disruption.
• Managing temporary staffing needs and cross-training for essential roles.
• The process of internal debriefing and capturing employee lessons learned.
• Managing employee fatigue and preventing burnout during the recovery phase.

Unit 5: Post-Crisis Review and Capability Building

After-Action Review and Audit

• Conducting a formal 'Hot Wash' and After-Action Review (AAR) of the crisis response.
• Evaluating the effectiveness of the HR Crisis Management Plan and identifying gaps.
• Measuring the costs and financial impact of the crisis and the recovery effort.
• Updating policies, procedures, and training based on lessons learned.

Continuous Preparedness

• Designing and conducting regular tabletop exercises and crisis drills.
• Building a culture of preparedness and resilience across the organization.
• Training and certifying the next generation of HR Crisis Command Team members.
• Personal action plan for developing or testing a crisis management playbook.