Cybercrime is on the rise, and while organisations tend to focus solely on the technical side of protection, the human element remains one of the most critical factors in cybersecurity.
When it comes to cybersecurity incident response, HR in cybersecurity plays a pivotal, multi-faceted role. From policy enforcement in cybersecurity to employee monitoring for cybersecurity, human resources can be the driving force that keeps threats at bay and safeguards a swift, coordinated response when attacks occur.
In this guide, we’ll explore everything you need to know about developing an effective incident response plan (IRP), who should be involved, and – most importantly – why HR and incident response go hand in hand.
We’ll also dive into eight actionable ways HR managers can contribute to cybersecurity for HR managers, backed by best practices for HR in cybersecurity planning. ⬇️
A cybersecurity incident response plan is a structured strategy organisations use to handle security incidents – such as data breaches, ransomware attacks, or insider threats – from detection through resolution and review.
The objective is to manage cybersecurity incidents in the workplace quickly, minimise damage, protect sensitive data, and restore normal operations with minimal downtime.
An effective IRP calls for cross-department collaboration in cybersecurity. While many believe IT security teams handle everything, successful response hinges on a multi-disciplinary approach 👇
💡 Quick tip: Form a dedicated multidisciplinary incident response team (IRT) that meets regularly, performs drills, and keeps the IRP up to date. Encourage regular communication between departments so that roles and responsibilities remain clear and everyone is prepared for potential threats.
A standard IRP outlines a cycle of five key phases:
Every organisation, regardless of size or sector, is vulnerable to data breaches, phishing attacks, and other forms of cybercrime.
Yet a surprising number of companies still do not have a documented IRP in place. Here are some compelling reasons to create – or refine – your plan:
In many ways, HR is the glue that holds an organisation’s incident response plan together, particularly around the human factor. While IT handles technology, HR ensures employees understand their responsibilities and have the right mindset to combat cyberthreats.
It’s widely acknowledged that employee cybersecurity risks – from falling for phishing emails to poor password management – are the primary cause of most breaches. HR in cybersecurity can design training and policies that educate employees about best practices, drastically cutting down on inadvertent security lapses.
Communicating during cybersecurity incidents isn’t just about sending mass emails. HR’s expertise in putting out sensitive, empathetic, and legally compliant messages ensures employees remain calm, well-informed, and adhere to the IRP.
From encouraging cultural leadership in cybersecurity to promoting a zero-blame environment, HR cultivates a security-first culture. This includes recognising staff who follow best practices and supporting employees after a high-stress breach scenario.
Building a well-informed, security-conscious workforce is one of the most cost-effective ways to prevent cyberattacks.
Phishing simulations
One effective way to reinforce cybersecurity awareness is by conducting phishing simulations. Schedule both planned and surprise phishing tests to measure how well employees recognise suspicious emails. When someone mistakenly clicks on a simulated link, follow up immediately with feedback and targeted training resources. This approach not only highlights areas for improvement but also helps staff learn from mistakes in a controlled environment.
Mock attacks
In addition, mock attacks can be a powerful tool for developing incident response skills. Simulate manageable security incidents – such as a mini data breach or a staged network intrusion – to give employees hands-on practice with response protocols. By working through the motions in a low-risk setting, teams become more prepared to handle real threats effectively and cohesively.
An informed workforce not only detects and reports threats faster but also actively upholds policies and practices that safeguard company data. This proactive stance ultimately strengthens your organisation’s cybersecurity incident response capabilities and lowers the potential costs – financial, legal, and reputational – of a successful attack.
Thoroughly documented and consistently upheld rules are the backbone of a strong cybersecurity approach. When organisations set transparent requirements and appropriate consequences, they reduce ambiguity and foster greater responsibility among staff. ⬇️
HR and IT integration for incident response
Work hand-in-hand with IT professionals to create policies that are technically sound and feasible to implement. While HR provides insight into organisational culture and legal obligations, IT ensures the policies align with the latest cybersecurity best practices.
Identify key risk areas
Pinpoint vulnerabilities specific to your organisation – such as file-sharing practices, remote access gateways, or cloud storage policies – and address them explicitly in policy documents.
Joint review process
After drafting, have both HR and IT review any new or updated policies to confirm clarity, accuracy, and coverage.
Routine policy checks
Conduct scheduled audits – quarterly, bi-annually, or annually – to confirm ongoing compliance. Assess not only employee adherence but also whether the policies themselves need updating (e.g., due to emerging threats or new technology platforms).
Communication of updates
When policy changes occur, broadcast them to all relevant parties. Use company-wide emails, intranet announcements, or quick training sessions for significant updates.
Continuous improvement
Treat audits as learning opportunities. If audit findings show gaps in employee understanding or compliance, refine the policy language, distribute more targeted training, or reinforce certain rules in performance reviews.
When a cybersecurity incident strikes, clear and timely communication can significantly mitigate chaos and confusion. By planning ahead and coordinating with relevant stakeholders, HR can help manage the internal and external narrative, maintaining employee trust and minimising reputational damage.
Scenario-based planning
Prepare distinct communication templates for various incident types (e.g., phishing scam, malicious insider threat, ransomware infiltration). Each template should address the audience, incident scope, and immediate precautions.
Multi-channel approach
Ensure your templates are ready for distribution through multiple channels – email, intranet, text messages, or even push notifications – to reach employees quickly.
Regularly review and update
Cyber threats evolve, and so do your communication needs. Schedule bi-annual or quarterly reviews of existing templates to ensure they stay relevant.
Misinformation spreads quickly – especially during high-pressure events. Effective communication channels keep rumors in check, ensure compliance with legal and regulatory requirements, and bolster employee confidence in leadership decisions. In turn, a well-informed workforce responds more effectively, preserving not just the technical integrity of your organisation but also its reputation and morale.
Scenario: A zero-day vulnerability hits your organisation. The network security alarms are blaring. Your IT security lead has mobilised the Incident Response Team (IRT) to investigate. Amid the chaos, HR steps in—not just to handle administrative tasks, but to ensure the IRT has the right people, emotional support, and conflict-resolution strategies to tackle the breach head-on.
Recruiting and retaining top-tier talent for your Incident Response Team (IRT) starts with identifying the technical competencies most crucial to your organisation. Collaborate with IT to pinpoint these skill sets – whether it’s digital forensics, network defense, or malware analysis – so you know exactly who to target in your hiring efforts.
From there, offer competitive career paths. Regular training and certification programmes keep experts engaged and evolving alongside the latest threat landscapes. This not only secures loyalty but ensures your IRT remains on the cutting edge of cybersecurity.
Finally, don’t wait for a crisis to build your talent pipeline. Proactively seek out and maintain relationships with skilled cybersecurity professionals. Having a ready roster of qualified candidates shortens the recruitment timeline and boosts your organisation’s agility in the face of emerging threats.
High-stress environments, especially during cybersecurity incidents, can quickly give rise to disagreements. In these moments, HR can serve as a neutral mediator, ensuring discussions remain solution-focused rather than devolving into blame or frustration. HR can facilitate productive conversations to keep the Incident Response Team (IRT) united and driven by common goals.
Another key tactic is clarifying roles and responsibilities. When job functions overlap or remain ambiguous, tension is bound to surface. Well-defined boundaries ensure each team member understands their deliverables and avoids stepping on others’ toes. This level of clarity not only streamlines workflows but also minimises interpersonal friction under pressure.
Finally, once containment is achieved, host a post-incident debrief. These sessions should emphasise lessons learned and identify opportunities for teamwork improvements. Approaching the debrief from a forward-looking perspective, rather than pointing fingers, helps the IRT evolve into a more cohesive, resilient unit—better prepared to tackle future cyber threats.
Cybersecurity incidents carry pretty huge legal and regulatory implications. HR compliance and cybersecurity intersect most visibly when companies are required to meet standards set by laws like GDPR or HIPAA. HR can ensure the organisation isn’t caught off-guard by ever-evolving regulations or facing steep penalties for violations.
Legal compliance in cybersecurity incident response can hinge on a single amendment or new court ruling, so keeping pace with changes in data privacy laws and relevant industry standards is a continual process. Being vigilant through time allows organisations to adapt policies and training promptly, reducing the risk of costly non-compliance issues.
💡 Maintain a compliance calendar that tracks review dates for major regulations like GDPR, HIPAA, or state-specific privacy laws. Use reminders or task management software to ensure nothing falls through the cracks.
Regulatory compliance hinges on frontline behavior. Improper data handling or sharing confidential client information could violate privacy laws, so it’s vital that employees understand the real-world impact of their actions.
When a breach is severe enough to warrant external involvement, HR plays a critical liaison role. The department can facilitate communication with law enforcement, federal regulators, or industry oversight bodies. Handling requests for employee statements, accessing personnel records, and coordinating interviews must be done ethically and within legal bounds.
Draft a breach-response checklist that includes reporting timelines for specific regulations. Different laws may have varying notification requirements, so clarity on who must be informed avoids last-minute scrambling.
When every employee understands how their daily actions influence cybersecurity, they’re more likely to take those responsibilities seriously – building a security-first culture is about shaping attitudes and behaviors throughout the organisation.
Embed cybersecurity awareness into company culture
Recognise and reward employees who demonstrate best practices
Regularly communicate the importance of shared accountability
✅ If your organisation hasn’t established an Incident Response Plan (IRP), begin with basic awareness programs. Simple measures – like password best practices and phishing simulations – can have a surprisingly large impact on overall security posture.
✅ Consider implementing AI-driven monitoring tools that detect unusual behavior patterns or network anomalies in real time. These alert systems help HR and IT respond faster to emerging threats, reducing the risk of widespread compromise.
✅ Strong collaboration between HR, IT, and Legal ensures a balanced and comprehensive approach to cybersecurity. HR drives the human element, IT handles the technical backbone, and Legal keeps you aligned with regulations – forming a united front against cyber threats.
🚀 Head over to the Subscribe-HR blog if you’re interested in reading more HR tech industry insights!