From Onboarding to Compliance: HR’s Power in Cybersecurity Protection

Cybersecurity is a growing concern for organizations across all industries. On average, businesses paid $1.5 million to recover from a ransomware attack and it took, on average, one month to fully recover. It’s not just large companies being targeted; small businesses are often targeted by cybercriminals due to their limited resources and less robust security measures. While IT departments are typically tasked with implementing cybersecurity measures, Human Resources (HR) departments play a critical role in fostering a security-conscious culture within the organization.

Less than 1% of companies with under 500 employees have someone dedicated to cybersecurity, making them extremely vulnerable.  “Cybersecurity isn’t just for large organizations—it’s critical for every business,” said Rick Snyder, CEO of SensCy, ASE’s newest partner.  HR must work across the organization to protect employee info as well as other valuable, secure company data.

Integrating Cybersecurity into Employee Onboarding

One of HR’s primary responsibilities is managing the onboarding process for new hires. This stage presents a vital opportunity to introduce cybersecurity policies and best practices. By integrating cybersecurity training into the onboarding program, HR ensures that employees understand their role in protecting company data from the outset. This foundational knowledge includes password management, recognizing phishing attempts, and safe internet usage. Early education helps establish a proactive security culture.

Developing and Implementing Training Programs

HR is instrumental in developing comprehensive cybersecurity training programs tailored to various roles within the company. These programs should address the specific risks and responsibilities associated with different departments. For instance, employees handling financial data may need specialized training on safeguarding sensitive financial information, while customer service teams might focus on protecting customer data. Regular, mandatory training sessions keep cybersecurity awareness current and relevant.

Promoting a Security-First Culture

HR is uniquely positioned to cultivate a security-first mindset throughout the organization. This can be achieved through consistent communication, awareness campaigns, and incentives for responsible behavior. By fostering open dialogue about cybersecurity and encouraging employees to report suspicious activities without fear of reprisal, HR helps create an environment where security is a shared responsibility.

Policy Enforcement and Compliance

HR ensures that all employees comply with company policies, including cybersecurity protocols. This involves disseminating clear and accessible cybersecurity policies, monitoring adherence, and addressing non-compliance through disciplinary procedures when necessary. HR also collaborates with legal and IT departments to stay updated on regulatory requirements and industry standards, ensuring the organization remains compliant with data protection laws.

Facilitating Continuous Learning and Adaptation

Cyber threats are constantly evolving, making continuous education vital. HR can facilitate ongoing learning opportunities through workshops, e-learning modules, and simulated phishing exercises. These initiatives not only reinforce existing knowledge but also keep employees informed about emerging threats and new security measures. Encouraging continuous learning demonstrates the organization’s commitment to cybersecurity and empowers employees to stay vigilant.

Collaboration with IT and Leadership

Effective cybersecurity training requires collaboration between HR, IT departments, and company leadership. HR can bridge communication gaps by translating technical cybersecurity concepts into accessible language for all employees. Additionally, HR can advocate for leadership support in prioritizing cybersecurity initiatives and allocating resources for comprehensive training programs.

Additional Tips for HR to Strengthen Cybersecurity

1. Adopt a Least Privilege Approach
   Only give employees the minimum access needed to do their job. Use tools like security labels to block unauthorized access to sensitive data. For admin rights, consider if less privileged access can suffice to reduce risks.
2. Use Multi-Factor Authentication (MFA)
   MFA adds extra security layers beyond just passwords. Require multiple verification steps, like a password, mobile device, or facial ID, for all HR software. This makes it harder for hackers to breach systems.
3. Set Up Secure Backups
   While backups don’t stop cyberattacks, they help with recovery. Ensure data is backed up, tested, and ready to activate after an attack to minimize damage and downtime.
4. Create Clear Policies
   Develop simple, easy-to-follow policies like password and access control guidelines. These help staff understand their role in protecting digital security.

By adopting these measures, HR can help safeguard sensitive data and strengthen the organization’s cybersecurity defenses.

By Heather Nezich, courtesy of SBAM-approved partner, ASE.

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