Building the workforce strategy for Elmwood Health Tech's 40-person security organisation around the talent loop — workforce plan, role design, hiring, onboarding, skills development, career paths, retention and wellbeing, and succession, each with its own artifact; four SOC analysts who left in a year citing burnout rather than pay, and an identity platform that lived in one engineer's head; and seven attrition traps turned into practice done well, from a demand model that found a real SOC gap of five and role profiles mapped to NICE to a faster scored hiring loop, day-one access, a technical career track, visible pay bands and a named successor.

CY-SENIOR-064Senior Level · Security Workforce Strategy

Cybersecurity Workforce & Talent Strategy — The Talent Loop

A senior-level course that builds the security team's own workforce and talent strategy. Work the talent loop - eight arcs: Workforce Plan, Role Design, Hiring, Onboarding, Skills Development, Career Paths, Retention & Wellbeing, and Succession - planning real demand and capacity, designing roles against a recognized competency framework, hiring on a structured skills-based process, onboarding for real productivity, growing skills deliberately, building transparent career paths, sustaining retention and wellbeing, and preparing successors for every critical role. Four hands-on activities in every lesson, built from real workforce artifacts, not shell commands.

15 hours8 chapters32 lessons225 activities8 labs

What you'll learn

Build a workforce plan that models demand from risk and strategy and tests it against real capacity and budget.
Design competency-based role profiles anchored in a recognized framework, avoiding unicorn job descriptions.
Run structured, skills-based hiring that reduces bias and moves fast enough to win strong candidates.
Build a 30/60/90 onboarding plan that turns a signed offer into a productive, retained team member.

Price:৳10,000