March 19th '26 / 11:30 AM to 12:20 PM PDT
Speakers
What We’ll Explore Together HR AI Use Cases:
- What Actually Creates Liability: Why AI used in hiring, screening, performance evaluation, skills inference, and workforce analytics creates heightened legal exposure under employment, labor, and data-protection laws, even without a formal EU “high-risk” label.
- Regulatory Reality (Not the Theory): How AI enforcement is unfolding through regulators, enforcement action, and private litigation and what recent cases, settlements, and guidance signal for HR leaders deploying AI tools.
- AI Rules That Matter Now: How laws and regulations across jurisdictions including in the EU, Colorado, California, New York City, Illinois, and others are shaping employer obligations—and why HR leaders must plan for fragmentation, not uniformity.
- Vendor Accountability Is Now an HR Problem: How responsibility flows through the AI supply chain; and how HR, Legal, and Procurement should pressure-test vendor claims about bias, explainability, and compliance.
- Novel Legal Theories Testing the Contours of Liability in an AI-Enabled Workplace: How AI-enabled screening and decision-support tools are giving rise to novel litigation theories that test traditional assumptions about employer responsibility, vendor roles, consumer protection requirements and the applicability of existing statutory frameworks.
- Practical Risk Management for HR AI: How employers are building workable AI governance models in practice, including cross-functional ownership, bias testing and validation approaches, documentation that supports defensibility in investigations and litigation, and transparency to employees and candidates that align with evolving legal expectations.
- From Compliance to Competitive Advantage: How leading organizations are using responsible AI practices in HR to build trust, reduce legal exposure, and differentiate their employer brand—without slowing innovation.
Speakers