AI for HR Without Creating a Legal Mess
HR-specific AI governance covering EEOC, ADEA, Title VII, NYC Local Law 144 bias audits, Colorado AI Act, and Mobley v. Workday class action lessons. Credential: HRL.
What You’ll Walk Away With
Four completed artifacts by Lesson 8:
- AI inventory — Every HR AI tool your company uses, classified by regulatory exposure
- Bias audit plan — Who audits, when, what they measure, what gets published
- 6-pillar HR AI governance framework — Signed off by legal
- 1-page HR AI policy — Defensible, deployable, specific to your company
Why This Course Exists
The 2026 HR landscape has changed three times in 18 months:
- Mobley v. Workday (May 2025 conditional class certification) — AI vendor is now directly liable under “agent” theory
- NYC Local Law 144 — Annual independent bias audits mandated (DCWP enforcement is ramping up per 2025 Comptroller audit)
- Colorado AI Act (effective June 30, 2026) — First comprehensive state AI law; HR AI = “high-risk”
Illinois, California, Texas, New Jersey all have pending legislation. Federal guidance is in flux (some EEOC documents pulled in 2025 administration transition, but federal laws still apply).
If your company uses AI for resume screening, candidate sourcing, interview scoring, promotion recommendations, or termination risk analysis, your exposure is class-action scale.
This course teaches you how to get it right.
Who This Is For
- HR directors + VPs at companies 50-5,000 employees
- Recruiters + Talent Acquisition leaders using AI screening
- People Ops + HRBPs deploying AI for performance/promotions
- General Counsel partnering with HR on AI governance
Not for: HR at companies with no AI yet (you don’t need this until deploying), HR tech vendors (different specialty).
What This Course Won’t Do
- Replace your employment lawyer — builds the framework they’ll review
- Certify you for legal practice — this is governance, not legal advice
- Guarantee compliance — laws change; this teaches the principles that adapt
- Walk you through specific vendor tool UIs (vendor-agnostic)
What You'll Learn
- Identify which HR AI tools are subject to NYC Local Law 144 (AEDTs) and Colorado AI Act
- Execute a bias audit methodology for your AI hiring tools (independent auditor requirement)
- Apply EEOC disparate impact analysis to AI-generated hiring decisions
- Build a defensible HR AI governance framework (AI inventory, impact assessments, human appeals process)
- Recognize the Mobley v. Workday class action lessons: AI vendor liability, ADEA collective action exposure
- Document your company's HR AI policy in a 1-page framework your legal team will approve
Course Syllabus
Prerequisites
- Current HR role with recruiting, screening, or promotion responsibilities
- Basic familiarity with EEOC framework
