Session Title:
AI in Talent Management and Workforce Operations: Navigating the AI Revolution - From Risk to Rediness

September 17
1:30 PM - 2:30 PM

LAURA CLARK FEY

LauraClarkFey

Session Description:

Artificial intelligence is rapidly becoming mainstream across talent management and workforce operations, with many organizations already using AI in at least one HR process and many more planning to adopt it.​ HR teams commonly apply AI across the employee lifecycle—from recruiting and candidate screening to performance management, learning and development, and workforce analytics. How these tools are designed and governed directly affects fairness, legal compliance, and employee trust.​ Poorly governed AI can amplify bias at scale and create significant legal exposure, particularly around disparate impact and discrimination claims in hiring and other employment decisions.​ Regulators and courts are responding by emphasizing transparency, auditability, and human oversight through bias audits, validation, and documentation requirements for AI used in employment decisions.​ This session (1) explains how AI is being used in recruiting, selection, and broader workforce management, including the basics of how key tools work; (2) illustrates, through real‑world examples, what can go wrong when AI is deployed without proper controls; and (3) concludes with practical best‑practice guidance to help organizations increase regulatory compliance and reduce legal risks, while strengthening employee trust and supporting better workforce outcomes.

Learning Objectives:

  1. Identify key HR and talent‑management use cases for AI across the employee lifecycle (including recruiting, selection, performance management, learning and development, and workforce analytics) and develop a basic understanding of how core AI tools function
  2. Recognize key legal and ethical risks associated with documentation, and structured human oversight to evaluate or improve AI tools used in employment related decisions, with the goals of increasing regulatory compliance, reducing legal exposure, and supporting better workforce outcomes. AI‑enabled HR practices and explain how design, implementation, and governance choices can affect fairness, compliance, and employee trust
  3. Apply practical best‑practice frameworks (such as bias audits, validation and documentation, and structured human oversight) to evaluate or improve AI tools used in employment related decisions, with the goals of increasing regulatory compliance, reducing legal exposure, and supporting better workforce outcomes.
Laura Clark Fey Laura Clark Fey, a certified AI Governance Professional and one of the first twenty-seven U.S. attorneys recognized as Privacy Law Specialists through the International Association of Privacy Professionals (IAPP), leads Fey LLC, a global data privacy, AI, and information governance law firm headquartered in Leawood, Kansas. She and her team help multinational, and U.S. organizations develop and implement practical solutions to their unique data protection and privacy, AI, and information governance challenges. She is also a member of the inaugural class of IAPP Fellows of Information Privacy (FIP), a Certified U.S. and European Information Privacy Professional (CIPP/US/E), and a Certified Information Privacy Manager (CIPM). The U.S. Department of Commerce and the European Commission selected Laura as part of the first class of 20 EU-U.S.Data Privacy Framework Arbitrators. Laura teaches Global Data Protection in the Age of AI at the University of Kansas School of Law. She also taught an International Issues course to LL.M. students at Baylor Law School for 5 years until that LL.M. program ended in 2025. Laura was recently invited to join the International Women’s Forum; a distinguished global network of senior women leaders selected for their significant professional achievement and commitment to advancing women’s leadership across professions.
Give Us A Call Send Us An Email Have A Question