AI is rapidly changing how organizations attract, engage, and evaluate talent, but many HR teams are still figuring out how to use it effectively without creating risk. From automated screening tools to AI-generated outreach, the opportunities are significant, but so are the potential legal and operational pitfalls. In this session, we’ll explore how AI is being used in recruiting today and what it means for HR teams. You’ll gain a practical perspective on integrating AI into...

Companies strive to do things better, cheaper, and faster but sometimes it is better for business to take a step back and look at the bigger picture. Take the time to consider what unintended consequences could come up when putting policies and practices into place. Many employment decisions become legal decisions, yet how many employers look at their decisions that way when enacting or updating their policies and procedures?

Every so often, it’s worth stepping back and asking a simple question: Are we actually as advanced as we think we are? A recent piece in The Wall Street Journal revisited The Jetsons, the 1960s cartoon set in 2062, and compared its vision of the future to where we are today. It’s a fun exercise, but also a surprisingly useful one for anyone thinking about AI and the workplace.

A 2026 survey of roughly 750 corporate executives offers a clear view of how AI is showing up in organizations today. The message is straightforward. AI is being adopted widely, but not evenly. It is improving productivity in real ways, but those gains are still early and uneven. And most importantly for HR, it is changing the mix of jobs more than the total number of jobs.

The use of AI in hiring and employment decisions is a regulatory reality. The landscape is a growing patchwork of state and local rules, with some jurisdictions imposing strict transparency, testing, and oversight requirements. Even where AI-specific laws don’t exist, employers remain liable for discriminatory outcomes under existing employment and privacy protections. HR must build processes around transparency, implement rigorous testing, provide ongoing oversight, and conduct...

Artificial intelligence is changing how work gets done, and HR professionals are at the center of navigating that shift. We are helping organizations reskill workforces, redefine job roles, and prepare employees for a future that looks very different from today. However, there are four key skills that remain difficult for AI to replicate and worth intentional investment in our people.

Discussions about artificial intelligence (AI) have largely centered on how the new technology will change the way we work. The rate of this change, it is safe to say, is happening more quickly than other technological disruptions. For example, the advent of computers was glacial compared to how quickly AI is being adopted. According to the American Management Association's 2025 research, 95% of organizations now use AI, with 58% reporting daily use—a dramatic shift from just two...

Artificial intelligence is being used more frequently in HR, particularly within employee relations, and its adoption is expected to continue growing over the next several years. A SHRM study found that 43% of organizations already leverage AI in HR-related tasks. One result of this shift is a reduced demand for certain HR roles. For example, IBM reportedly laid off approximately 8,000 employees, with many of the cuts occurring in HR, and had already replaced about 200 HR roles with AI...

Human resources professionals are now dedicating substantial portions of their workday to managing artificial intelligence technologies. These tools assist HR teams with internal communications, employee engagement initiatives, recruitment processes, and workforce development.

Whether it’s Teams, Zoom, Slack or another tool that has an AI note taking feature, using the feature could lead to liability.  In a recent lawsuit that was filed in August 2025, Brewer v. Otter.ai, in the federal Northern District Court of California, Brewer alleges that Otter.ai recorded, accessed, and used the contents of private conversations without obtaining proper consent.

Artificial Intelligence is expanding its role in human resources, moving beyond its initial applications in recruitment and hiring to encompass compensation analysis and job description creation. AI-powered tools make generating job descriptions and postings remarkably straightforward – requiring only a clear prompt and subject matter expertise to verify accuracy.

 

Artificial intelligence is rapidly becoming part of the workplace. However, while 72% of U.S. hiring managers say their company uses AI – up from 66% last fall – 55% admit their company doesn't have the resources or training to help employees use it effectively.

Artificial intelligence is woven into nearly every part of work life. But as AI becomes more capable, a new question is surfacing in HR circles: how much work should still be done by people?

Artificial intelligence isn’t just the next technological wave; it’s a transformation that will touch every role, every industry, and every employee. As Walmart CEO Doug McMillon recently said, “Maybe there’s a job in the world that AI won’t change, but I haven’t thought of it.” That statement captures the moment we’re all in. AI is no longer theoretical. It’s here, and it’s reshaping how work gets done.

The “No Robo Bosses Act” (SB 7), which aims to regulate the use of automated decision systems (ADS) in the workplace, is currently sitting on Governor Newsom’s desk waiting for signature or veto by end of month.  The bill is a new approach to the state regulating AI in the workplace. Although Governor Newsome has not indicated whether he would sign or not, if he did, the law would be effective January 1, 2026.

In 2024 Colorado became the first state in the nation to enact comprehensive regulation of artificial intelligence (AI) with Senate Bill 24-205 (SB205), also known as the Colorado Artificial Intelligence Act (CAIA). The law is comprehensive, similar to the European Union Artificial Intelligence Act. It established detailed compliance obligations for developers and users of "high-risk" AI systems operating in employment, housing, finance, health care, education, and essential...

The rise of artificial intelligence (AI) has sparked both excitement and fear as it quickly becomes a standard part of our lives. Some worry it poses risks to society, while others believe it will revolutionize how we work and live. What’s undeniable is that AI isn’t slowing down; it’s accelerating.

Artificial intelligence is no longer a distant concept; it’s actively shaping the way we work. But not all jobs are affected equally. A recent Microsoft study sheds light on which roles AI is already reshaping and which remain largely human-driven. Unlike speculative reports, this study analyzed real interactions between users and AI over nine months, mapping tasks to detailed occupational data from O*NET, the U.S. government's database of job activities. The result is a grounded...

In an interesting reversal of artificial intelligence technology trends, some employers who’ve embraced more progressive approaches to selection are going “old school” in their interviewing formats. The Wall Street Journal recently reported on a growing shift among employers away from a reliance on virtual interviewing formats and toward conducting more in-person meetings.

On October 1, 2025, California’s new regulations on the use of artificial intelligence (AI) in the workplace will come into force.  The amendments extend the non-discrimination provisions of FEHA to explicitly cover automated-decision systems. 

In the movie “Her,” Joaquin Phoenix plays a man who falls in love with his AI assistant.  Could it happen in real life?  According to Live Science, a scientific magazine, modern AI assistants like Alexa have increasingly human-like qualities that raise users' propensity to engage and form emotional bonds – even to the point of falling in love. Studies show that people can fall in love or form close friendships with AI, even while fully aware that AI is not...

If you were having the worst day of your life and reached out for help, would you be surprised to learn that an AI tool might actually offer you more compassionate support than a trained human counselor? Recent research suggests this might be the case.

IBM recently made headlines after revealing that artificial intelligence now handles 94% of its routine HR tasks. Hundreds of roles have been replaced by AI, but the company isn’t shrinking. Instead, IBM reports more than $3.5 billion in productivity gains across 70 business units over two years, and leaders say this transformation is fueling growth and reinvestment – not just cost-cutting.

Every June, the U.S. observes National Safety Month, a campaign led by the National Safety Council to focus on reducing leading causes of injury and death in the workplace, on the roads, and in our communities. It's a time to reaffirm our commitment to safety and express appreciation for the workers who make safety a daily priority.

There’s no shortage of headlines warning that AI is coming for your job. While that makes for dramatic reading, the truth is a little less scary. In most industries, AI isn’t poised to take over roles entirely. But it is reshaping how work gets done, and the professionals who understand how to use AI tools effectively are quickly gaining an edge.