AI is already shaping HR decisions—often before a human ever gets involved. It’s screening résumés, ranking candidates, flagging “flight risk,” summarizing performance signals, and powering chatbots that speak on behalf of your company. And that creates a new reality for HR: if an algorithm influences who gets interviewed, promoted, or monitored, HR is now part of governance and compliance—whether you asked for that role or not.
The challenge is that AI can deliver real benefits—speed, scale, consistency, and personalization—but it can also introduce serious risk: hidden bias, black-box decisions you can’t explain, privacy violations, and legal exposure you can’t outsource to a vendor. Employees and candidates are asking harder questions. Regulators are moving faster. And “we didn’t build it” is not a defense when an AI-driven tool creates discriminatory outcomes.
That’s exactly what this course is designed to help you handle.
In this course, you’ll learn how to:
- Recognize where AI is already embedded across recruiting, performance, engagement, and workforce planning—and where the risks hide
- Apply practical ethical AI principles (fairness, transparency, explainability, accountability, privacy, human oversight) to real HR workflows
- Understand the compliance landscape across the U.S. and EU, including anti-discrimination obligations, privacy requirements, and emerging AI-specific rules
- Build internal AI governance structures that actually work in busy organizations—policies, review groups, approval flows, and decision guardrails
- Audit and monitor AI tools over time, spot drift, document decisions, and create an evidence trail that stands up to scrutiny
- Vet third-party vendors with the right questions, contract terms, monitoring cadence, and exit options—so you stay in control
You’ll also see what this looks like in the real world through a deep case study of Unilever’s AI-powered hiring transformation—including what worked, what drew criticism, and how governance shows up when a hiring process runs at global scale. By the end, you won’t just “know about” AI in HR—you’ll have a practical playbook to use it responsibly, reduce risk, and build trust with candidates, employees, and leadership.
