AI for HR — useful, with real lines
HR is one of the most regulated AI use cases in the country. This session draws bright lines around hiring, performance, and discipline while opening the door to safer wins.
AI in hiring decisions is regulated in NYC, Illinois, Colorado, and rising elsewhere.
AI in writing job descriptions, drafting policy language, and synthesizing engagement data is generally safe.
Treat any AI tool that ranks people as high-risk — full vendor due diligence required.
Where HR can use AI safely
Lower-risk uses that still save real time.
- Drafting job descriptions, offer letters, and policy updates.
- Summarizing engagement-survey free-text responses.
- Drafting first-pass performance review feedback (manager edits before sending).
- Generating training materials and checklists.
- Producing communications around benefits, open enrollment, etc.
Where HR cannot use AI without serious controls
These are the third rails. If you're doing any of them, the company needs full vendor due diligence and likely legal review.
- Resume screening or candidate ranking.
- Automated decisions on promotions, terminations, or pay adjustments.
- Sentiment analysis of staff communications without disclosure and consent.
- Behavioral or psychological assessments of employees by AI.
Plain-English answers
Can we use ChatGPT or Claude to write a termination letter?
Want a hand getting this right?
A 30-minute conversation often saves weeks of guessing. We'll talk through your team, your data, and what to do first — no slide deck required.