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AI Governance and Compliance for HR and People Operations
Free Download AI Governance and Compliance for HR and People Operations
Published 1/2026
MP4 | Video: h264, 1920x1080 | Audio: AAC, 44.1 KHz, 2 Ch
Language: English | Duration: 1h 45m | Size: 3.33 GB
Use AI in HR legally and ethically: reduce bias, protect data, vet vendors, and build governance aligned to US/EU rules.
What you'll learn
Identify where AI is used across HR workflows and the key risks: bias, opacity, privacy, and over-reliance.
Apply ethical AI principles to HR decisions: fairness, transparency, explainability, accountability, privacy, human oversight.
Translate US/EU rules into HR actions (GDPR, EU AI Act, NYC bias audits, anti-discrimination requirements).
Run basic bias and outcome checks (selection-rate ratios, subgroup comparisons) and set a monitoring cadence for drift.
Vet AI vendors with due diligence questions and contract clauses for audits, data use limits, oversight, and termination rights.
Build an internal AI governance process using practical frameworks (roles, committees, intake forms, documentation, workflows).
Requirements
There are no pre-requisites for this course
Description
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 hideApply practical ethical AI principles (fairness, transparency, explainability, accountability, privacy, human oversight) to real HR workflowsUnderstand the compliance landscape across the U.S. and EU, including anti-discrimination obligations, privacy requirements, and emerging AI-specific rulesBuild internal AI governance structures that actually work in busy organizations—policies, review groups, approval flows, and decision guardrailsAudit and monitor AI tools over time, spot drift, document decisions, and create an evidence trail that stands up to scrutinyVet third-party vendors with the right questions, contract terms, monitoring cadence, and exit options—so you stay in controlYou'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.
Who this course is for
HR generalists, HRBPs, and People Ops professionals
Talent acquisition leaders, recruiters, and hiring operations teams
HR leaders and executives (HR managers, Heads of People, CHRO staff)
HR compliance, risk, ethics, and internal audit partners
People analytics and HRIS/HR tech teams supporting AI-enabled tools
DEI leaders involved in fairness, adverse impact, and equitable hiring
Procurement / vendor management professionals buying HR AI platforms
People managers who use AI-assisted tools for hiring or performance decisions
Homepage
https://www.udemy.com/course/ai-governance-and-compliance-for-hr-and-people-operations/
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