Navigating the Impact of AI on Employee Relations, HR Best Practices, and Legal Protections

Join us for a free Brunch & Learn, Catered by Biscuit Belly

• Date & Time: July 28, 9:00 AM – 11:00 AM

• Location: Fayette Chamber of Commerce, Fayetteville, GA

• Hosts: Zephyr, Human Interest, HR Connected

• 1.5 HR Credits - SHRM & HRCI

RSVP to:  [email protected]

Program Summary

Artificial intelligence is rapidly changing how organizations recruit talent, manage performance, make employment decisions, and complete everyday work. However, successful AI adoption requires more than access to technology. It requires AI literacy, intentional workforce planning, cross-functional collaboration, appropriate legal safeguards, and clearly defined areas of human accountability.

This interactive program will examine the practical impact of AI on employee relations, HR practices, organizational workflows, and employment-related decision-making. Through expert discussion, real-world case examples, and facilitated table conversations, participants will explore how organizations can use AI to increase workforce capacity and improve operational effectiveness without compromising fairness, privacy, employee trust, or legal compliance.

Participants will consider the risks of implementing AI tools without adequate input from HR, operations, technology, and legal stakeholders. The session will also address algorithmic bias, data privacy, acceptable use, documentation, human oversight, and the importance of maintaining human judgment in consequential employment decisions.

Attendees will leave with a practical framework for evaluating AI-enabled processes, identifying potential operational and employee-relations risks, and establishing initial governance practices that support responsible innovation while protecting both the organization and its workforce.

Learning Objectives

By the end of this session, participants will be able to:

1. Evaluate opportunities and risks associated with workplace AI by identifying HR and operational activities that may benefit from automation while distinguishing decisions that require human judgment, review, and accountability.

2. Apply a cross-functional assessment approach to AI implementation by identifying potential workflow disruptions, employee-relations concerns, privacy risks, accessibility issues, and opportunities for algorithmic bias before an AI-enabled process is introduced.

3. Outline foundational AI governance practices that address acceptable use, confidential and personal data, human oversight, decision documentation, accountability, and employee communication.