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AI in HR & People Management: Practical Use Without the Risk

Know where AI helps, where it harms, and how to stay on the rght side of both.

AI tools are changing how people teams work, and quickly. But when you’re dealing with decisions that affect people’s livelihoods, confidentiality that can’t be compromised, and employment law that leaves little room for error, getting it wrong has real consequences.

Join us for a practical, honest session on using AI safely across your organisation. We’ll cover where the risks lie, what good practice looks like, and how to make sure humans stay firmly in control.

Wednesday 15th July | 11am

Join Sarah Gray as we look at the practical realities of AI in everyday people work, from the quick wins to the pitfalls worth knowing about before you hit them.

We’ll cover:

  • Safe and unsafe uses of AI in HR: Where AI genuinely adds value, and where it creates legal, ethical, or employee relations risk.
  • AI note-taking in investigations and grievances: How to use transcription and summarisation tools without compromising confidentiality, fairness, or trust.
  • AI in recruitment and screening: The efficiency gains are real, but so are the discrimination risks. We’ll cover how to use AI responsibly and stay compliant.
  • Data protection and confidentiality: Where AI tools create GDPR and information security risks, and how to avoid them.
  • Prompting best practice: How to get useful outputs without sharing sensitive employee information or creating unintended risks.
  • AI policies that actually work: What your organisation’s AI policy should cover, and how to build practical guardrails (rather than a document nobody reads).
  • Free vs enterprise AI tools: The real differences between consumer and business-grade platforms, and when those differences matter.
  • Maintaining human oversight: How to keep AI in a supporting role, rather than a decision-making one.
  • Managing employee concerns and resistance: Common worries, ethical objections, and fears about job security, plus how employers can respond constructively.
  • Case study; the AI conscientious objector: An employee refuses mandatory AI awareness training, citing personal beliefs. Is this resistance to change, or a potential discrimination issue?
  • Q&A and practical takeaways
Register now