AI Governance for HR: The Guardrails That Let You Move Faster

Aarti Mudaliar

Head of Talent , ex- Novartis | NYU Alum

Uvika Sharma

Founder of INTLDA , Co-founder of AWAAI

When AI gets a hiring call wrong, HR pays, not the vendor. Build your defense.

AI is already screening resumes, ranking candidates, and flagging exit risk inside your organization, often before HR is even in the room. Regulation is catching up fast: the EEOC has already enforced against AI hiring bias, NYC now requires bias audits for automated hiring tools, and the EU AI Act treats people-management AI as high-risk. Most HR leaders have been handed an AI mandate anyway, with no training and no roadmap, and are expected to have a governance point of view regardless.

This workshop closes that gap in four hours. You will work through six real, documented governance failures, learn the three habits that scale oversight to real risk, and practice classifying a tool by risk, keeping a human in the loop, and questioning a vendor before you sign anything.

This is not theory. Aarti Mudaliar spent 18 years building people-decision infrastructure inside Novartis and GSK.

Uvika Sharma has spent 20+ years in data, digital transformation, and AI at Pfizer, Accenture, S&P, Moody's, and Citi, and now advises organizations on AI governance as founder of INTLDA.

Together you learn from people who were accountable for this work, not people who only studied it.

What you’ll learn

Govern the HR AI tools you already use. Know what's high-risk, build a governance map, and question vendors before you sign anything.

Not based on what your vendor calls the tool, based on what it actually decides about people
Apply a three-question risk-tiering logic live to tools your team uses today
Leave with a completed AI inventory, a real artifact, not a case study worksheet

Most HR leaders use these terms interchangeably. They are not the same thing
Responsible AI is the standard. AI Governance is the proof you meet it
The gap between them is where legal and reputational exposure lives

Who approved it, who can override a single output, what gets logged
The document you hand your CHRO, General Counsel, or a regulator if a decision gets challenged
Completed in the session, not taken home as homework

Questions vendors are not expecting, with the answer key: what credible looks like versus what confident-sounding-but-empty sounds
Learn what to accept with conditions, what to escalate, and what should end the conversation
Walk out with a vendor script you can use before the next demo or contract renewal

EEOC has already enforced against AI hiring bias. NYC requires bias audits. The EU AI Act treats people-management AI as high-risk
Know which regulations apply to your organization by location
Leave knowing what "the algorithm decided" means for your personal legal exposure as an HR leader

A risk-tiered inventory entry, a governance map, and a vendor accountability assessment
Together these are the beginning of a real governance file, not a certificate and a folder of notes
Built in four hours on a tool your team uses, not a hypothetical