HR Leaders' 30-Day AI Governance Operational Playbook & Sprint
Over the next 30 days learn how to Set KPIs, Reduce Risk, Earn Trust
We are building an AI Governance Framework for HR in 30 days. Not a Webinar, a Live Sprint.
Building an AI governance framework for HR in 30 days requires three things most programs skip entirely. Measurable KPIs that tell you whether your governance cadence is working. Bias controls and audit trails that hold up when a high-risk AI tool fails under real-world pressure. And an HR risk management practice your organization trusts enough to use in the talent decisions that matter most.
That is what this sprint builds. Starting tomorrow - June 3rd. Live via Zoom at 3 p.m. EST.
Why an AI Governance Sprint for HR? Why now. Why me.
You already completed the awareness training. You downloaded the policy template. You completed the compliance module. You hired the consultant.
Your highest-risk AI tool still lacks a named owner. Your team still cannot explain what happens when it fails. And no one in your organization can answer the question your board is about to ask.
None of that was governance. Because you have not operationalized and democratized governance for everyone.
Most AI governance experts have never actually governed anything in HR. They have studied, theorized, and packaged AI governance for IT. I have lived through the consequences of governance failures. That is not the same credential, and it is time to stop pretending it is. Everything in AI is brand new; we are all learning as we go, but having a baseline of knowledge in HR and Risk Management is critical to navigating the implementation of AI Governance in HR.
I recently came across a post on the CIPP subreddit from a head of AI safety and governance at a large organization. He had just finished hiring for a governance officer role and had seen a wave of certified AI governance professionals come through his door. He said there is no way those candidates could do the required work. He also said the most well-known certification is too heavy on privacy and legal concepts and too light on the day-to-day operational work that governance actually requires.
I spent years inside insurance companies managing workplace litigation. Over the course of my career, I sat with the consequences of $495 million in settled workplace claims. Not as an observer. As the person responsible for understanding what went wrong, who failed to govern the system, and what it cost the people on the other side of the decision.
I ran a version of this program at ATD 2026. Within the first hour, I knew one session was not enough. So I came home and built a 30-day AI Governance for HR in our Governance CoLab.
Why is AI Governance for HR an Imperative?
I watched organizations get sued for violating employment rules that had been on the books for decades. Simple rules. Rules everyone knew existed. They still got it wrong because knowing the rule and governing the system that enforces it are two entirely different things.
Now we have AI on steroids, and we are treating governance like child’s play.
You are not short on information. You are drowning in frameworks, risk models, legal updates, and AI headlines.
What most HR leaders lack is a practical way to turn all of that into a working governance system within real HR operations.
Top AI in HR Litigation Cases
Mobley v. Workday, Inc. (2023, ongoing): Derek Mobley filed a class action alleging that Workday’s AI hiring system discriminated against candidates based on age, race, and disability across 1.1 billion processed applications. In May 2025, a federal court certified the case as a nationwide collective action and held that AI vendors are directly liable as agents of employers.
Kistler et al. v. Eightfold AI Inc. (filed January 2026): Two job applicants filed a proposed nationwide class action alleging Eightfold secretly assembled AI-generated candidate profiles and “Match Scores” used by over 100 major employers, without required disclosures or consent, in violation of the Fair Credit Reporting Act and California consumer protection law.
EEOC v. iTutorGroup, Inc. (2022-2023): In the first EEOC settlement involving AI discrimination, iTutorGroup paid $365,000 after its hiring software automatically rejected applicants over age 55 (women) and age 60 (men), establishing that government enforcement agencies will actively pursue AI bias cases under existing discrimination law.
D.K. v. Intuit/HireVue (2025): An Indigenous and Deaf woman filed a complaint with the EEOC and Colorado Civil Rights Division alleging HireVue’s AI video interview platform performed poorly for deaf and Indigenous speakers, effectively screening her out based on disability and race.
Louis v. SafeRent Solutions, LLC (settled 2024): SafeRent’s AI-driven tenant-screening system allegedly produced lower scores for Black and Hispanic applicants by embedding credit-history bias; the company settled for over $2 million, confirming that technology vendors, not just end-user organizations, face primary liability for discriminatory algorithmic tools.
That is why I created this 30-Day AI Governance Sprint.
Here is what thirty days produces.
A named inventory of every AI tool in your talent process, classified by risk level. Named ownership for your highest-risk tool. A working escalation path. An audit cadence. A training architecture built for your specific audiences. A vendor accountability map. And a governance framework with your name on it that your organization can implement the Monday after the sprint ends.
Not downloaded. Not templated. Built.
Here is what is inside the AI Governance for HR Sprint.
Thirty best practices delivered daily, covering every AI governance skill HR leaders need right now. Twelve foundational skills that underpin a working governance program. Four live KPI-driven build sessions where you construct your AI governance cadence step by step inside our beta governance program. You are not watching someone else build a framework. You are building yours. In real time. With expert facilitation alongside you.
Four Wednesday afternoon live build sessions inside the AI Governance CoLab.
June 3: Map the Exposure.
June 10: Identify the Knowledge Gaps.
June 17: Build the Training Architecture.
June 24: Build the Governance Map.
You are part of something larger.
This sprint is the beta launch of the SimpliFocus AI Governance System. You are part of the founding group testing this methodology within real organizations, using real tools in real time. You’ll have expert facilitation, a complete governance build, and a seat at a table most HR leaders will not have access to until this system is fully launched. Your build shapes what this system becomes. That is not a marketing line. That is the actual work.
To join the live Wednesday build sessions, upgrade to a paid Substack subscription. Everything in the sprint lands in your inbox automatically starting tomorrow.
To access the session recordings, governance resources, and the full AI governance build library, join the AI Governance CoLab directly. One-time investment of $49. No subscription required.
The live sessions are happening once. The recordings are permanent. Choose the access level that works for you.
Join the AI Governance CoLab — Get the Recordings and Daily Resources.
Who Should Join the AI Governance for HR Operationalize Sprint?
This sprint is for HR leaders, CHROs, people executives, senior HR practitioners, and internal advisors who know they need to operationalize governance now. It is especially relevant for leaders who are being asked about their AI governance plan and cannot yet point to a system, an owner, an audit path, or a defensible process.
It is not for those seeking a trend overview. It is for leaders ready to build.
Are You Going to Join the AI Governance Sprint for HR Leaders
If you want the next 30 days to produce more than ideas — if you want a working AI governance cadence you can stand behind — join the 30-Day AI Governance Sprint for HR Leadership.
By the end of this sprint, the goal is simple: you should be able to say, with evidence, where AI is used in HR, who owns the risk, how concerns are escalated, and what governance system now exists to protect people and the organization.
Registration is now open. Join the June cohort of this beta AI Governance CoLab and build the system before a regulator, a lawsuit, or a failed decision forces you to act.
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