As artificial intelligence (AI) continues to transform the workplace, SHRM is helping policymakers understand how employers use AI and what practical, responsible regulation should look like.
On May 4, SHRM went to Capitol Hill to convene congressional staff for a briefing on SHRM’s AI legislative framework and new research on AI adoption in HR. Led by Emily M. Dickens, SHRM’s Chief Administrative Officer; Alex Alonso, SHRM’s Chief Knowledge Officer; and James Atkinson, SHRM’s Vice President of Thought Leadership, the program highlighted the growing role of AI in employment-related processes and reinforced the need for policy frameworks that protect workers, support innovation, and provide employers with clear, consistent standards.
The discussion centered on a core message: policymakers must ground AI policy in the realities of the workplace. As organizations explore AI tools to improve efficiency, support decision-making, and strengthen workforce planning, HR professionals are often on the front lines of implementation, governance, and employee trust. SHRM’s work in this area emphasizes that responsible AI requires both human oversight and practical compliance pathways that employers of all sizes can understand and implement.
Coinciding with the briefing, SHRM released its own national AI legislative framework, which promotes a balanced approach to workplace AI, including clear rules for high-impact employment decisions, safeguards for workers, and support for workforce readiness and reskilling. It also recognizes the importance of avoiding a fragmented patchwork of requirements that could create confusion for employers operating across multiple jurisdictions.
On May 7, SHRM brought this conversation to Sacramento, California, where it hosted a similar AI policy program for state policymakers and staff. Led by Chris Micheli, SHRM’s California lobbyist and Principal at Snodgrass & Micheli; Eric De Wames, SHRM California’s state legislative director; and Tara Fournier, SHRM California’s director-elect, the discussion focused on the intersection of AI, workplace regulation, and employer compliance as state legislatures increasingly consider AI-related proposals.
Together, these programs demonstrate SHRM’s ongoing commitment to serving as a trusted, nonpartisan resource on workplace AI. As policymakers consider how to regulate emerging technologies, SHRM will continue to elevate the voice of HR and advocate for policies that protect workers, empower employers, and support responsible innovation in the workplace.