Perspectives: Your Employees Don’t Trust Your AI
September 9, 2026 at 2:00 pm ET
And three HR capabilities that determine whether they ever will
AI is already influencing how people get hired, developed, and managed. Your employees know it. What most of them don’t know is who set the rules, whether the tools are fair, or what happens to their careers when an algorithm gets it wrong. That uncertainty is eroding trust, and HR is the function being asked to fix it, often without the authority, the training, or the structural support to do so.
Meanwhile, senior leaders are greenlighting AI tools for people decisions without understanding what responsible deployment actually requires, and managers are leaning on generic AI guidance that tells them what to say without helping them understand who they’re talking to.
In this Perspectives session, Matt Poepsel, PhD and our panel examine the three HR capabilities that determine whether AI builds or breaks employee trust: governance, tool training, and job and org redesign.
Attend this webinar to:
- Identify where AI is already influencing people decisions in your organization, whether or not it’s been formally sanctioned.
- Build a governance framework that defines where AI should and shouldn’t have a voice in hiring, performance, and development.
- Equip your managers to use AI tools in ways that are contextual and human, not generic and risky.
- Make the case to senior leaders for what responsible AI deployment in people management actually requires.
- Redesign roles and structures to reflect how AI has already changed the work, before employees feel the gap between what leaders say and what they experience.
Credits
Bonus for our live attendees… tune in for 1 HRCI and 1 SHRM credit!
Panelists – TBA!
Hema Crockett, she/her
Co-Founder, Gig Talent
Jackie Dube, she/her
SVP of People Operations
he/him
Vice President of Talent Optimization,
The Predictive Index
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You'll Learn
Identify where AI is already influencing people decisions in your organization, whether or not it's been formally sanctioned.
Build a governance framework that defines where AI should and shouldn't have a voice in hiring, performance, and development.
Equip your managers to use AI tools in ways that are contextual and human, not generic and risky.
Make the case to senior leaders for what responsible AI deployment in people management actually requires.
Redesign roles and structures to reflect how AI has already changed the work, before employees feel the gap between what leaders say and what they experience.