Illinois · half day · groups of 3–12
HB 3773 HR Workshop
A productized half-day workshop for HR teams responsible for Illinois HB 3773 compliance. Part of the TalentSight practice.
Why now
The HB 3773 HR Workshop is built for HR teams that have read the statute, know the January 1, 2026 effective date has already passed, and need a structured working session to convert that knowledge into a documented compliance posture.
Three things happen in the room — physical or virtual — over the course of the session:
The team produces a baseline AI inventory specific to its own employment lifecycle, using a worksheet structured around the statute's covered decisions.
The team works through the vendor diligence the strict-liability framework requires, with a vendor questionnaire and a follow-up tracker built to send to every AI hiring tool currently in the stack.
The team drafts a 90-day implementation plan that addresses the gaps the inventory and diligence work surface — notice deployment, recordkeeping, internal training, and the governance reporting cadence.
After the session, a written workshop memo documents what was covered, the inventory and gap findings, and the 90-day plan. The memo is suitable for the General Counsel, the board, and the EPLI broker.
Who this is for
The workshop is built for HR leaders and the colleagues whose roles intersect with the AI hiring and performance stack. The most productive sessions include:
- The CHRO or VP of HR, who owns the compliance posture
- The Head of Talent Acquisition or a senior recruiting leader, who owns the AI tooling
- An HR compliance or operations lead, who owns the records and the cadence
- The in-house Employment Counsel or an outside counsel partner where appropriate
- For groups operating multi-jurisdictionally, an HRBP responsible for the Illinois operations
The workshop is not appropriate as a substitute for the full HB 3773 Employment AI Compliance Review. It is appropriate as a structured first step, or as a refresh for a team that has been working on the posture but has not yet documented it.
What you receive
The deliverables produced through the session and consolidated in the post-workshop memo:
- AI Employment Inventory
- Specific to the organization's employment lifecycle, complete with vendor, covered decisions, and data categories.
- Vendor Diligence Packet
- The AI Hiring Vendor Questionnaire ready to send, plus a tracker for vendor responses.
- Notice Templates
- Aligned to the IDHR draft notice rules (Subpart J: Use of Artificial Intelligence in Employment).
- 90-Day Implementation Plan
- With owners and dates, addressing notice deployment, recordkeeping, internal training, and the governance reporting cadence.
- Workshop Memo
- Typically 8–12 pages, documenting the session and the team's outputs. Suitable for the GC, the board, and the EPLI broker.
When the workshop is the right engagement
- The HR team needs to act fast and has limited prior documentation
- A new acquisition, new AI tooling, or a recent organizational change has shifted the AI footprint
- The team has done substantive work but lacks the consolidated, board-ready record
- The GC or the board has asked for a documented compliance posture and the timeline does not accommodate a 3-to-4-week review
The workshop is not the right engagement when the organization's AI footprint is complex enough to require multi-vendor diligence beyond what a single session supports, when the multi-jurisdictional dimension is significant, or when the documentation needs to satisfy a formal external counterparty (e.g., a regulator already in contact). In those cases, the HB 3773 Employment AI Compliance Review or the Multi-Jurisdictional Compliance Review is the right path.
Timeline
- Before
One week prior: the firm sends a preparation memo and a pre-work questionnaire. The HR team populates a draft inventory and a list of AI tools currently in the stack. The pre-work takes about 90 minutes of internal team time and is the foundation for the session itself.
- Session
Four working blocks over 3.5 hours — Block 1: statute, rulemaking, and what is actually required (45 min); Block 2: working through the inventory with discussion on the items pre-work surfaced (60 min); Block 3: vendor diligence and the strict-liability framework (45 min); Block 4: drafting the 90-day plan and assigning owners (60 min).
- After
Within one week: the firm delivers the workshop memo, the inventory, the vendor diligence packet, the notice templates, and the 90-day plan in a single document set. The materials are the team's to use, share with counsel, and present to the GC, the board, or the EPLI broker.
Scoping and investment
Workshops are scoped in a thirty-minute conversation that confirms the right participants, the pre-existing documentation, and the workshop date.
- Scoping
- Thirty-minute conversation
Confirms participants, documentation, date, and the engagement letter — group size, format (on-site or remote), customization beyond the productized package, and whether the workshop is a single session or a series spaced over a quarter.
- Format
- On-site or remote
Remote sessions delivered via Zoom or Microsoft Teams at no additional cost. Travel for on-site sessions outside the Chicago area is billed separately.
- Investment
- Discussed in scoping
Most workshops fall within a defined range; the conversation confirms where the specific engagement lands.
50% on engagement letter, 50% on delivery. Scoped before signature.
Where to start.
A direct scoping conversation is the right first step. Thirty minutes with the principal, at no charge, confirms fit and produces a written scope memo. If the engagement is the right one, the workshop date is on the calendar by the end of the conversation.