AI can write, screen, rank, predict, summarize, and suggest. That’s useful. It’s also risky when no one checks how it behaves with real people. HR is in the best spot to do that checking. Not because HR should “own” every AI tool. It shouldn’t. But HR understands people, policy, fairness, culture, hiring, skills, performance, and trust. Those are the exact areas where AI can help or cause damage. Good AI governance starts with clear questions and visible checkpoints. HR bring