Resource · TalentSight practice
HR Readiness Checklist.
Twenty-nine items for the HR team's HB 3773 self-audit.
Twenty-nine items across six sections — AI inventory, vendor due diligence, notice and transparency, recordkeeping, internal capability, and governance and reporting. Designed to be worked through by the HR leader and one or two team members in about 45 minutes. The score at the end translates the result into a readiness band and identifies the highest- priority gaps.
What it covers
Six sections, twenty-nine items, each tied to a specific obligation or operational practice under HB 3773 and the IDHR draft notice rules.
AI inventory.
Whether every AI-powered tool in the employment lifecycle is documented, including embedded features within ATS and performance management platforms.
Vendor due diligence.
Whether each vendor has responded in writing on disparate impact testing, zip-code use, and contractual representations.
Notice and transparency.
Whether notice has been deployed, whether the content matches the IDHR draft rules, and whether the deployment is documented in a form discoverable in an IDHR inquiry.
Recordkeeping.
What records of inputs, outputs, and decisions are retained, and whether they are retrievable by name, date, decision type, and system.
Internal capability.
Who owns HB 3773 compliance, whether the team has been trained, and whether there is a defined escalation path.
Governance and reporting.
Whether the GC has visibility, whether the board has been briefed, whether the EPLI broker has been informed, and whether the cadence for refreshing the posture is calendared.
Why it matters
What the file contains when a charge is filed is what the file contains. There is no opportunity to build it after the fact.
The checklist runs inward: it is the internal self-audit companion to the AI Hiring Vendor Questionnaire (which goes outbound to vendors). The questionnaire surfaces what vendors do; the checklist surfaces what your organization documents.
Most organizations score in the middle bands — strong vendor work but weak notice or recordkeeping, or vice versa. The checklist makes the gaps visible to the team before they become visible to the IDHR, a plaintiff, or an EPLI underwriter.
The completed checklist also becomes the first entry in the organization's HB 3773 posture file — a dated, signed record of what the team examined and what it found.
Who this is for
The checklist is built for the HR leaders and adjacent functions running internal compliance audits.
- Chief Human Resources Officers and Heads of People
- HR Compliance leads and HR Operations leaders
- In-house Employment Counsel and Labor & Employment partners
- VPs of Talent Acquisition responsible for AI hiring tools
- HR leaders preparing for an EPLI renewal conversation
- HR leaders preparing for a board or audit committee briefing on employment AI
The checklist is not legal advice. It surfaces the questions an organization should be able to answer; counsel should be consulted on the answers themselves.
Request the checklist
Tell us where to send the HR Readiness Checklist. We respond personally within one business day — work email, please, and we will not add this address to a marketing list.
About Techné AI
Techné AI is an independent advisory practice on AI governance, regulatory compliance, and D&O liability — anchored in Illinois, working across California, New York, Colorado, and the European Union.
The HR Readiness Checklist is published in connection with the firm's TalentSight practice for HR, talent, and people leaders. It is the inward companion to the AI Hiring Vendor Questionnaire; most organizations benefit from doing both. For a structured engagement to convert the self-audit into a documented compliance posture, the firm offers the HB 3773 HR Workshop (half day) and the HB 3773 Employment AI Compliance Review (three to four weeks).