You don't need another presentation about AI governance. You need an experienced outside advisor to help you think through the decisions in front of you. Bring your AI Use Policy, HR technology questions, governance gaps, regulatory concerns, or workplace AI risks. Leave with clarity on what matters, what may be missing, and your three priority actions.
Nobody wakes up wanting AI governance. Something makes it unavoidable.
You do not need another course. You need someone who has been in the room where people decisions go wrong to sit with your facts and tell you what you are missing.
Every organization arrives with a different question. These are some of the AI governance issues leaders bring into an advisory session.
Evaluate, develop, or pressure-test policies governing employee and organizational use of AI.
Examine AI use in recruiting, screening, assessment, performance, promotion, mobility, and other employment decisions.
Identify governance questions involving AI-enabled HR systems, third-party tools, data, accountability, and vendor decision-making.
Determine where human review belongs, who owns decisions, and when escalation is necessary.
Connect AI use with employment practices, employee data, discrimination exposure, documentation, and organizational risk.
Clarify what HR, Legal, IT, Risk, Compliance, leadership, and the board should own.
Two Hours. Your Processes. My Expertise.
This is expert advisory access. I function as your experienced outside advisor, connecting policy, HR practice, talent decisions, legal developments, technology, and workplace risk to the situation in front of you.
You walk me through what is actually happening: the tools, the policy, the pressure, the people involved.
We examine what you have already done, and I ask the questions your internal team is not asking.
Where policy, HR practice, vendor tools, and new law connect, and where they break.
We land on three priority actions, in order, so you know what happens next.
A written summary of the gaps and the three actions, ready to take to your leadership team.
The timing is illustrative. Your situation sets the pace.
What this is not.
This advisory service is designed for leaders who are responsible for AI decisions but may not have a dedicated AI governance expert inside the organization.
Choose who is in the room.
One-on-one with Margaret for the leader carrying the decision alone.
Bring HR, Legal, IT, Risk, or executive leadership into the same working session so everyone hears the same questions, risks, and priorities at the same time.
Purchase securely through The Inclusion Learning Lab.
After purchase, you'll be taken to a page available only to advisory clients.
Select your session directly on Margaret's calendar.
This session provides AI governance advisory services, not legal advice. When a question requires legal counsel, we'll identify that issue and clarify the questions you should bring to counsel.
All purchases are final. Sessions must be used within six months of purchase. You may reschedule up to three times with 24 hours' notice and once with same-day notice. Each session is one continuous two-hour block and cannot be split into shorter sessions.
Your team may already be using AI while no one officially owns governance. Resources are stretched. Employee, donor, client, and program information may be involved, and your board is starting to ask.
Margaret helps nonprofit leaders develop practical governance approaches around employee AI use, donor and client information, board oversight, organizational risk, HR technology, and accountability, without building governance infrastructure the organization cannot realistically maintain.
The session is the same. The context you bring is different, and it shapes every recommendation.
Margaret Spence built her career on the cost of people decisions gone wrong.
Margaret Spence is a Fractional AI Governance & Policy Advisor specializing in the intersection of AI, HR, Talent, employment decisions, policy, and workplace risk.
Former insurance risk executive. Decades inside the rooms where the financial consequences of bad HR decisions get counted, including more than $495 million in settled workplace claims across Fortune 500 companies.
Today, Margaret provides AI governance consulting and fractional advisory services to leaders navigating AI Use Policies, employment-related AI, HR technology, human oversight, governance responsibility, and workplace risk. She is the author of When AI Breaks the Law: AI Governance for Talent Leaders.
Organizations Margaret Has Worked With
Selected organizations from Margaret's consulting, advisory, speaking, and professional work.
A Fractional AI Governance & Policy Advisor gives leaders experienced outside guidance on AI policy, governance responsibilities, workplace AI risks, HR technology, employment-related AI, human oversight, and organizational decision-making without requiring a full-time internal AI governance leader.
Fractional advisory makes sense when AI-related questions are increasing but the organization is not ready for a full-time governance leader or a large consulting engagement. Common triggers include new AI laws, AI-enabled HR technology, employee AI use, board questions, policy development, vendor concerns, or unclear internal ownership.
An AI Use Policy addresses how employees and the organization should use AI, but it is only one part of governance. Broader AI governance addresses ownership, accountability, approved tools, risk assessment, human oversight, employment decisions, documentation, escalation, monitoring, and how AI-related decisions are managed across the organization.
AI governance usually crosses functions. The right ownership model depends on where AI is being used and the decisions it affects. An advisory session can help clarify responsibilities across HR, Legal, IT, Risk, Compliance, leadership, and the board.
HR should understand where AI is being used, what decisions or recommendations it influences, what data is involved, how vendors use AI, what human oversight exists, and what documentation and escalation processes are required. Governance should reflect both the technology and the employment decisions it affects.
HR, Talent, People, Risk, and Compliance leaders, executives, and nonprofit leaders who need an experienced outside advisor to pressure-test AI policy, governance, and workplace risk decisions without starting a large consulting engagement.
No. This session provides AI governance advisory services, not legal advice. When a question requires legal counsel, we will identify that issue and clarify the questions you should bring to counsel.
You are taken to a private client page, available only to advisory clients, where you choose your session time on Margaret's calendar.
All session purchases are final and non-refundable. Once your session is scheduled, we expect you to attend. You may reschedule up to three times with at least 24 hours' notice, and once with same-day notice. Your session must be used within six months of purchase.
No. The advisory session is one continuous two-hour block. The process builds from your situation to pressure-testing, gaps, and your three priority actions, and splitting it breaks that sequence.
Yes. The Organizational AI Governance Advisory Session includes up to five leaders from the same organization.
Nothing is required. If you have a current or draft AI Use Policy, a list of the AI tools in use, or the question that prompted you to book, bring it.
If the session shows the work needs ongoing support, you can discuss a fractional advisory or consulting engagement afterward. There is no obligation.
Bring it to a two-hour AI governance advisory session with Margaret Spence. We'll pressure-test the issue, identify what may be missing, and determine your three priority actions.
Two hours. Three priority actions. One-page leadership recap.
