Services
Our expertise builds proactive strategies, policies, and training to ensure peace of mind on workforce decisions involving pay, AI, and security.
Analyzing and Documenting with Audits
Internal governance programs perform the work to protect both developers of technologies and users of those technologies. It is a combination of complexity, overlap, and monitoring. Whether its AI, pay equity, wage transparency, or even security – the climate is changing.
Governance for each stakeholder is slightly different. Which one are you?
Together We Can
- Meet regulatory requirements with independent bias audits of automated employment decision tools (AEDTs).
- Craft clear and compliant notices to candidates and employees about AI, pay equity, security, and wage transparency.
- Ensure audit results, data inputs, and decision outcomes are properly logged and accurate.
- Conduct comprehensive risk assessments for AI, wages, security, and transparency.
- Implement human-in-the-loop systems for that provide oversight and intervention capabilities.
- Monitor evolving laws and regulations.
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Automated employment decision tool evaluations have become a standard requirement. As a trusted compliance partner, we help employers meet regulatory requirements by conducting independent bias audits of automated employment decision tools (AEDTs). These audits are essential in various jurisdictions and its quite the patchwork of enacted and drafted regulation. Our services are designed to identify and mitigate any discriminatory outcomes in hiring, promotion, or other employment decisions.
Providing notice and transparency for wages, AI, and security is critical. We assist organizations in crafting clear and compliant notices to candidates and employees. Our services include developing transparency protocols that explain what data is being used, how it’s processed, and the role it plays in decision-making—ensuring your practices align with emerging legal standards.
Maintaining documentation and records is important and changing. Our governance solutions include robust documentation support, helping you maintain detailed records of your designs, purpose, and performance. We ensure that audit results, data inputs, and decision outcomes are properly archived, making it easy to demonstrate compliance during regulatory reviews or legal challenges.
Performing risk assessments derisk the organization. We conduct comprehensive risk assessments to help you identify and address potential algorithmic discrimination, poor data readiness, unfair wage practices, and poor security protocols. Our team evaluates your tools’ impact on protected groups and recommends mitigation strategies to reduce legal and reputational risks.
Ensuring human oversight with new tools and technologies is now standard and we can support. We help implement human-in-the-loop systems that provide oversight and intervention capabilities. This ensures that critical decisions are not left solely to algorithms, inconsistent methods, or vulnerable practices.
Monitor evolving laws and regulation is required and we have you covered. With the regulatory landscape rapidly evolving, we keep you informed of new and changing state-level AI laws. Our ongoing compliance monitoring service ensures that your organization remains ahead of the curve, adapting quickly to new requirements in jurisdictions like California, Colorado, Hawaii, the EU, China, Australia, Brazil, and beyond.
Together We Can
- Author and release independent, third-party bias audits that meet regulation standards.
- Build and maintain documentation ensuring systems are defensible in the face of regulatory scrutiny.
- Implement comprehensive risk management frameworks.
- Provide clear, compliant notices to job applicants and employees.
- Stay informed of new laws, pending legislation, and enforcement trends.
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Bias audits are becoming a cornerstone of compliance. For example, under Colorado’s forthcoming Consumer Protections in Interactions with Artificial Intelligence Systems (CPIAIS), deployers of high-risk AI systems must implement annual impact assessments to detect and mitigate algorithmic discrimination. As a service provider, we offer independent, third-party bias audits that meet these legal standards and help demonstrate a duty of reasonable care—an essential defense under the law.
Transparency and documentation are also critical. Deployers are required to maintain detailed records of how their systems function, what data they use, and how decisions are made. In California, for instance, new regulations mandate that developers retain all relevant employment-related data for at least four years. We assist with building and maintaining this documentation, ensuring that your systems are not only compliant but also defensible in the face of regulatory scrutiny.
Risk management programs are another key requirement. Deployers must proactively assess and mitigate risks associated with their AI tools, especially those that could lead to discriminatory outcomes. Our team helps you design and implement comprehensive risk management frameworks tailored to your tools and target markets.
Notices and disclosures are increasingly mandated as well. Deployers must ensure that employers using their tools can provide clear, compliant notices to job applicants and employees. We support this by creating customizable disclosure templates and guidance that align with both state and federal expectations.
Stay ahead of regulatory changes is essential. With over 400 AI-related bills introduced across 41 states in the past year alone, the legal environment is anything but static. Our regulatory monitoring service keeps you informed of new laws, pending legislation, and enforcement trends—so you can adapt quickly and maintain compliance across jurisdictions.
Together We Can
- Bring clarity and credibility to AI compliance.
- Deliver the audits, assessments, and documentation clients need.
- Prove clients meet wage transparency and equity obligations.
- Ensure clients are HR secure before they act.
- Deliver solutions that are complete, defensible, and future-ready.
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We bring clarity and credibility to AI compliance. As employment regulations grow more complex and data-driven, law firms are increasingly relied upon to guide clients through a wide array of legal obligations—from AI governance to wage transparency and workplace equity. But many of these requirements demand not just legal interpretation, but technical validation, data analysis, and strategic foresight.
We deliver the audits, assessments, and documentation your clients need. We partner with law firms to provide the scientific, analytical, and strategic services that complement your legal counsel. Our team conducts independent bias audits, algorithmic impact assessments, and documentation reviews for AI tools used in employment decisions. We also serve as fact witnesses, able to testify to the methodologies, findings, and integrity of our evaluations—providing your firm with a credible, independent voice in regulatory or legal proceedings.
We help your clients meet wage transparency and equity obligations with confidence. Beyond AI, we help your clients meet the growing demands of wage transparency, solicitation, and equity laws now active in many states. We analyze job postings, compensation data, and internal communications to assess whether employers are meeting disclosure requirements and equity standards. Our evaluations go beyond surface-level checks—we examine whether the governance structures, language, and data support sustainable compliance and fair outcomes.
We ensure your clients are secure before they act. Compliance doesn’t start with audits—it starts with strategic workforce planning, data veracity, and cybersecurity readiness. Before any HR action is taken, we support strategic workforce planning using frameworks to help clients define their talent needs, assess gaps, and build resilient, future-ready teams. Employers must also ensure that their systems are secure, accurate, and their workforce strategy is aligned with future needs. We help organizations implement best practices in data and cybersecurity readiness for employment systems.
We help law firms deliver a complete, defensible, and future-ready solution. We combine legal insight with technical rigor and strategic foresight to offer law firms and their clients a comprehensive compliance solution. Let’s collaborate to elevate your firm’s service offering and deliver unmatched value and peace of mind to your clients.
Together We Can
- Tell a credible, data-backed story to investors.
- Translate complex HR and AI data into investor-grade disclosures.
- Ensure human capital metrics are more than just numbers.
- Secure employment systems before disclosures are made.
- Align workforce strategy with long-term investor expectations.
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We help you tell a credible, data-backed story to investors. As human capital becomes a central pillar of ESG and financial reporting, investor relations teams are under pressure to provide meaningful, consistent, and data-driven disclosures. The SEC’s evolving requirements now call for more than just headcount and compensation figures—they demand insight into how companies manage, develop, and protect their workforce. We help you meet these expectations with clear, evidence-based reporting that aligns with both regulatory standards and investor priorities.
We translate complex HR and AI data into investor-grade disclosures. Our team specializes in analyzing the use of AI and human actions in employment systems and translating that into transparent, auditable disclosures. We assess the governance, fairness, and risk mitigation strategies in place—and provide the documentation needed to satisfy both regulators and institutional investors. We also advocate and are a source for your media contacts and independent analysts, offering independent validation of your practices when needed.
We ensure your human capital metrics are more than just numbers. We go beyond surface-level reporting to evaluate whether your human capital disclosures reflect real governance, equity, and strategic alignment. From leadership training investments to employee retention and AI augmentation, we assess whether your internal data supports the narrative you’re sharing with the market—and help you refine that narrative to build investor confidence.
We secure your employment systems before disclosures are made. Before any metrics are reported, your systems must be secure. We help CIOs and HR leaders implement cybersecurity best practices for employment platforms, ensuring that sensitive workforce data is protected and compliant with both SEC expectations and broader data protection laws. This foundational work reduces risk and reinforces the credibility of your disclosures.
We align workforce strategy with long-term investor expectations. We support strategic workforce planning that aligns with your business goals and investor messaging. Using proven frameworks, we help you identify talent gaps, forecast future needs, and demonstrate how your workforce strategy supports long-term value creation—an increasingly important theme in investor communications.
Together, we help you meet regulatory demands and market expectations. By combining technical rigor, regulatory insight, and strategic foresight, we help investor relations teams and CIOs deliver credible, defensible, and forward-looking human capital disclosures. Let’s work to strengthen your market position and build lasting trust with investors.
Strategic Workforce Planning
Identifying Work Done by Humans + Tech + AI
Strategic Workforce Planning (SWP) identifies the critical work and develops a systematic plan to ensure the right combination of employees, contractors, AI agents, and technology to achieve current and future business goals.
Driven by the long-term strategy, and adjustments for economic changes, four (4) processes to smart and secure activities in recruitment, learning, mobility, and AI design and usage.
This is the process of ensuring that workforce strategies and initiatives are directly tied to an employer’s mission, goals, and priorities. This alignment ensures that human capital and AI efforts support the broader strategic direction of the organization, enabling the company to effectively meet current and future mission requirements.
How Aspen Derisks Your Workforce
By aligning workforce planning with the monetary and future goals, we ensure that every hiring, training, and deployment decision supports the broader strategic direction. This minimizes the risk of investing in roles or skills that don’t contribute to success. Strategic Alignment prepares the employer to scale up or pivot quickly in response to crises, policy changes, or technological shifts. This reduces the risk of being caught unprepared or understaffed.
Workforce Capacity interprets tasks to be performed to achieve to plans and multi-year strategic goals. Identifying critical work and tasks are that are inherently employee oriented is critical. Workforce Capability is the collective knowledge (K), skills (S), and abilities (A) of the workforce. This includes the technical skills required for tasks designated in Workforce Capacity and also broader competencies that contribute to organizational effectiveness.
How Aspen Derisks Your Workforce
Both answers how many people do we need, how many need to be employees, which tasks can be automated, and which can be executed by AI agents, to avoid underperforming. If human or tech assets are scarce, perhaps skills can be enhanced with AI literacy and agent creation. If investment in AI literacy is low or not available, then deployments in learning, outsourcing, and talent acquisition can be considered.
Workforce Analytics are systematic and strategic process used to review and weave together the needs of Capacity and Capability. It is important to review workforce and performance data, and generating evidence-based metrics to support decisions related to recruitment, staffing, training, and workforce development. Combining external talent intelligence, internal operations data, and financial outcomes related to workforce decisions are all part of this element.
How Aspen Derisks Your Workforce
Analytics answers what has happened, why it has happened, is it unusual, and what will likely occur. With data integrity, measurements, and context, the evidence is present to address the Risk Analysis process.
You know how many, how tasks and skills needed, and the stories that need to be told. Or so you think. Actually, you are now ready to assess if your capacity, capabilities, and analytics have gaps, risks, or vulnerabilities to achieve their goals. The budget may be tight, variables could bring in risk, and your current tactics may need adjustments.
How Aspen Derisks Your Workforce
It is time to make decisions on where you will invest in changes to tech or management, and what needs to be retired in how you recruit, retain, educate, and release personnel and processes. These are employment actions. We map what you do, what needs to stay, what needs to alter, and what needs to go.