HR Executive's analysis warns that California's pending AI hiring legislation and the EEOC's first AI discrimination settlement signal a shifting legal landscape requiring proactive HR strategies. Employment lawyer Melanie Ronen emphasizes that existing anti-discrimination laws already prohibit AI bias while new regulations highlight algorithmic risks across demographics. This practitioner-focused assessment advises HR leaders to establish systems ensuring AI tools don't favor or exclude specific groups, maintain vendor compliance oversight, and align with best practices regardless of jurisdiction-specific legislation as lawmakers increasingly prioritize AI regulation in employment contexts.