Navigating Health Law Regulations In The Era Of AI-Enabled Healthcare: Reframing HRD Practices For Compliance Training, Ethical Leadership, And Workforce Vulnerability Mitigation

Abstract

The rise of artificial intelligence in healthcare (from smarter diagnostics and tailored therapies to smoother workflows) has brought remarkable gains, but it has also tangled organizations in a web of new legal demands. Regulations like HIPAA's privacy rules, the EU's AI Act, and FDA oversight of AI tools now require healthcare providers to tackle issues such as algorithmic bias, liability for errors, and data security risks, all while managing heavy compliance loads. This paper examines how these evolving health law requirements affect the people who deliver care and argues for a fresh approach in human resource development (HRD) to meet the resulting challenges. The aim is to show why conventional training and leadership practices fall short and to offer practical ways forward that strengthen both compliance and workforce well-being. Using doctrinal analysis, the study identifies critical gaps: traditional methods struggle with AI-driven vulnerabilities, including job losses from automation, stress from constant regulatory change, loss of professional autonomy amid opaque algorithms, and widened inequities for underrepresented staff. The findings reveal that HRD must play a more strategic role in bridging law and workplace realities. A reframed model is proposed, built around immersive scenario-based compliance training, ethical leadership programs that promote accountability and trust, and targeted measures to ease vulnerabilities through upskilling and fairness checks. Recommendations call on HRD practitioners to embrace experiential learning designs, prioritize leadership development for AI-era dilemmas, and weave equity reviews into technology adoption.