Marko Đuričić is a lawyer with over a decade of experience in business law, with a particular focus on personal data protection, artificial intelligence, and technology law. He graduated from the Faculty of Law at the University of Zagreb in 2012. He currently works as a Senior Legal and Data Protection Counsel at Visage Technologies, a technology company specializing in AI solutions, where he advises daily on GDPR and EU AI Act compliance, conducts legal risk assessments for AI products, and provides guidance on all legal matters within the company. He has gained hands-on experience with biometric data and the regulatory implications of AI systems directly in practice.
He also works as an independent consultant (SummIT Lex), providing business advisory services in the implementation of EU regulations in the fields of data protection, AI, and information security. Previously, he led an in-house legal team at Hrvatska pošta, where he advised on strategic projects, contractual relationships, M&A transactions, and business processes. His earlier experience also includes working at several law firms.
What you can expect at the ‘AI in HR: Decisions Without a Safety Net’
This workshop is designed for HR managers, HR business partners, and HR professionals who want to make clear and responsible decisions about introducing AI tools into HR processes.
The workshop is led by a legal expert who provides a practical framework for thinking: how to assess AI solutions, what you are actually buying, and where the key risks lie. The introductory part sets a clear context without going into theory, focusing instead on decision-making in real business situations.
The central part of the workshop is interactive. Participants work in groups and enter a simulated business scenario in which they must decide on the selection of an AI tool. They are provided with descriptions of fictional AI HR solutions, written in a realistic “vendor” style, with varying levels of functionality, automation, and risk.
Each group’s task is to select a tool and prepare a short pitch to the Management Board: why that particular tool, which functionalities it offers, and with what implications. Through this process, participants are not looking for the “correct answer,” but rather developing the ability to identify risks, understand trade-offs, and make decisions in a context that is not always clear or unambiguous.
The final part includes brief presentations and a discussion, with a reflection on the selected approaches and insights into which options carry greater risk—and what that means for everyday HR practice.