HR in Action: Insights from the 2025 Upper Midwest Employment Law Institute

At Oppidan, we believe that investing in human resources means investing in people, and staying informed, compliant, and adaptable is a key part of that equation. Nikki Hauck, Oppidan’s VP of People Operations recently attended the 2025 Upper Midwest Employment Law Institute, a two-day conference filled with thought-provoking sessions and expert-led seminars on the evolving landscape of employment law.

This year’s event made one thing abundantly clear: the pace of change in employment law, especially in Minnesota, is accelerating. From compliance to policy writing, performance management to AI, HR leaders are being called to not only manage change but to lead with clarity, integrity, and foresight. That’s exactly what we aim to do at Oppidan.

Navigating Complex Employment Law

The diversity and depth of topics covered at the conference were impressive, including a session focused on “Answers to 20 of the Biggest Employment Law Questions Facing Employers in 2025.” The conversation highlighted the growing complexity of legal rulings at both state and federal levels and reminded us that employment policies must be living documents, constantly revisited as laws and court decisions evolve. This is especially important as Minnesota continues to roll out new regulations like Paid Family and Medical Leave (PFML) and Earned Sick and Safe Time (ESST). The session underscored the importance of remaining vigilant, proactive, and prepared to adjust when necessary.

Refreshing the Fundamentals: Documentation & Termination

In smaller companies like Oppidan where HR teams wear many hats, the fundamentals matter, including properly documenting employee performance and conduct. Sessions on this topic were a helpful refresher on the importance of not only keeping accurate records but also using the right documentation tools, like Performance Improvement Plans (PIPs), to support employees fairly and legally.

Another standout was “When, Why, and How to Terminate,” a creative, skit-based session led by Raphan & Smith. It approached termination scenarios with a blend of humor and strategy, emphasizing the importance of collaboration between HR and managers. As they shared, HR should be more than a policy enforcer, we should be the moral compass of an organization. That perspective resonated deeply with me and speaks to the way Oppidan views HR: as both guide and guardian of company values.

AI in HR: Proceeding with Caution

Perhaps the most thought-provoking session I attended was on “Vetting Artificial Intelligence in HR.” While there’s growing excitement around AI’s ability to streamline processes like resume screening, the session cautioned that bias can be built into even the most well-intentioned tools. For example, AI may unintentionally favor male candidates if it’s trained on past resumes that reflect historical hiring patterns.

At Oppidan, we are not afraid of innovation, but we are committed to preserving the human side of human resources. AI should support, not replace, the essential work of understanding people, fostering equity, and building relationships. Any move toward incorporating AI must be accompanied by clear internal policies and ongoing legal review, something we’re actively exploring as part of our forward-looking approach.

Bringing it Back to Oppidan

Attending the Upper Midwest Employment Law Institute reinforced what we’ve always known: HR is not a side function. Instead, it’s a strategic driver of business and culture. At Oppidan, we take that seriously. From refining policies to improving employee communication and embracing thoughtful innovation, we are constantly evolving our practices to ensure that our people feel seen, supported, and empowered.

We also understand that strong HR doesn’t happen by accident. It takes investment, ongoing education, and a willingness to lead from the front, and it’s why we remain committed to showing up for our team with clarity, compliance, and compassion.

If the law is always changing, then so must we. And at Oppidan, we’re proud to do so with purpose.