EasyLlama’s 2026 Compliance Leaders of the Year
A list to celebrate 12 leaders breaking barriers and setting new standards in compliance and security training.
In 2026, the organizations that win won’t be the ones with the longest policies or the most training modules. They’ll be the ones willing to learn from experience, from each other, and from the people actually doing the work.That belief is what led to the very first edition of EasyLlama’s Compliance and Security Leaders of the Year.At EasyLlama, we work closely every day with leaders across HR, compliance, legal, and security, giving us a front-row seat to work that often goes unseen.They’re the ones thinking about risk before it becomes a headline, protecting employees in moments that matter, and translating complex regulations and evolving threats into guidance people can easily follow. It’s demanding, often invisible work, and it’s rarely celebrated.We want to change that.The individuals featured here are the people shaping what effective compliance and security training really looks like heading into 2026. They’re navigating AI adoption, cyber threats, workplace safety, harassment prevention, and constant regulatory change.These leaders are making real decisions, learning from what works and what doesn’t, and adjusting in real time to protect both their people and their organizations.We believe the best learning comes from listening to practitioners who are in the trenches, asking better questions, challenging outdated assumptions, and building programs that actually stick. That’s how organizations progress their compliance and security training from a check-the-box exercise into a culture built on trust and accountability.This zine (a micro magazine) is our way of recognizing that work.Without further ado, meet EasyLlama’s Compliance and Security Leaders of the Year—not because they have all the answers, but because they’re doing the work, sharing what they’ve learned, and raising the bar for all of us.As we head into 2026, my hope is that their insights spark new conversations, new ideas, and a renewed commitment to learning from the people who believe learning should be continuous and workplaces should be risk-free.Here’s to a safe and compliant year ahead of us.— Sam
CEO & Founder, EasyLlama
CEO & Founder, EasyLlama
2026 is the Year of AI-Ready Governance
Dominique West
Cybersecurity and Governance Expert
“AI-related training is important for 2026 because we are very quickly approaching the halfway point of all employees using AI for work-related tasks (currently sitting at 45%). I have no doubts that number will continue to increase rapidly, making it a priority for leaders to ensure that the organizations we lead have clear guidance, guardrails, and accountability for safe AI use.
As AI becomes embedded in how decisions are made, content is created, and data is handled, organizations must ensure their workforce understands how to use these tools responsibly, securely, and in alignment with company values and regulatory expectations. AI-ready governance training helps organizations move from reactive risk management to proactive enablement.
This will reduce risk while empowering teams to innovate and work with confidence.”
Cybersecurity and Governance Expert
“AI-related training is important for 2026 because we are very quickly approaching the halfway point of all employees using AI for work-related tasks (currently sitting at 45%). I have no doubts that number will continue to increase rapidly, making it a priority for leaders to ensure that the organizations we lead have clear guidance, guardrails, and accountability for safe AI use.
As AI becomes embedded in how decisions are made, content is created, and data is handled, organizations must ensure their workforce understands how to use these tools responsibly, securely, and in alignment with company values and regulatory expectations. AI-ready governance training helps organizations move from reactive risk management to proactive enablement.
This will reduce risk while empowering teams to innovate and work with confidence.”
2026 is the Year of Soft Skills
Dan Snyder
Recruiting & Technical Manager
“2026 isn’t about discovering soft skills - it’s about recommitting to them. Clear communication, accountability, empathy, and adaptability have always been the backbone of strong teams and effective leadership.
As roles evolve and expectations grow, these skills remain the constant that drives performance, builds trust, and develops people. The more intentional we are about strengthening them, the stronger our teams and leaders become.”
Recruiting & Technical Manager
“2026 isn’t about discovering soft skills - it’s about recommitting to them. Clear communication, accountability, empathy, and adaptability have always been the backbone of strong teams and effective leadership.
As roles evolve and expectations grow, these skills remain the constant that drives performance, builds trust, and develops people. The more intentional we are about strengthening them, the stronger our teams and leaders become.”
2026 is the Year of Harassment Prevention
Pooja Samuel
Director of People & Culture
“If you ask me why harassment prevention training is the most important focus for 2026, it really comes down to risk. Risk is higher than ever at every organization.
We’re seeing more complex workplace dynamics from remote work setups to changes to DEI initiatives at the federal level, which means there’s faster escalation – and confusion – when issues go unaddressed. At the same time, employees are more aware of their rights and more willing to speak up. If organizations don’t invest in prevention-focused training that teaches people how to recognize issues early and intervene appropriately, they’re going to stay in reaction mode.
And by then, the damage to employees, culture, and the business–is already done”
Director of People & Culture
“If you ask me why harassment prevention training is the most important focus for 2026, it really comes down to risk. Risk is higher than ever at every organization.
We’re seeing more complex workplace dynamics from remote work setups to changes to DEI initiatives at the federal level, which means there’s faster escalation – and confusion – when issues go unaddressed. At the same time, employees are more aware of their rights and more willing to speak up. If organizations don’t invest in prevention-focused training that teaches people how to recognize issues early and intervene appropriately, they’re going to stay in reaction mode.
And by then, the damage to employees, culture, and the business–is already done”
2026 is the Year of Phishing Prevention
Emily Fieser
Director of Culture & Development
“Phishing prevention deserves center stage in 2026 because it’s one of the rare trainings that can immediately stop a major breach with a single informed click (or non-click). As attackers leverage AI to create more convincing scams, team members need modern, realistic training to stay ahead.
When organizations invest in phishing prevention, they're not just checking a compliance box; they’re building a safer, more cyber-literate workforce. It’s one of the smartest, highest-ROI trainings leaders can prioritize this year.”
Director of Culture & Development
“Phishing prevention deserves center stage in 2026 because it’s one of the rare trainings that can immediately stop a major breach with a single informed click (or non-click). As attackers leverage AI to create more convincing scams, team members need modern, realistic training to stay ahead.
When organizations invest in phishing prevention, they're not just checking a compliance box; they’re building a safer, more cyber-literate workforce. It’s one of the smartest, highest-ROI trainings leaders can prioritize this year.”
2026 is the Year of Defensible AI Decisions
Mike Peditto
Fractional TA Leader & Author
“The most important training for 2026 is helping hiring leaders make defensible AI decisions. AI tools are increasingly influencing who gets screened, interviewed, and hired, yet many HR and TA teams are being asked to use these systems without clear guidance on risk, bias, or accountability. As regulations, audits, and candidate scrutiny increase, 'we trusted the tool' will not be an acceptable answer.
Training leaders to ask the right questions about how AI works, how decisions are made, and how outcomes can be explained is no longer optional, it’s a compliance requirement. Defensible AI decisions protect candidates, teams, and organizations before issues become legal, reputational, or cultural failures.”
Fractional TA Leader & Author
“The most important training for 2026 is helping hiring leaders make defensible AI decisions. AI tools are increasingly influencing who gets screened, interviewed, and hired, yet many HR and TA teams are being asked to use these systems without clear guidance on risk, bias, or accountability. As regulations, audits, and candidate scrutiny increase, 'we trusted the tool' will not be an acceptable answer.
Training leaders to ask the right questions about how AI works, how decisions are made, and how outcomes can be explained is no longer optional, it’s a compliance requirement. Defensible AI decisions protect candidates, teams, and organizations before issues become legal, reputational, or cultural failures.”
2026 is the Year of Safety
Sarah MacKay
Director of Human Resources
“While the vast majority of employees would say they feel very safe at work, the truth of the matter is that in some industries, like retail, there is an ever-growing list of threats that can impact organizations.
Of course, we all know about workplace safety, food safety and the like, but educating employees on more nuanced areas like credit card safety, information and internet security and dealing with upset customers and shoplifters can prove crucial in their day-to-day roles.”
Director of Human Resources
“While the vast majority of employees would say they feel very safe at work, the truth of the matter is that in some industries, like retail, there is an ever-growing list of threats that can impact organizations.
Of course, we all know about workplace safety, food safety and the like, but educating employees on more nuanced areas like credit card safety, information and internet security and dealing with upset customers and shoplifters can prove crucial in their day-to-day roles.”
2026 is the Year of Skills That Stick
Stephanie Reeves
Manager of Employee Development & Recruiting
“Skills that Stick are built through continuous learning, not one-and-done training that quickly fades. Ongoing development allows employees and supervisors to consistently apply what they learn, build confidence, and strengthen performance over time.
By revisiting key concepts and adapting training to real-world challenges, learning becomes practical and relevant rather than theoretical. Continuous training reinforces expectations, supports growth as roles evolve, and turns knowledge into action.
When learning is sustained, skills become habits—and habits are what truly stick.”
Manager of Employee Development & Recruiting
“Skills that Stick are built through continuous learning, not one-and-done training that quickly fades. Ongoing development allows employees and supervisors to consistently apply what they learn, build confidence, and strengthen performance over time.
By revisiting key concepts and adapting training to real-world challenges, learning becomes practical and relevant rather than theoretical. Continuous training reinforces expectations, supports growth as roles evolve, and turns knowledge into action.
When learning is sustained, skills become habits—and habits are what truly stick.”
2026 is the Year of Adaptive Learning
Adam Juran
Strategic Talent Partner
“The most important training in 2026 is built on an adaptive learning mindset. One that encourages employees to stay curious, question outdated guidance, and remain open to change.
Regulations, technologies, processes, and workplace expectations are evolving too quickly for static, once-a-year training to remain effective.
When people rely on old rules or assumptions, even with good intent, organizations are exposed to unnecessary risk. Adaptive learning supports this mindset by delivering timely updates, real-world scenarios, and role-relevant guidance that reflect current expectations.
By keeping learning current and responsive, teams can adapt faster while maintaining compliance.
In 2026, the organizations that thrive will be those that foster curiosity, intentionally support unlearning outdated practices, and embed the ability to learn and apply new knowledge into how work actually gets done.”
Strategic Talent Partner
“The most important training in 2026 is built on an adaptive learning mindset. One that encourages employees to stay curious, question outdated guidance, and remain open to change.
Regulations, technologies, processes, and workplace expectations are evolving too quickly for static, once-a-year training to remain effective.
When people rely on old rules or assumptions, even with good intent, organizations are exposed to unnecessary risk. Adaptive learning supports this mindset by delivering timely updates, real-world scenarios, and role-relevant guidance that reflect current expectations.
By keeping learning current and responsive, teams can adapt faster while maintaining compliance.
In 2026, the organizations that thrive will be those that foster curiosity, intentionally support unlearning outdated practices, and embed the ability to learn and apply new knowledge into how work actually gets done.”
2026 is the Year of Upskilling
Katie Huey
Learning & Growth Coordinator
“In a world of constant flux, organizations are only as adaptable as their people. Teams are vulnerable to losing top talent if they don’t invest in holistic training development.
According to the 2025 LinkedIn Workplace Learning Report: “only 36% of organizations fall into the category of career development champions with robust training programs that yield business results.” By investing in career development and the overall employee learning experience with leadership training and internal mobility, companies build loyalty, energy, and innovation for the next era of work.”
Learning & Growth Coordinator
“In a world of constant flux, organizations are only as adaptable as their people. Teams are vulnerable to losing top talent if they don’t invest in holistic training development.
According to the 2025 LinkedIn Workplace Learning Report: “only 36% of organizations fall into the category of career development champions with robust training programs that yield business results.” By investing in career development and the overall employee learning experience with leadership training and internal mobility, companies build loyalty, energy, and innovation for the next era of work.”
2026 is the Year of Employee Empowerment
Angela Glasson
HR Business Partner
“As the workplace continues to evolve, training must also evolve with it to meet employees where they are to build confidence across compliance, security, and core skill sets.
Employees are navigating new ways of working, communicating, and making decisions every day, and training should support them with guidance that reflects real-world challenges. Accessible, engaging training grounded in practical scenarios helps employees understand expectations and make informed choices that protect both themselves and the organization.
By delivering training that is relevant, practical, and employee-centered, organizations move beyond one-time completion and give employees the tools to act with confidence. This means prioritizing real-world scenarios, reinforcing learning throughout the year, and designing training around how employees work.
When employees are equipped to apply what they’ve learned, training drives meaningful behavior change and builds a workplace where people feel supported, capable, and trusted to act.”
HR Business Partner
“As the workplace continues to evolve, training must also evolve with it to meet employees where they are to build confidence across compliance, security, and core skill sets.
Employees are navigating new ways of working, communicating, and making decisions every day, and training should support them with guidance that reflects real-world challenges. Accessible, engaging training grounded in practical scenarios helps employees understand expectations and make informed choices that protect both themselves and the organization.
By delivering training that is relevant, practical, and employee-centered, organizations move beyond one-time completion and give employees the tools to act with confidence. This means prioritizing real-world scenarios, reinforcing learning throughout the year, and designing training around how employees work.
When employees are equipped to apply what they’ve learned, training drives meaningful behavior change and builds a workplace where people feel supported, capable, and trusted to act.”
2026 is the Year for Building Trust in an AI Economy
Conor Sherman
CISO & Podcast Host
“As we approach an era where agentic AI becomes central to business operations, effective training is no longer optional—it is the cornerstone of strategy. Beyond simply aligning talent with technology, comprehensive education is the only way to ensure secure and scalable AI systems.
It transforms employees into active stewards of AI governance, capable of navigating complex compliance landscapes, while fostering smarter adoption strategies that prioritize efficiency over novelty.
By equipping the workforce to manage security risks and ethical deployment, we ensure the transition to AI protects data, benefits society, and empowers humans to focus on high-value innovation.”
CISO & Podcast Host
“As we approach an era where agentic AI becomes central to business operations, effective training is no longer optional—it is the cornerstone of strategy. Beyond simply aligning talent with technology, comprehensive education is the only way to ensure secure and scalable AI systems.
It transforms employees into active stewards of AI governance, capable of navigating complex compliance landscapes, while fostering smarter adoption strategies that prioritize efficiency over novelty.
By equipping the workforce to manage security risks and ethical deployment, we ensure the transition to AI protects data, benefits society, and empowers humans to focus on high-value innovation.”
2026 is the Year of Matching Training to How People Learn
Sarah Hamilton
Head of People
“2026 is the year organizations finally align compliance and security training with how people actually learn. Employees no longer have the time, or the tolerance, for long, generic courses that interrupt their work and fail to stick.
Training must be easy to access, short enough to fit into busy schedules, and engaging enough to hold attention from start to finish. Modern learners expect stop-and-go experiences they can complete on their own terms, whether on a desktop at work or on a mobile device while on the move. Meeting learners where they’re at also means designing training that adapts to different roles, responsibilities, and risk profiles instead of relying on one-size-fits-all content.
When courses and trainings reflect an employee’s real job, company policies, and day-to-day decisions, they become relevant and proactive, rather than reactive. In 2026, effective compliance and security training is all about delivering learning that fits naturally into how people work, learn, and retain information.”
Head of People
“2026 is the year organizations finally align compliance and security training with how people actually learn. Employees no longer have the time, or the tolerance, for long, generic courses that interrupt their work and fail to stick.
Training must be easy to access, short enough to fit into busy schedules, and engaging enough to hold attention from start to finish. Modern learners expect stop-and-go experiences they can complete on their own terms, whether on a desktop at work or on a mobile device while on the move. Meeting learners where they’re at also means designing training that adapts to different roles, responsibilities, and risk profiles instead of relying on one-size-fits-all content.
When courses and trainings reflect an employee’s real job, company policies, and day-to-day decisions, they become relevant and proactive, rather than reactive. In 2026, effective compliance and security training is all about delivering learning that fits naturally into how people work, learn, and retain information.”
Our goal is to help organizations of all shapes and sizes create safer, smarter, and more compliant workplaces.That’s why it's important to us to spotlight leaders who are in the trenches of workplace training and share their very real insights into what will make an impact.In honor of the incredible knowledge these leaders have shared with us about the training that matters most heading into 2026, our team created an Employee Training Framework Checklist to help turn those insights into action.We’ve included this checklist in the zine to give teams a clear, practical starting point for building training programs that protect their people, strengthen their culture, and scale with confidence.
Empower Your People. Strengthen Your Workplace.
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