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How exposed to AI is a Human Resources Manager?

Of the 26 tasks O*NET lists for human resources managers, 4 could be done in half the time with a chat window today. 6 cannot be sped up at all. Here is which.

Exposure means published research judged an AI could halve the time a task takes, at the same quality. It does not mean the task stops needing a person. How to read this

Also called
Employee Relations ManagerHR Admin Director (Human Resources Administration Director)HR Director (Human Resources Director)HR Manager (Human Resources Manager)HR Ops Manager (Human Resources Operations Manager)HR VP (Human Resources Vice President)Recruitment Director
Reachable today Needs software built first Cannot be sped up
26
tasks rated for this occupation
95%
hold a degree, from a survey of 22
167k
people do this job in the US
17 of 56
least protected in management
What the split says

Four of twenty-six tasks are reachable today, which is low for a job at this level, and 62 per cent sits in the band that needs software building first. That middle band is the story of this role.

What is protected is what you would expect from a manager: dealing with understaffing, representing the organisation at hearings, interviewing and selecting, running inductions, handling the staffing problems nobody else wants. What is already reachable is the writing and advising around all of it.

The interesting question here is not what an AI can do to this job. It is that more than half the role sits behind tools nobody has built, and the person best placed to specify those tools is the person doing the job. That is a different opportunity from the one most people are being sold.

Every task, and what AI can do with it

These are O*NET's task statements for this occupation, exactly as written, sorted into the three bands by the ratings behind this report. Nothing has been reworded.

Reachable with a chat window today

4
  • Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes
  • Prepare personnel forecast to project employment needs
  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits
  • Provide terminated employees with outplacement or relocation assistance

Only with software built on top

16
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements
  • Negotiate bargaining agreements and help interpret labor contracts
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations
  • Administer compensation, benefits, and performance management systems, and safety and recreation programs
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices
  • Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization
  • Allocate human resources, ensuring appropriate matches between personnel
  • Oversee the evaluation, classification, and rating of occupations and job positions
  • Analyze training needs to design employee development, language training, and health and safety programs
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends
  • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates
  • Prepare and follow budgets for personnel operations
  • Conduct exit interviews to identify reasons for employee termination
  • Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards
  • Contract with vendors to provide employee services, such as food service, transportation, or relocation service

Cannot be sped up

6
  • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
  • Represent organization at personnel-related hearings and investigations
  • Identify staff vacancies and recruit, interview, and select applicants
  • Investigate and report on industrial accidents for insurance carriers
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives
  • Develop, administer, and evaluate applicant tests
What this does not say

This is not a prediction about your job

Nobody surveyed an employer. Tasks are counted equally, so a percentage here is a share of the list rather than a share of your week. And the ratings were made in 2023, which makes every figure a floor rather than a ceiling.

It must never be used to select anyone for redundancy. The full limits are here.

Where to go next

This is the standard task list for the title. The useful next question is which of the tasks you actually do should go near AI, and which should not.

Sort your own tasks Read the full report

Exposure ratings from Eloundou, Manning, Mishkin and Rock, GPTs are GPTs: Labor market impact potential of LLMs, Science 384, 1306–1308, 2024, used under the MIT licence. This page includes information from the O*NET Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. People Team AI has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications. Employment figures from the US Bureau of Labor Statistics.