AI exposure: Human Resources Assistants, Except Payroll and Timekeeping
Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.
Reading this score
computed51.3% of this occupation's weighted task load is exposed, which puts Human Resources Assistants, Except Payroll and Timekeeping at the 89th percentile of 923 occupations. The capability is largely there. Its average task scores 3.0 out of 4 on what a current system can produce, and the frictions that hold other jobs in place are comparatively weak here.
What holds the line here is context. Across this occupation's 19 tasks it averages 1.79 out of 3, the highest of the five friction dimensions. In plain terms, the work depends on knowledge the model cannot hold. Much of this job runs on things that were never written down: what this particular organisation does, what happened last week, what the person across the table actually meant. That context is the barrier, and it erodes as systems are given more access.
The most exposed thing this job does is Examine employee files to answer inquiries and provide information for personnel actions, at 93.3%. The least is Prepare and set up for new employee orientations, at 0.0%. A gap of 93.3% between two parts of the same job is the reason this index publishes at task level. An occupation-wide number would have hidden both.
Within office and administrative support occupations, this one is less exposed than the median of 55.9% across the group's 51 roles, with 33 scoring higher. Being in an exposed family does not make a particular job exposed, and the reverse holds too.
What would move this score. Of 19 tasks, 13 are currently banded exposed, 5 assisted and 1 untouched. For that distribution to shift materially would take cheaper ways to verify output, since the cost of checking is currently doing more to hold this work in place than the cost of producing it. The score is re-computed every quarter against a fresh capability reference, and the change is published rather than quietly applied.
Task by task
19 tasks, O*NET 31.0| Task | Exposed | Assisted | Untouched | Importance | Band |
|---|---|---|---|---|---|
| Examine employee files to answer inquiries and provide information for personnel actions. | 93.3% | 6.7% | 0.0% | 3.67 | exposed |
| Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies. | 93.3% | 6.7% | 0.0% | 3.45 | exposed |
| Gather personnel records from other departments or employees. | 73.3% | 26.7% | 0.0% | 3.76 | exposed |
| Compile and prepare reports and documents pertaining to personnel activities. | 73.3% | 26.7% | 0.0% | 3.21 | exposed |
| Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. | 66.7% | 33.3% | 0.0% | 4.10 | exposed |
| Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. | 66.7% | 33.3% | 0.0% | 4.07 | exposed |
| Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability. | 50.0% | 25.0% | 25.0% | 3.74 | exposed |
| Explain company personnel policies, benefits, and procedures to employees or job applicants. | 45.0% | 30.0% | 25.0% | 4.03 | exposed |
| Provide assistance in administering employee benefit programs and worker's compensation plans. | 45.0% | 30.0% | 25.0% | 3.88 | exposed |
| Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. | 45.0% | 30.0% | 25.0% | 3.78 | exposed |
| Process and review employment applications to evaluate qualifications or eligibility of applicants. | 35.0% | 40.0% | 25.0% | 3.98 | assisted |
| Inform job applicants of their acceptance or rejection of employment. | 35.0% | 40.0% | 25.0% | 3.89 | assisted |
| Select applicants meeting specified job requirements and refer them to hiring personnel. | 35.0% | 40.0% | 25.0% | 3.80 | assisted |
| Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. | 35.0% | 40.0% | 25.0% | 3.75 | assisted |
| Administer and score applicant and employee aptitude, personality, and interest assessment instruments. | 35.0% | 40.0% | 25.0% | 3.54 | assisted |
| Interview job applicants to obtain and verify information used to screen and evaluate them. | 26.7% | 23.3% | 50.0% | 4.05 | exposed |
| Prepare badges, passes, and identification cards, and perform other security-related duties. | 26.7% | 23.3% | 50.0% | 3.38 | exposed |
| Arrange for in-house and external training activities. | 26.7% | 23.3% | 50.0% | 2.94 | exposed |
| Prepare and set up for new employee orientations. | 0.0% | 0.0% | 100.0% | 3.78 | untouched |
Task text and importance ratings sourced from O*NET 31.0. Shares computed. The occupation score is the importance-weighted mean.
Where the score comes from
judgedEvery task is scored through the standardised work activities it maps to. These are this occupation’s averages on the six rubric dimensions. Capability is what AI can do; the other five are what stands in the way.
| Dimension | Mean | Scale |
|---|---|---|
| Capability | 3.00 | 0-4 |
| Embodiment | 0.37 | 0-3 |
| Presence | 0.79 | 0-3 |
| Accountability | 1.26 | 0-3 |
| Context | 1.79 | 0-3 |
| Verification cost | 1.53 | 0-3 |
What this means in practice
Where most of a role's weighted task load is exposed, the work that survives is usually the part of the job nobody wrote into the job description: deciding what should be produced rather than producing it, and being answerable for the result. The tasks lowest on this page are a better guide to where to spend your time than any general advice about the future of work.
Occupations either side of this one
The four closest scores in the same occupational family, then the four closest anywhere in the index.
Read this carefully. Exposure is not displacement. A high score means current AI systems can produce this work, not that anyone will stop paying a person to do it. Adoption depends on economics, regulation and inertia that this index deliberately does not model. How the score is built.