AI exposure: Human Resources Managers
Plan, direct, or coordinate human resources activities and staff of an organization.
Reading this score
computed33.0% of this occupation's weighted task load is exposed, which puts Human Resources Managers at the 57th percentile of 923 occupations. The capability is largely there. Its average task scores 2.5 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 26 tasks it averages 2.32 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 Maintain records and compile statistical reports concerning personnel-related data such as..., at 70.0%. The least is Negotiate bargaining agreements and help interpret labor contracts, at 5.0%. A gap of 65.0% 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 management occupations, this one is less exposed than the median of 41.4% across the group's 56 roles, with 53 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 26 tasks, 11 are currently banded exposed, 12 assisted and 3 untouched. For that distribution to shift materially would take a change in who is permitted to sign the work, which is a question for regulators rather than for engineers. The score is re-computed every quarter against a fresh capability reference, and the change is published rather than quietly applied.
Task by task
26 tasks, O*NET 31.0| Task | Exposed | Assisted | Untouched | Importance | Band |
|---|---|---|---|---|---|
| Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | 70.0% | 30.0% | 0.0% | 3.75 | exposed |
| Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. | 66.7% | 33.3% | 0.0% | 3.68 | exposed |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | 60.0% | 15.0% | 25.0% | 3.37 | exposed |
| Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. | 58.3% | 29.2% | 12.5% | 4.05 | exposed |
| Prepare and follow budgets for personnel operations. | 55.0% | 20.0% | 25.0% | 3.90 | exposed |
| Prepare personnel forecast to project employment needs. | 55.0% | 20.0% | 25.0% | 3.50 | exposed |
| Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | 45.0% | 30.0% | 25.0% | 4.68 | exposed |
| Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. | 40.0% | 35.0% | 25.0% | 4.32 | exposed |
| Provide terminated employees with outplacement or relocation assistance. | 40.0% | 35.0% | 25.0% | 2.18 | exposed |
| Administer compensation, benefits, and performance management systems, and safety and recreation programs. | 31.2% | 31.2% | 37.5% | 3.91 | assisted |
| 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. | 30.0% | 45.0% | 25.0% | 4.00 | assisted |
| Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. | 29.2% | 33.3% | 37.5% | 3.19 | assisted |
| Identify staff vacancies and recruit, interview, and select applicants. | 27.2% | 31.1% | 41.7% | 4.05 | assisted |
| Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | 26.7% | 23.3% | 50.0% | 4.09 | exposed |
| Conduct exit interviews to identify reasons for employee termination. | 26.7% | 23.3% | 50.0% | 3.64 | exposed |
| Investigate and report on industrial accidents for insurance carriers. | 25.0% | 37.5% | 37.5% | 4.00 | assisted |
| Develop, administer, and evaluate applicant tests. | 23.3% | 26.7% | 50.0% | 2.84 | assisted |
| Contract with vendors to provide employee services, such as food service, transportation, or relocation service. | 23.3% | 26.7% | 50.0% | 2.43 | assisted |
| Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. | 20.0% | 30.0% | 50.0% | 3.64 | assisted |
| Oversee the evaluation, classification, and rating of occupations and job positions. | 20.0% | 30.0% | 50.0% | 3.57 | assisted |
| Analyze training needs to design employee development, language training, and health and safety programs. | 20.0% | 30.0% | 50.0% | 3.57 | assisted |
| Allocate human resources, ensuring appropriate matches between personnel. | 20.0% | 30.0% | 50.0% | 3.55 | assisted |
| Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | 18.3% | 31.7% | 50.0% | 4.48 | assisted |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | 17.5% | 20.0% | 62.5% | 4.55 | untouched |
| Represent organization at personnel-related hearings and investigations. | 6.7% | 18.3% | 75.0% | 4.41 | untouched |
| Negotiate bargaining agreements and help interpret labor contracts. | 5.0% | 20.0% | 75.0% | 4.33 | 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 | 2.46 | 0-4 |
| Embodiment | 0.28 | 0-3 |
| Presence | 1.47 | 0-3 |
| Accountability | 1.60 | 0-3 |
| Context | 2.32 | 0-3 |
| Verification cost | 1.77 | 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.