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.
U.S. Workers
92,580
Median Salary
$49,440
10-Year Growth
-7.1%
Annual Openings
9,000
Typical entry: Associate's degree
19 of 19 tasks have some AI capability
Exposure Trend
This score reflects estimated AI technical capability for tasks in this occupation. It does not predict employment changes, and it does not account for company-specific constraints, regulation, or adoption barriers.
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.
AI: Fully automatable - Recording employee data is a structured administrative task that can be fully automated through HRIS integration and automated data entry workflows.
Process and review employment applications to evaluate qualifications or eligibility of applicants.
AI: Fully automatable - AI can parse and evaluate applications, match qualifications to eligibility criteria, and score candidates using ATS integrations and models.
Inform job applicants of their acceptance or rejection of employment.
AI: Fully automatable - AI can automatically generate and send personalized acceptance or rejection communications based on hiring decisions and workflow triggers.
Select applicants meeting specified job requirements and refer them to hiring personnel.
AI: Fully automatable - AI can shortlist applicants who meet specified job requirements and automatically refer them to hiring personnel through workflow automation.
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
AI: Fully automatable - AI can answer routine and many complex questions by accessing HR knowledge bases, policy documents, and benefits systems and escalate ambiguous cases when needed.
Gather personnel records from other departments or employees.
AI: Fully automatable - With system integrations and proper access controls, AI and RPA can automatically locate and retrieve personnel records from other departments or employees.
Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.
AI: Fully automatable - Posting job ads and notifying eligible workers are routine, rules-based operations that modern ATS and API-connected services (augmented by generative copywriting) can fully automate.
Examine employee files to answer inquiries and provide information for personnel actions.
AI: Fully automatable - AI can examine digital employee files to extract facts, answer inquiries, and produce summaries used for personnel actions.
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
AI: Fully automatable - Administration and scoring of standardized aptitude, personality, and interest assessments are well-supported by automated testing platforms and scoring algorithms.
Compile and prepare reports and documents pertaining to personnel activities.
AI: Fully automatable - AI can compile, analyze, and format reports and documents about personnel activities automatically from HR systems and databases.
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
AI: Partial - Document processing, verification, and maintenance can be largely automated, but sensitive, discretionary, or legally complex HR matters need human involvement.
Interview job applicants to obtain and verify information used to screen and evaluate them.
AI: Partial - AI can conduct structured screening interviews and verify stated facts at scale but lacks full human judgment for nuanced interviews and complex interpersonal assessments.
Explain company personnel policies, benefits, and procedures to employees or job applicants.
AI: Partial - AI chatbots can explain standard policies and answer FAQs effectively, but nuanced, case‑specific guidance and legally sensitive explanations require human HR judgment.
Provide assistance in administering employee benefit programs and worker's compensation plans.
AI: Partial - AI can automate enrollment, routing, and routine administration for benefits and workers' comp, but complex claims management and discretionary decisions still need human handlers.
Prepare and set up for new employee orientations.
AI: Partial - AI can schedule orientations, prepare materials, and coordinate logistics but cannot perform physical room setup or in-person tasks.
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
AI: Partial - AI can automate outreach and integrate with background-check vendors, but contacting law enforcement and verifying sensitive records often requires human-managed consent, legal validation, or third‑party manual processes.
Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
AI: Partial - AI can search and assemble information for authorized requests but identity verification, consent, and legal compliance checks often require human oversight or governance.
Prepare badges, passes, and identification cards, and perform other security-related duties.
AI: Partial - Designing and printing badges can be fully automated, but physical issuance, identity proofing, and other security duties frequently require human oversight or on-site actions.
Arrange for in-house and external training activities.
AI: Partial - Scheduling and logistical arrangements for training can be largely automated, but selecting curriculum, instructor quality assessment, and strategic training decisions still need human judgment.