Human Resources Specialists

Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.

AI: Fully automatable - AI and RPA can fully prepare and maintain employment records in HRMS software, handling routine data entry, updates and audits reliably.

Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.

AI: Fully automatable - Providing consistent information about duties, compensation, benefits, schedules, and working conditions is routine and can be fully automated with chatbots, automated messaging, and knowledge bases.

Schedule or conduct new employee orientations.

AI: Fully automatable - Scheduling orientations and delivering standardized onboarding content (including interactive AI-driven modules and Q&A) can be fully automated with existing systems.

Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.

AI: Fully automatable - Maintaining and updating documents like org charts, handbooks, directories, and forms is a structured content task that AI and workflow automation can fully handle.

Review employment applications and job orders to match applicants with job requirements.

AI: Fully automatable - Reviewing applications and matching candidates to job requirements is a routine pattern‑matching task that current AI systems can fully automate with high accuracy.

Conduct reference or background checks on job applicants.

AI: Fully automatable - Coordinating and performing reference and background checks can be fully automated using integrated data providers, automated outreach, and AI analysis, with humans reviewing exceptions.

Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.

AI: Fully automatable - AI-powered sourcing tools and ATS integrations can search, aggregate, and rank qualified candidates across databases, web sources, and referrals at scale.

Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.

AI: Fully automatable - AI can create and deliver evidence-based training content, simulate role-plays, and provide guidelines for interviewing, appraisals, and counseling to managers.

Contact job applicants to inform them of the status of their applications.

AI: Fully automatable - Automated messaging, scheduling systems, and voice/chatbots can reliably contact applicants and update them on application status.

Analyze employment-related data and prepare required reports.

AI: Fully automatable - AI tools can analyze employment-related data, detect trends, and automatically prepare required reports and visualizations.

Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.

AI: Fully automatable - AI can perform statistical validation, bias/fairness checks, and recommend revisions to recruitment or selection criteria in line with professional and testing standards.

Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.

AI: Fully automatable - AI systems in 2025 can parse credentials, apply licensing rules, cross-check records, and make eligibility determinations per established guidelines with high reliability.

Interpret and explain human resources policies, procedures, laws, standards, or regulations.

AI: Partial - AI can interpret and explain routine HR policies and regulations, but nuanced legal interpretation, precedent and exception handling require human expertise and liability oversight.

Hire employees and process hiring-related paperwork.

AI: Partial - AI can fully automate hiring-related paperwork and workflow orchestration but cannot reliably make final hiring decisions that require human judgment, accountability, and legal responsibility.

Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.

AI: Partial - AI can assist intake, triage, evidence collection, and draft responses for employee relations issues but cannot fully replace human investigators and judgment in sensitive, legally fraught, or empathy‑dependent situations.

Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).

AI: Partial - AI can monitor legal updates, summarize guidance, and surface alerts, but accurate interpretation and organizational compliance decisions still require human legal/HR expertise and accountability.

Confer with management to develop or implement personnel policies or procedures.

AI: Partial - AI can draft policy options, analyze impacts, and simulate outcomes, but real implementation and stakeholder negotiation require human management involvement and discretion.

Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

AI: Partial - AI can screen, rank, and recommend qualified applicants, yet final selection and nuanced fit decisions typically remain the responsibility of human managers.

Conduct exit interviews and ensure that necessary employment termination paperwork is completed.

AI: Partial - AI can automate exit questionnaires and generate/complete termination paperwork but cannot fully replicate the nuanced, empathetic, and legally sensitive aspects of live exit interviews.

Interview job applicants to obtain information on work history, training, education, or job skills.

AI: Partial - AI can conduct structured interviews and collect work-history and skills data, but verification, deep probing, and high-stakes judgment still require human involvement.

Develop or implement recruiting strategies to meet current or anticipated staffing needs.

AI: Partial - AI can analyze hiring data and propose recruiting strategies and programmatic implementations, yet strategic development and contextual decision-making remain reliant on human leadership.

Advise management on organizing, preparing, or implementing recruiting or retention programs.

AI: Partial - AI can generate evidence-based advice for recruiting and retention programs, but tailoring, buy-in, and implementation oversight require human judgment and organizational context.

Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

AI: Partial - Scheduling and many online skill or cognitive tests can be automated, but administering supervised psychological assessments and physical drug testing requires human or onsite processes.

Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

AI: Partial - AI can perform literature review, analyze testing data, and draft recommendations but cannot fully replicate human stakeholder discussions and final managerial judgment.

Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.

AI: Partial - AI can automate outreach, matching, and scheduling with staffing agencies but cannot fully replace human negotiation and relationship management needed to secure placements.