Will human resources assistants be replaced by AI?
Updated
Human resources assistants score 66 of 100 for AI exposure. The largest share of their task time, 65%, is work AI speeds up while they stay in charge. AI can take over 31% outright, and 4% stays with people.
- 31% AI can do it
- 65% AI helps
- 4% Needs a person
High exposure
Higher than 97% of the 923 occupations we scored.
Task by task
We graded 19 tasks, listed here from most to least exposed. AI can do 6 of them today, speeds up 12 and leaves 1 to people.
| Task | AI exposure |
|---|---|
| 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. Structured data entry from HR systems and forms is highly automatable. | 80% AI can do it |
| Compile and prepare reports and documents pertaining to personnel activities. Generating personnel reports from existing data is routine document work. | 75% AI can do it |
| Inform job applicants of their acceptance or rejection of employment. Acceptance and rejection notices are routine letters AI can draft. | 74% AI can do it |
| Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. Posting jobs and notifying eligible workers is largely software-driven. | 72% AI can do it |
| Administer and score applicant and employee aptitude, personality, and interest assessment instruments. Online assessments are administered and scored by software already. | 72% AI can do it |
| Explain company personnel policies, benefits, and procedures to employees or job applicants. LLMs can answer policy and benefit questions from company documents. | 68% AI can do it |
| Process and review employment applications to evaluate qualifications or eligibility of applicants. AI can screen applications against criteria, but a person is responsible for decisions. | 68% AI helps |
| Select applicants meeting specified job requirements and refer them to hiring personnel. Matching applicants to requirements is analytical, hiring managers still decide. | 65% AI helps |
| Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. Document processing is strong, but verification and records need human sign-off. | 62% AI helps |
| Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. Routine questions answerable by AI, eligibility calls still need checking. | 60% AI helps |
Show the other 9 tasks
| Task | AI exposure |
|---|---|
| Examine employee files to answer inquiries and provide information for personnel actions. AI can search and summarize files quickly, a person confirms the answer. | 60% AI helps |
| Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies. Retrieval is easy for AI, but checking authorization and privacy needs a person. | 55% AI helps |
| Arrange for in-house and external training activities. Scheduling and drafting training logistics is AI-assisted, vendor work is human. | 55% AI helps |
| Provide assistance in administering employee benefit programs and worker's compensation plans. Benefit and workers comp admin is partly digital, partly personal casework. | 50% AI helps |
| Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability. Reference request drafting is easy, but compliance and contact steps need people. | 50% AI helps |
| Gather personnel records from other departments or employees. Request emails can be drafted and tracked, but chasing people is manual. | 45% AI helps |
| Prepare and set up for new employee orientations. Scheduling and materials are automatable, but room and in-person setup are not. | 35% AI helps |
| Prepare badges, passes, and identification cards, and perform other security-related duties. Badge design is digital, but photo capture and security checks are physical. | 30% AI helps |
| Interview job applicants to obtain and verify information used to screen and evaluate them. Live applicant interviews rely on in-person judgement and rapport. | 20% Needs a person |
How human resources assistants compare
All occupations (923)
Office and administrative support (51)
Pay and outlook in the US
- Median pay
- $50,610 a year, May 2025
- People employed
- 90,220 in the US, May 2025
- Projected change in jobs
- -6.2% from 2024 to 2034
Skills to build
- Run applicant interviews and verify candidate information by phone
- Maintain employee records in Oracle HRIS or Oracle PeopleSoft
- Build personnel reports with pivot tables in Microsoft Excel
- Manage applicant pipelines in applicant tracking software
- Apply records retention and confidentiality rules to personnel files
Safer roles nearby
5 related occupations with lower scores.
Questions about human resources assistants and AI
Will AI replace human resources assistants?
Partly. About 6 in 10 of a human resources assistant's working hours go to tasks AI can already do, mostly recording employee data and compiling personnel reports. Interviews, benefit casework and in-person orientation setup stay with people because they need judgement and a person in the room.
Which tasks is AI taking over for human resources assistants?
Recording employee data scores 80 on exposure, and compiling personnel reports scores 75, because both pull from existing HR systems like Oracle HRIS and follow fixed fields. Acceptance and rejection letters, online aptitude scoring and job posting have also moved to software. Assistants still check what the software produces before records are filed.
Which tasks stay with human resources assistants?
Interviewing job applicants to obtain and verify information scores 20 on exposure, the lowest score in this job, since live interviews depend on in-person judgement and rapport. Badge photo capture, new hire orientation setup and chasing managers for missing records also need a person physically present.
How do human resources assistants stay valuable?
Run applicant interviews and verify references by phone, then log the findings in applicant tracking software. Build employee reports in Microsoft Excel with pivot tables so you can explain the numbers to managers. Learn the admin settings in Oracle HRIS or Oracle PeopleSoft, since those systems hold the records AI reads.
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