Human Resources Managers
SOC: 11-3121.00 · Job Zone 4 (Considerable preparation)
Plan, direct, or coordinate human resources activities and staff of an organization.
AI Impact Summary
Human Resources Managers faces moderate AI displacement risk with a score of 29/100. Significant displacement is estimated between 2046 and 2076. Of 26 analyzed tasks, 4 are highly automatable, particularly in routine_cognitive. Strong protective factors — including social intelligence, creativity, or regulatory barriers — significantly reduce effective risk.
Wage & Employment (2024)
Median Wage
$140,030
per year
Mean Wage
$160,480
per year
Employment
216K
workers
Wage Range
$83,790 - N/A
10th - 90th pct
Protective Factors
Total protective discount: 28.8%
Skill Analysis
AI-Vulnerable Skills (6)
High reliance on Reading Comprehension is a risk area. Consider developing complementary AI-resistant skills to maintain value.
High reliance on Information Ordering is a risk area. Consider developing complementary AI-resistant skills to maintain value.
Mathematics is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Memorization is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Mathematics is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Programming is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
AI-Resistant Skills (7)
Coordination is AI-resistant — strengthening this skill provides durable career protection.
Negotiation is AI-resistant — strengthening this skill provides durable career protection.
Social Perceptiveness is AI-resistant — strengthening this skill provides durable career protection.
Complex Problem Solving is AI-resistant — strengthening this skill provides durable career protection.
Persuasion is AI-resistant — strengthening this skill provides durable career protection.
Instructing is AI-resistant — strengthening this skill provides durable career protection.
Manual Dexterity is AI-resistant — strengthening this skill provides durable career protection.
AI-Augmented Skills (5)
Recommendations
Skills to Develop
These skills are at risk from AI automation. Human Resources Managers professionals should diversify beyond them.
- Reading Comprehension
High reliance on Reading Comprehension is a risk area. Consider developing complementary AI-resistant skills to maintain value.
- Information Ordering
High reliance on Information Ordering is a risk area. Consider developing complementary AI-resistant skills to maintain value.
- Mathematics
Mathematics is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
- Memorization
Memorization is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
- Mathematics
Mathematics is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Skills to Leverage
These human-centric skills remain difficult for AI to replicate. Double down here.
- Coordination
Coordination is AI-resistant — strengthening this skill provides durable career protection.
- Negotiation
Negotiation is AI-resistant — strengthening this skill provides durable career protection.
- Social Perceptiveness
Social Perceptiveness is AI-resistant — strengthening this skill provides durable career protection.
- Complex Problem Solving
Complex Problem Solving is AI-resistant — strengthening this skill provides durable career protection.
- Persuasion
Persuasion is AI-resistant — strengthening this skill provides durable career protection.
Tools to Adopt
AI can amplify these skills. Learn the tools that augment rather than replace your work.
- Judgment and Decision Making
Judgment and Decision Making will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Writing
Writing will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Critical Thinking
Critical Thinking will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Active Learning
Active Learning will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Systems Analysis
Systems Analysis will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
Task Breakdown
26 tasks analyzed
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Represent organization at personnel-related hearings and investigations.
Negotiate bargaining agreements and help interpret labor contracts.
Identify staff vacancies and recruit, interview, and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
Prepare personnel forecast to project employment needs.
Investigate and report on industrial accidents for insurance carriers.
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
Administer compensation, benefits, and performance management systems, and safety and recreation programs.
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.
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
Allocate human resources, ensuring appropriate matches between personnel.
Oversee the evaluation, classification, and rating of occupations and job positions.
Analyze training needs to design employee development, language training, and health and safety programs.
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Prepare and follow budgets for personnel operations.
Conduct exit interviews to identify reasons for employee termination.
Develop, administer, and evaluate applicant tests.
Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
Provide terminated employees with outplacement or relocation assistance.
| Task | Category | AI Capability | Risk Score | Time % |
|---|---|---|---|---|
| Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | Non-Routine Interpersonal | 25 | 25.0 | 8% |
| Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. | Non-Routine Interpersonal | 5 | 17.0 | 6% |
| Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. | Non-Routine Analytical | 60 | 51.0 | 5% |
| Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | Non-Routine Interpersonal | 0 | 15.0 | 6% |
| Represent organization at personnel-related hearings and investigations. | Non-Routine Interpersonal | 5 | 17.0 | 3% |
| Negotiate bargaining agreements and help interpret labor contracts. | Non-Routine Interpersonal | 5 | 17.0 | 3% |
| Identify staff vacancies and recruit, interview, and select applicants. | Non-Routine Interpersonal | 35 | 29.0 | 8% |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | Non-Routine Interpersonal | 10 | 19.0 | 6% |
| Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. | Routine Cognitive | 90 | 85.2 | 4% |
| Prepare personnel forecast to project employment needs. | Non-Routine Analytical | 70 | 55.0 | 3% |
| Investigate and report on industrial accidents for insurance carriers. | Non-Routine Analytical | 35 | 41.0 | 2% |
| Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. | Non-Routine Interpersonal | 10 | 19.0 | 6% |
| Administer compensation, benefits, and performance management systems, and safety and recreation programs. | Routine Cognitive | 85 | 83.2 | 5% |
| 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. | Non-Routine Analytical | 70 | 55.0 | 4% |
| Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | Non-Routine Interpersonal | 20 | 23.0 | 3% |
| Allocate human resources, ensuring appropriate matches between personnel. | Non-Routine Analytical | 70 | 55.0 | 3% |
| Oversee the evaluation, classification, and rating of occupations and job positions. | Non-Routine Analytical | 65 | 53.0 | 3% |
| Analyze training needs to design employee development, language training, and health and safety programs. | Non-Routine Analytical | 70 | 55.0 | 3% |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | Non-Routine Analytical | 80 | 59.0 | 3% |
| Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | Routine Cognitive | 90 | 85.2 | 4% |
| Prepare and follow budgets for personnel operations. | Routine Cognitive | 85 | 83.2 | 3% |
| Conduct exit interviews to identify reasons for employee termination. | Non-Routine Interpersonal | 25 | 25.0 | 2% |
| Develop, administer, and evaluate applicant tests. | Non-Routine Analytical | 65 | 53.0 | 2% |
| Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. | Non-Routine Analytical | 60 | 51.0 | 2% |
| Contract with vendors to provide employee services, such as food service, transportation, or relocation service. | Non-Routine Interpersonal | 30 | 27.0 | 2% |
| Provide terminated employees with outplacement or relocation assistance. | Non-Routine Interpersonal | 25 | 25.0 | 2% |
Community Assessment
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