Human Resources Managers

AI & job outlook

What today's research says about this occupation's exposure to AI, how AI is actually being used in it, and where employment is headed. These are positions within published studies — measures of exposure and usage, not predictions that this job will disappear.

Exposure to current AI

Each study uses its own scale, so the raw scores are not comparable across rows — the percentile (this job's rank among all U.S. occupations with data) is the comparable figure, and sizes the bars.

OpenAI's exposure study scores tasks three ways: with a language model alone (α 0.0), with simple added tooling (β 0.5), and including AI-powered software (γ 0.9). Higher means more of the job's tasks could be done at least twice as fast — not that they will be automated away.

Most of this job's tasks can be done remotely (Dingel–Neiman), which tends to track with higher digital and AI exposure.

How AI is actually used in this job

Among measured AI assistant conversations mapped to this occupation (Anthropic Economic Index, 2026-01-15), these task types came up most. These are shares of observed AI conversations — not shares of the job, of worker time, or of what could be automated.

Job outlook

Independent U.S. Bureau of Labor Statistics employment projection for 2024–2034 — a labor-market forecast, not an AI-impact forecast.

“Annual openings” counts new jobs plus replacements for workers who leave the occupation, so it can be large even when growth is modest.

Where this work sits on the global GenAI gradient

The ILO's 2025 global study scores generative-AI exposure on the international ISCO-08 occupation system, not US SOC. Bridged through the published (and approximate, many-to-many) IBS O*NET-SOC ↔ ISCO-08 crosswalk, this US occupation corresponds to the international occupation below. Exposure here means how much of the work's tasks today's AI can attempt — task overlap, not automation, adoption, or jobs lost.

Read the whole six-band gradient on the GenAI exposure gradient page. The crosswalk is approximate: a US occupation can map to several international ones, and the ILO scores describe the international occupation, not this exact US role.

Working with AI in this job

How people actually apply AI to this occupation's tasks, from Claude.ai (Free and Pro) conversations in the Anthropic Economic Index, 2026-01-15. This is one AI assistant's consumer sample — not all AI, not the whole workforce. Autonomy and the collaboration mix are model-rated estimates; figures below the sample floor are hidden.

What people delegate to AI

The role's most common tasks in AI conversations, each tagged with how people work with the AI on it. “Usage” is the share of observed conversations, not of the job.

Where a human is still needed

Tasks where the model most often judged that a person remained necessary — a useful read on the current boundary, not a guarantee.

What people most often hand AI here

Example prompts phrased from the tasks people most often delegate to AI in this occupation (Anthropic Economic Index). Each shows the underlying measured task and its share of observed AI use. They are suggested phrasings of real tasks — starting points, not endorsed instructions.

• Help me provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.

  From: Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. · 1.6% of measured AI use · learning

• Help me develop, administer and evaluate applicant tests.

  From: Develop, administer and evaluate applicant tests. · 1.0% of measured AI use · task iteration

• Help me analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

  From: Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. · 0.7% of measured AI use · task iteration

• Help me advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

  From: Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. · 0.4% of measured AI use

Tasks

All 26 tasks O*NET lists for this occupation, ordered by importance. Each links to its own page with AI-exposure and observed-use detail.

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. Core · importance 4.7
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. Core · importance 4.5
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. Core · importance 4.5
• Represent organization at personnel-related hearings and investigations. Core · importance 4.4
• Negotiate bargaining agreements and help interpret labor contracts. Core · importance 4.3
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. Core · importance 4.3
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Core · importance 4.1
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. Core · importance 4.0
• Identify staff vacancies and recruit, interview, and select applicants. Core · importance 4.0
• 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. Core · importance 4.0
• Investigate and report on industrial accidents for insurance carriers. Core · importance 4.0
• Administer compensation, benefits, and performance management systems, and safety and recreation programs. Core · importance 3.9
• Prepare and follow budgets for personnel operations. Core · importance 3.9
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. Core · importance 3.8
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. Core · importance 3.7
• Conduct exit interviews to identify reasons for employee termination. Core · importance 3.6
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. Core · importance 3.6
• Analyze training needs to design employee development, language training, and health and safety programs. Core · importance 3.6
• Oversee the evaluation, classification, and rating of occupations and job positions. Core · importance 3.6
• Allocate human resources, ensuring appropriate matches between personnel. Core · importance 3.5
• Prepare personnel forecast to project employment needs. Core · importance 3.5
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. Core · importance 3.4
• Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. Core · importance 3.2
• Develop, administer, and evaluate applicant tests. Core · importance 2.8
• Contract with vendors to provide employee services, such as food service, transportation, or relocation service. Supplemental · importance 2.4
• Provide terminated employees with outplacement or relocation assistance. Supplemental · importance 2.2

Work activities

• Estimate labor requirements.
• Prepare operational budgets.
• Perform human resources activities.
• Administer standardized physical or psychological tests.
• Manage human resources activities.
• Maintain knowledge of current developments in area of expertise.
• Coordinate special events or programs.
• Advise others on career or personal development.
• Negotiate sales or lease agreements for products or services.
• Administer compensation or benefits programs.
• Interview employees, customers, or others to collect information.
• Hire personnel.
• Recruit personnel.
• Communicate organizational policies and procedures.
• Recommend organizational process or policy changes.
• Advise others on legal or regulatory compliance matters.
• Analyze data to inform operational decisions or activities.
• Conduct employee training programs.
• Liaise between departments or other groups to improve function or communication.
• Supervise employees.
• Compile operational data.
• Maintain personnel records.
• Analyze data to inform personnel decisions.
• Investigate industrial or transportation accidents.
• Prepare reports related to compliance matters.
• Represent the organization in external relations.
• Negotiate labor disputes.

Knowledge, skills & abilities

O*NET importance rating, from 1 (not important) to 5 (extremely important).

Knowledge

Abilities

Essential skills

Transferable skills

Skills in demand

Skills employers ask for in job postings for this occupation (Lightcast), with whether each is a common or specialized skill.

• Active Listening Common Skill
• English Language Common Skill
• Reading Comprehension Common Skill
• Writing Common Skill
• Time Management Common Skill
• Speech Recognition Specialized Skill
• Social Perceptiveness Common Skill
• Inductive Reasoning Common Skill
• Deductive Reasoning Common Skill
• Critical Thinking Common Skill
• Complex Problem Solving Common Skill
• Active Learning Common Skill
• Negotiation Common Skill
• Instructing Specialized Skill
• Learning Strategies Specialized Skill
• Systems Analysis Specialized Skill
• Information Ordering Specialized Skill
• Microsoft PowerPoint Common Skill
• Microsoft Outlook Common Skill
• Microsoft Excel Common Skill
• Psychology Specialized Skill
• Microsoft Word Common Skill
• Microsoft Visio Specialized Skill
• Microsoft Project Specialized Skill
• Microsoft Access Specialized Skill
• Mathematics Common Skill
• Facebook Specialized Skill
• Foreign Language Common Skill
• Telecommunications Specialized Skill
• Visualization Specialized Skill
• PDF Readers Specialized Skill
• Oracle Business Intelligence Enterprise Edition Specialized Skill
• Microsoft Publisher Specialized Skill
• Microsoft Dynamics GP Specialized Skill
• Microsoft Dynamics Specialized Skill
• LinkedIn Specialized Skill
• IBM Notes Specialized Skill
• Deltek Vision Specialized Skill
• ADP Workforce Now Specialized Skill
• ADP Pay eXpert Specialized Skill

Showing the top 40 of 53.

Tools & technology

Showing the top 40 of 102.

Work context

How characteristic each condition is of the job, on O*NET's 1–5 context scale (higher = more present in day-to-day work). Each condition links to how it varies across all occupations.

How to get in

Job zone

Zone 4 — Job Zone Four: Considerable Preparation Needed

Education

Most of these occupations require a four-year bachelor's degree, but some do not.

Typical entry-level education

Bachelor's degree · BLS, the typical path — not a requirement

Related experience

A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.

Preparation level

SVP (7.0 to < 8.0) — total schooling plus on-the-job experience.

What to study: Business, Management, Marketing, and Related Support Services , Communication, Journalism, and Related Programs , Psychology . Fields of study crosswalked to this occupation (NCES CIP–SOC), not a requirement.

Education of current workers

Share of people in this occupation at each level of education.

Interests & work styles

The interests and personal qualities O*NET associates with people who do this work.

Work styles

Career interests (Holland / RIASEC)

Interest areas

Wages & employment

U.S. · annual wages (BLS OEWS)

Industries that employ this occupation

Where these workers are employed, by number of jobs (national, BLS OEWS). Pay shown is the occupation's national median, not industry-specific.

Where this work is most concentrated

Industries where this occupation is far more common than in the economy as a whole. The location quotient is how many times more concentrated it is here (a value of 5 means five times its economy-wide share).

Related occupations

Part of the Management & Entrepreneurship and Public Service & Safety career clusters.

• Human Resources Specialists · 13-1071.00 Compare →
• Human Resources Assistants, Except Payroll and Timekeeping · 43-4161.00 Compare →
• Management Analysts · 13-1111.00 Compare →
• Industrial-Organizational Psychologists · 19-3032.00 Compare →
• Labor Relations Specialists · 13-1075.00 Compare →
• Training and Development Managers · 11-3131.00 Compare →
• Compensation, Benefits, and Job Analysis Specialists · 13-1141.00 Compare →
• Social and Community Service Managers · 11-9151.00 Compare →
• Compensation and Benefits Managers · 11-3111.00 Compare →
• Equal Opportunity Representatives and Officers · 13-1041.03 Compare →
• Project Management Specialists · 13-1082.00 Compare →
• First-Line Supervisors of Office and Administrative Support Workers · 43-1011.00 Compare →

Side-by-side comparisons place two occupations’ pay, preparation, skills, and AI exposure on the same page — same data, same scale, no forecast.

What you can do with this

Options the data surfaces for Human Resources Managers — not advice or a forecast. Each is a real cross-link you can follow into the evidence.

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• BLS Occupational Employment and Wage Statistics (OEWS) May 2024 U.S. Bureau of Labor Statistics
• BLS Employment Projections 2024–2034 U.S. Bureau of Labor Statistics
• Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
• Microsoft “Working with AI” working-with-ai Microsoft Research
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic
• AI Occupational Exposure (AIOE) Felten, Raj & Seamans academic
• ILO / Gmyrek et al. GenAI exposure gradient 2025 International Labour Organization
• IBS O*NET-SOC ↔ ISCO-08 occupation crosswalk 2022 Institute for Structural Research (IBS)
• Frey & Osborne (2013) frey-osborne-automation academic
• Dingel & Neiman (2020) dingel-neiman-workathome academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-role-11-3121-00,
  title  = {Human Resources Managers},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; BLS Occupational Employment and Wage Statistics (OEWS) May 2024; BLS Employment Projections 2024–2034; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); Microsoft “Working with AI” working-with-ai; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130; AI Occupational Exposure (AIOE) Felten, Raj & Seamans; ILO / Gmyrek et al. GenAI exposure gradient 2025; IBS O*NET-SOC ↔ ISCO-08 occupation crosswalk 2022; Frey & Osborne (2013) frey-osborne-automation; Dingel & Neiman (2020) dingel-neiman-workathome. Accessed June 7, 2026},
  url    = {https://singulariki.com/roles/role-11-3121-00}
}