# Human Resources Specialists

> Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.

- **SOC code:** 13-1071.00
- **Canonical URL:** https://singulariki.com/roles/role-13-1071-00
- **Also known as:** HR Coordinator (Human Resources Coordinator), HR Generalist (Human Resources Generalist), Human Resources Specialist (HR Specialist), Recruiter, Corporate Recruiter, Employment Representative, HR Analyst (Human Resources Analyst), Human Resources Representative (HR Rep)
- **Frame:** "AI exposure" means task overlap (how codifiable the work is), not jobs lost or a forecast. Every figure below is traced to a named public dataset.

## What this work is

**Core tasks** (O*NET):
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.
- Hire employees and process hiring-related paperwork.
- Administer employee benefit plans.
- Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
- Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
- Conduct reference or background checks on job applicants.
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
- Review employment applications and job orders to match applicants with job requirements.
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Schedule or conduct new employee orientations.

## Skills, tools, capabilities

**Knowledge, skills & abilities** (O*NET, highest importance first):
- Personnel and Human Resources _(knowledge)_
- Speaking _(essential_skill)_
- Reading Comprehension _(essential_skill)_
- Active Listening _(essential_skill)_
- Oral Comprehension _(ability)_
- Written Comprehension _(ability)_
- Oral Expression _(ability)_
- Administrative _(knowledge)_
- Writing _(essential_skill)_
- Critical Thinking _(essential_skill)_
- Written Expression _(ability)_
- Problem Sensitivity _(ability)_

**Skills in demand:**
- Reading Comprehension _(Common Skill)_
- Active Listening _(Common Skill)_
- Writing _(Common Skill)_
- Speech Recognition _(Specialized Skill)_
- Deductive Reasoning _(Common Skill)_
- Critical Thinking _(Common Skill)_
- English Language _(Common Skill)_
- Microsoft PowerPoint _(Common Skill)_
- Microsoft Outlook _(Common Skill)_
- Microsoft Excel _(Common Skill)_
- Social Perceptiveness _(Common Skill)_
- Information Ordering _(Specialized Skill)_

**Tools & technology:**
- Microsoft Excel _(hot technology, in demand)_
- Microsoft Office software _(hot technology, in demand)_
- Microsoft Outlook _(hot technology, in demand)_
- Microsoft PowerPoint _(hot technology, in demand)_
- Workday software _(hot technology, in demand)_
- Adobe Acrobat _(hot technology)_
- Adobe Creative Cloud software _(hot technology)_
- Adobe Illustrator _(hot technology)_
- Adobe InDesign _(hot technology)_
- Adobe Photoshop _(hot technology)_
- Apple macOS _(hot technology)_
- Cisco Webex _(hot technology)_

## AI exposure & outlook

- **AI task-overlap index:** 88th percentile (High) across all occupations — composite of current-era exposure studies (ai-exposure-index-v1).
- **Overall AI exposure (Felten et al.):** 93rd percentile (High) — source: felten_aioe.
- **LLM task exposure, γ (OpenAI / Eloundou):** 87th percentile (High) — source: eloundou_gamma.
- **AI assistant applicability (Microsoft):** 68th percentile (High) — source: microsoft_applicability.
- **Remote-capable (Dingel–Neiman):** yes — task structure, not who actually works remote.
- **Projected employment (BLS 2024–34):** 6.2% growth (About average); 81.8k annual openings; 944.3k → 1,002.7k jobs.
- **Pay & employment (BLS OEWS, May 2024):** median $72,910; 917,460 employed.

## How people actually use AI here

Anthropic Economic Index — measured AI conversations mapped to this occupation's tasks:

- **Automation vs augmentation:** 43% automation, 44% augmentation (usage-weighted).
- **Autonomy median:** 3.8 (higher = AI acts more independently).
- **Dominant collaboration mode:** directive.

**Tasks most handed to AI here:**
- Review employment applications and job orders to match applicants with job requirements. _(1.8% of measured AI use; directive)_
- Contact job applicants to inform them of the status of their applications. _(1.8% of measured AI use; directive)_
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. _(1.4% of measured AI use; directive)_
- Interview job applicants to obtain information on work history, training, education, or job skills. _(1.4% of measured AI use; task iteration)_
- Interpret and explain human resources policies, procedures, laws, standards, or regulations. _(1.3% of measured AI use; learning)_
- 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. _(1.2% of measured AI use; directive)_
- Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software. _(0.9% of measured AI use; directive)_
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. _(0.8% of measured AI use; task iteration)_

**Example prompts (honest phrasings of the tasks above — starting points, not endorsed instructions):**
- Help me review employment applications and job orders to match applicants with job requirements.
- Help me contact job applicants to inform them of the status of their applications.
- Help me select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Help me interview job applicants to obtain information on work history, training, education, or job skills.
- Help me interpret and explain human resources policies, procedures, laws, standards, or regulations.

## Sources

- **O*NET** (30.3) — U.S. Department of Labor / National Center for O*NET Development. https://www.onetcenter.org/database.html
- **BLS Occupational Employment and Wage Statistics (OEWS)** (May 2024) — U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/
- **BLS Employment Projections** (2024–2034) — U.S. Bureau of Labor Statistics. https://www.bls.gov/emp/
- **Anthropic Economic Index** (v4 (2026-01-15) + v2 (2025-03-27)) — Anthropic. https://www.anthropic.com/economic-index
- **Microsoft “Working with AI”** (working-with-ai) — Microsoft Research. https://www.microsoft.com/en-us/research/
- **“GPTs are GPTs” (Eloundou et al.)** (arXiv 2303.10130) — OpenAI / academic. https://arxiv.org/abs/2303.10130
- **AI Occupational Exposure (AIOE)** (Felten, Raj & Seamans) — academic. https://github.com/AIOE-Data/AIOE
- **Dingel & Neiman (2020)** (dingel-neiman-workathome) — academic. https://github.com/jdingel/DingelNeiman-workathome

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_Generated from Singulariki's joined dataset; data snapshot 2026-06-02T21:00:32.945303+00:00. https://singulariki.com/roles/role-13-1071-00_