# Human Resources Assistants, Except Payroll and Timekeeping

> Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.

- **SOC code:** 43-4161.00
- **Canonical URL:** https://singulariki.com/roles/role-43-4161-00
- **Also known as:** Human Resources Administrative Assistant (HR Administrative Assistant), Human Resources Assistant (HR Assistant), Human Resources Associate (HR Associate), Personnel Clerk, Assignment Clerk, Benefits Clerk, Benefits Coordinator, Benefits Technician
- **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):
- Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
- 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.
- Interview job applicants to obtain and verify information used to screen and evaluate them.
- Explain company personnel policies, benefits, and procedures to employees or job applicants.
- Process and review employment applications to evaluate qualifications or eligibility of applicants.
- Inform job applicants of their acceptance or rejection of employment.
- Provide assistance in administering employee benefit programs and worker's compensation plans.
- Select applicants meeting specified job requirements and refer them to hiring personnel.
- Prepare and set up for new employee orientations.
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
- Gather personnel records from other departments or employees.
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.

## Skills, tools, capabilities

**Knowledge, skills & abilities** (O*NET, highest importance first):
- Personnel and Human Resources _(knowledge)_
- Administrative _(knowledge)_
- Reading Comprehension _(essential_skill)_
- Active Listening _(essential_skill)_
- Oral Comprehension _(ability)_
- Oral Expression _(ability)_
- Written Comprehension _(ability)_
- Speaking _(essential_skill)_
- Written Expression _(ability)_
- Speech Clarity _(ability)_
- Customer and Personal Service _(knowledge)_
- Near Vision _(ability)_

**Skills in demand:**
- Reading Comprehension _(Common Skill)_
- Active Listening _(Common Skill)_
- Writing _(Common Skill)_
- Speech Recognition _(Specialized Skill)_
- Microsoft Word _(Common Skill)_
- Microsoft PowerPoint _(Common Skill)_
- Microsoft Outlook _(Common Skill)_
- Microsoft Excel _(Common Skill)_
- English Language _(Common Skill)_
- Social Perceptiveness _(Common Skill)_
- Critical Thinking _(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)_
- Microsoft Word _(hot technology, in demand)_
- Google Docs _(hot technology)_
- Microsoft Access _(hot technology)_
- Microsoft SharePoint _(hot technology)_
- Microsoft Visio _(hot technology)_
- Oracle PeopleSoft _(hot technology)_
- SAP ERP _(hot technology)_
- Applicant tracking software _(in demand)_

## AI exposure & outlook

- **AI task-overlap index:** 89th percentile (High) across all occupations — composite of current-era exposure studies (ai-exposure-index-v1).
- **Overall AI exposure (Felten et al.):** 92nd percentile (High) — source: felten_aioe.
- **LLM task exposure, γ (OpenAI / Eloundou):** 89th percentile (High) — source: eloundou_gamma.
- **AI assistant applicability (Microsoft):** 72nd percentile (High) — source: microsoft_applicability.
- **Frey–Osborne (2013, historical computerization estimate):** 78th percentile — kept separate from current-era studies.
- **Remote-capable (Dingel–Neiman):** yes — task structure, not who actually works remote.
- **Projected employment (BLS 2024–34):** -7.1% growth (Declining); 9k annual openings; 95.2k → 88.4k jobs.
- **Pay & employment (BLS OEWS, May 2024):** median $49,440; 92,580 employed.

## How people actually use AI here

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

- **Automation vs augmentation:** 40% automation, 51% augmentation (usage-weighted).
- **Autonomy median:** 3.0 (higher = AI acts more independently).
- **Dominant collaboration mode:** directive.

**Tasks most handed to AI here:**
- Process and review employment applications to evaluate qualifications or eligibility of applicants. _(3.4% of measured AI use; directive)_
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. _(3.2% of measured AI use; task iteration)_
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. _(2.1% of measured AI use; learning)_
- Compile and prepare reports and documents pertaining to personnel activities. _(1.1% of measured AI use; task iteration)_
- Explain company personnel policies, benefits, and procedures to employees or job applicants. _(0.8% of measured AI use; learning)_
- Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. _(0.7% of measured AI use; task iteration)_
- Inform job applicants of their acceptance or rejection of employment. _(0.7% of measured AI use; task iteration)_
- Provide assistance in administering employee benefit programs and worker's compensation plans. _(0.4% of measured AI use)_

**Example prompts (honest phrasings of the tasks above — starting points, not endorsed instructions):**
- Help me process and review employment applications to evaluate qualifications or eligibility of applicants.
- Help me arrange for advertising or posting of job vacancies and notify eligible workers of position availability.
- Help me answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
- Help me compile and prepare reports and documents pertaining to personnel activities.
- Help me explain company personnel policies, benefits, and procedures to employees or job applicants.

## 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
- **Frey & Osborne (2013)** (frey-osborne-automation) — academic. https://www.oxfordmartin.ox.ac.uk/publications/the-future-of-employment/
- **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-43-4161-00_