AdministrativeCompare

Human Resources Specialist

O*NET: Human Resources Specialists·13-1071.00

The Verdict:AI handles resume screening, candidate sourcing, data analysis, and routine communications, automating much of the administrative load. Humans excel in sensitive employee relations and strategic consultations, but AI assistants and analytics are eroding these edges. The role faces restructuring as organizations need fewer specialists for scaled operations.

Resilience Score

/100

Moderate Risk

Score tiers

Highly Resilient81–100

Resilient61–80

Moderate Risk41–60

High Risk21–40

Critical Risk0–20

How is this scored?

Task Resilience

How much of this role's daily work remains beyond AI and robotic automation.

30% of score

Physical Presence

The degree to which this job needs a human present — hands-on, in the field, or in the room.

20% of score

Human Necessity

How important the unique human edge is — for trust, accountability, or judgment.

15% of score

Regulatory Shield

How strong the legal requirement is for a human in this job (by law, licensing, or credentials).

13% of score

Technological Maturity

How far AI remains from performing this role's core functions.

10% of score

Displacement Evidence

The volume of jobs in this field being eliminated by AI or automation right now.

12% of score

Score last updated: February 2026Full methodology

Avg Salary

Median annual wage from the Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS), May 2024 release.

$73k

Job Growth (10yr)

Projected change in total number of jobs (not salary) from 2024–2034. Source: Bureau of Labor Statistics Employment Projections.

+6.2%

AI Exposure

Percentage of this role's analyzed tasks that AI can handle autonomously or nearly so. 8 of 26 tasks are classified as AI-exposed.

31%

Moderate exposure

Task Analysis

Most of this role rewards AI fluency.
54% of tasks (14 of 26) become more productive with AI tools — learning to use them is the highest-leverage career move.

Read the action plan for high-risk roles

8exposed

14AI leverage

4human-essential

View all 26 tasks

AI Can Handle This8 tasks

Tasks AI can do autonomously or nearly so

Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.

Review employment applications and job orders to match applicants with job requirements.

Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.

Contact job applicants to inform them of the status of their applications.

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.

Analyze employment-related data and prepare required reports.

Conduct reference or background checks on job applicants.

Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.

AI Leverage14 tasks

Master these tools — humans who do outperform those who don't

Interpret and explain human resources policies, procedures, laws, standards, or regulations.

Hire employees and process hiring-related paperwork.

Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).

Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.

Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

Schedule or conduct new employee orientations.

Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.

Advise management on organizing, preparing, or implementing recruiting or retention programs.

Develop or implement recruiting strategies to meet current or anticipated staffing needs.

Administer employee benefit plans.

Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.

Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.

Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

Human Advantage4 tasks

Tasks requiring trust, presence, or novel judgment

Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.

Confer with management to develop or implement personnel policies or procedures.

Conduct exit interviews and ensure that necessary employment termination paperwork is completed.

Interview job applicants to obtain information on work history, training, education, or job skills.

Resilience Landscape

Human Resources Specialist lands in Well-Paid, High Risk

Higher Resilience Paths in Administrative

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