As of 2024, 60% of organizations are using AI to manage talent- McKinsey
Artificial intelligence has permeated every aspect of our lives. The highly disruptive technology is transforming industries worldwide, and HR is no exception.
Undoubtedly, AI can help streamline many HR tasks. From automating the candidate screening process to boost employee engagement, AI in HR offers several notable benefits. But does it also have the potential to take over certain jobs traditionally done by humans?
Well, it certainly appears so.
A report from the Academy to Innovate HR (AIHR) claimed that HR roles that are “repetitive and with low levels of complexity” are at a huge risk of being automated in the coming years.
This has sparked spirited debates across HR departments, fostering both hope and caution about the potential impacts of this emerging technology.
Today, we will explore the HR job roles that AI could potentially transform or even replace while offering helpful advice on how to thrive in this new era.
Let’s start by talking about a real-world example.
Genesis10 is a leading HR staffing company in New York City with over 1,000 employees. The company has implemented AI to streamline and expedite its hiring process.
From automating resume prescreening to algorithmic candidate matching, they have efficiently deployed AI to reduce costs. Additionally, the AI-powered chatbot on their website seamlessly gathers candidate data, conducts preliminary screening, and filters out applicants- all without any human intervention. Brilliant, isn’t it?
AI in human resources can help companies create a more efficient HR department by improving decision-making and boosting employee engagement.
One aspect that AI is massively transforming is recruitment. Leveraging the benefits of AI, companies can automate resume screening and swiftly identify the best candidate for the job. This saves HR professionals a lot of time and effort.
Advanced AI algorithms can also help HR personnel identify patterns in employee data. By analyzing metrics such as job satisfaction and turnover rates, HR can pinpoint areas for improvement and boost employee engagement.
But which are the specific job roles that are likely to be taken over by AI? Let’s find out in the following section.
In 2025, a new generation of AI agents — semi-autonomous systems that can plan, execute, and interact — is beginning to emerge within HR. These agents can carry out tasks such as:
Gartner reports that the share of HR leaders planning to use semiautonomous AI agents in HR increased significantly in 2025, with 44% of HR leaders stating intent to adopt agentic AI in the next 12 months.
This means that HR professionals will gradually shift from being the executors of HR tasks to orchestrators of AI systems—managing, auditing, and guiding their behavior. Rather than viewing AI as merely a tool, HR must now think in terms of agentic systems as collaborative partners.
Tip for authors / practitioners: Introduce pilot AI agents in narrowly defined, low-risk domains (such as FAQs, leave requests, simple onboarding steps). Monitor their outputs for fairness, transparency, and employee satisfaction before scaling.
Skynova surveyed to understand the impact of AI in HR. The results revealed that 86% of HR felt that it was likely that their jobs would be replaced by AI in the coming years.
Another study revealed that nearly one-third of all HR roles face a high risk of automation. A deeper analysis reveals that HR administration job roles face a 90% likelihood of automation. On the other hand, roles that necessitate excessive human intervention, such as HR directors and managers, are less at risk.
Now, let’s look at some HR roles that are most likely to be replaced by AI in the near future.
The automation of the entire candidate sourcing and screening process has largely impacted the role of recruiting managers. Today, there are plenty of AI-powered tools that can sift through hundreds of resumes and online profiles within minutes to identify the best candidates for different job roles.
Moving on, there is a proliferation of talent assessment tools that help measure each candidate’s competency and personality traits. These tools utilize an efficient way to evaluate the candidate through behavioral assessments, skill testing, and gamification. AI algorithms analyze the gathered data to generate detailed reports on a candidate’s strengths, weaknesses, and other personality attributes.
Additionally, AI-powered chatbots and virtual assistants can help companies provide an improved candidate experience. These assistants can easily track website visitors, address common candidate queries, and keep them in the loop throughout the recruitment process.
This shows that administrative tasks such as CV screening will be gradually taken over by AI. Recruitment managers, on the other hand, will focus on cultural fit, talent potential and management, and soft skills. Using AI insights, their role will become more about nurturing relationships and less about sifting through resumes.
An HR analyst gathers and evaluates HR information to streamline processes and improve decision-making. AI in analytics is swiftly changing how HR analytics is performed.
With the ability to process vast amounts of data at lightning speed, AI algorithms can identify patterns and correlations that may not be perceived by human analysts. Moreover, AI-powered predictive analytics can help identify trends in employee performance, engagement, and turnover.
For instance, AI might discover that a lack of adequate training opportunities is causing employees to feel disengaged and disgruntled. Thus, HR departments can tackle problems more proactively.
The automation of data collection, analysis, and reporting can free up HR professionals to focus on strategic initiatives rather than spending time crunching numbers.
However, this doesn’t necessarily mean that AI will replace the job role of HR analysts. Instead, HR analysts can leverage AI to augment their capabilities and use it as a powerful tool to make more informed decisions.
AI is changing the way HR approaches skill training and development at their organization. By gathering information such as employee preferences, career aspirations, training needs, etc., AI can create tailored development programs well-suited to each employee’s unique needs.
Furthermore, AI-enabled tools can also match mentors with their mentees based on diverse factors such as career goals and skill sets. They can even offer real-time feedback on employees’ progress.
In the coming years, AI will completely transform generic training sessions into highly personalized modules. This shift will not necessarily sideline learning and development professionals but instead empower them to focus on more complicated aspects of learning and execution.
Until now, payroll administrators have been playing a very crucial role in the HR department. They have been responsible for ensuring that all employees within an enterprise get paid fairly and on time.
However, many organizations have now introduced AI tools for payroll management to increase efficiency and accuracy. Automated payroll systems can streamline hundreds of salary lines, bonuses, and tax discrepancies within minutes. With these tools, it is easier to reduce risk, eliminate unintentional errors, and combat fraud.
The introduction of AI will likely bring a change in the traditional job roles of payroll administrators. However, the role will still require human intervention to resolve any issues that arise. Also, given the personal and sensitive nature of the data that a payroll system utilizes, companies must take a balanced approach to automation, ensuring that privacy and security concerns are carefully addressed.
In the coming years, payroll administrators will increasingly pivot towards roles that emphasize strategic decision-making, compliance management, and employee support, leveraging AI as a powerful tool to enhance efficiency while maintaining the integrity of payroll operations.
As AI continues to reshape the HR industry, professionals must embrace the opportunities and challenges it presents. Continuous knowledge upgrading and adaptation to changing scenarios are paramount.
HR professionals who are in high-risk roles must create a smart upskilling strategy to future-proof their careers. They must also identify transferable skills to help them seamlessly transition to a new role if need be.
HR professionals should become comfortable with prompting, customizing, evaluating outputs, and interpreting AI recommendations. This shifts the role from “user of HR tools” to “designer / critic of AI outputs.”
Similarly, employees who are at moderate risk must embrace the use of new and innovative AI tools and leverage them to augment their capabilities. They must also work to enhance their management and critical thinking skills.
Remember, HR must ultimately continually develop, reskill, and upskill to stay relevant in their fast-paced world. In the end, AI is just one tool among many, and learning to collaborate with it will unlock immense potential and drive sustainable change.
While the benefits of AI in HR can be compelling, the risks and challenges are nontrivial. HR leaders should stay alert to:
Historical data often reflect biases (gender, race, age). If AI models are trained naively, they might amplify such biases in hiring, promotions, or performance evaluation.
When AI makes recommendations, employees may feel decisions are black boxes. Without explainable reasoning, trust can erode.
AI in HR involves processing highly personal, sensitive data (employee records, performance metrics). Ensuring proper consent, secure storage, and legal compliance is critical.
The integration of AI can trigger fear about job security or fairness. A recent study on employee perceptions found that transparency, involvement, and clear communication moderated negative well-being outcomes.
When humans defer excessively to AI outputs (“automation bias”), they may under-scrutinize wrong recommendations. HR must maintain human oversight.
Not every AI project succeeds. Even with enthusiasm, nearly half of AI initiatives in companies have been abandoned in 2025.
AI is no longer a distant trend in HR — it’s already reshaping how organizations hire, engage, and support their people. From streamlining repetitive tasks to enabling more strategic, data-driven decision-making, AI is becoming a true partner in the HR function.
Yet, its value lies not in replacing humans, but in empowering HR teams to focus on what they do best: building culture, driving growth, and creating meaningful employee experiences. The future of HR will be about co-working with AI — where machines handle scale and efficiency, while humans bring empathy, ethics, and vision.
For HR leaders, the path forward is clear: stay curious, experiment responsibly, and keep people at the heart of every AI initiative. Those who strike the right balance between technology and humanity will not only future-proof their roles but also unlock new levels of impact in their organizations.
