JOB REPORT / 13-1071 · 26 TASKS

Human Resources Specialists.

Can AI do the work of Human Resources Specialists?

Mostly it works alongside you. Here is what shifts, task by task.

YOUR EXPERIENCE MATTERS

How does this fit your work?

How many tasks do you use AI to assist with at work?

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The mark shows what’s typical for this job.

The parts of your job AI can already do most of:

Maintain and update human resources documents
Prepare or maintain employment records related to events
Schedule or administer skill, intelligence, psychological, or drug tests…

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A guided certificate program in AI-assisted Human Resources Specialists work. It covers the 26 AI-affected parts of your job and ends in a capstone a person reviews.

WHAT WE LOOKED AT

Your job, task by task.

26 of 26 tasks reviewed

We went through all 26 core tasks in this job, one at a time.

Task by task, from the work Human Resources Specialists actually do. How we describe AI use in each task is our own read of it, not a measurement of whether AI can replace the job.

TASK 01
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
AI DOES
Drafts, reformats, and updates document text, suggests handbook language, and auto-fills org chart data
YOU DO
Verify legal accuracy, apply company culture, and approve all final changes
TASK 02
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
AI DOES
Auto-fills routine employment record fields, flags incomplete entries, and drafts standard updates in HR software
YOU DO
Verify accuracy, handle unusual situations, and confirm legal compliance before records are finalized
TASK 03
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
AI DOES
Automates scheduling, sends reminders, and tracks test completion in HR systems
YOU DO
Verify identities, handle sensitive cases, and ensure legal and ethical compliance
TASK 04
Conduct reference or background checks on job applicants.
AI DOES
Searches background databases, compiles records, and drafts reference check questions
YOU DO
Weigh findings in context and make the final hiring judgment
TASK 05
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
AI DOES
Drafts offer letters, FAQ responses, and benefit summaries for applicants
YOU DO
Read the applicant's tone and handle sensitive or unusual questions with care
TASK 06
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
AI DOES
Scans applications, checks requirements against codes, and flags missing or mismatched qualifications
YOU DO
Apply judgment on borderline cases and take responsibility for final eligibility decisions
TASK 07
Analyze employment-related data and prepare required reports.
AI DOES
Sorts employment data, spots trends, and drafts report sections automatically
YOU DO
Interpret findings in context and apply judgment about people and policy
TASK 08
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
AI DOES
Summarizes legal updates, flags regulatory changes, and explains compliance rules in plain language
YOU DO
Apply legal knowledge to real employee situations and make judgment calls about your specific workplace
TASK 09
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
AI DOES
Drafts training content, summarizes legal guidelines, and generates example scripts for interviews or appraisals
YOU DO
Read the room, build manager relationships, and tailor coaching to real workplace dynamics
TASK 10
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
AI DOES
Screens resumes, ranks candidates by criteria, and flags red flags or gaps
YOU DO
Weigh cultural fit, spot bias in the process, and make the final call on people
TASK 11
Confer with management to develop or implement personnel policies or procedures.
AI DOES
Drafts policy language, summarizes legal requirements, and suggests industry benchmarks
YOU DO
Read the room, build trust with managers, and make judgment calls about what fits your company culture
TASK 12
Advise management on organizing, preparing, or implementing recruiting or retention programs.
AI DOES
Drafts program outlines, summarizes best practices, and generates talking points for management presentations
YOU DO
Read the room — understand your company's culture, politics, and real employee needs before recommending anything
TASK 13
Develop or implement recruiting strategies to meet current or anticipated staffing needs.
AI DOES
Drafts job descriptions, screens resumes, suggests sourcing channels, and analyzes hiring data
YOU DO
Judge what the team truly needs and build relationships with candidates and hiring managers
TASK 14
Hire employees and process hiring-related paperwork.
AI DOES
Drafts offer letters, fills standard forms, tracks paperwork status, and flags missing documents
YOU DO
Judge candidate fit, ensure fair decisions, and build trust with new hires
TASK 15
Administer employee benefit plans.
AI DOES
Drafts benefit summaries, checks enrollment data for errors, and answers common benefit questions
YOU DO
Handle sensitive personal situations and make judgment calls on exceptions
TASK 16
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
AI DOES
Drafts outreach emails, summarizes agency options, and tracks staffing requests
YOU DO
Build agency trust and negotiate the right fit for each department
TASK 17
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
AI DOES
Pulls research on testing methods, runs statistical analysis on selection data, and summarizes findings
YOU DO
Build trust with managers, interpret real workplace dynamics, and make judgment calls on fairness and fit
TASK 18
Schedule or conduct new employee orientations.
AI DOES
Drafts schedules, sends calendar invites, and prepares orientation content
YOU DO
Show up in person to welcome new hires and answer real-time questions
TASK 19
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
AI DOES
Drafts response templates, summarizes relevant policies, and helps organize documentation
YOU DO
Listen with empathy, read the room, and make fair judgment calls in sensitive situations
TASK 20
Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
AI DOES
Drafts interview questions, flags missing paperwork, and summarizes patterns from exit feedback
YOU DO
Build trust with the departing employee so they share honest, useful feedback
TASK 21SOURCE-BACKED TASK
Contact job applicants to inform them of the status of their applications.
AI DOES
Drafts status emails and schedules calls automatically
YOU DO
Choose tone and timing for each person
About this analysis
51% · Methodology: exposure-v1 · Analysis date: unavailable · Confidence: medium
TASK 22SOURCE-BACKED TASK
Interview job applicants to obtain information on work history, training, education, or job skills.
AI DOES
Screens resumes and asks standard interview questions
YOU DO
Judge character, fit, and potential
About this analysis
51% · Methodology: exposure-v1 · Analysis date: unavailable · Confidence: medium
TASK 23SOURCE-BACKED TASK
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.
AI DOES
Scans databases and filters candidates by keywords
YOU DO
Judge who truly fits the role
About this analysis
39% · Methodology: exposure-v1 · Analysis date: unavailable · Confidence: medium
TASK 24SOURCE-BACKED TASK
Review employment applications and job orders to match applicants with job requirements.
AI DOES
Scans resumes and flags potential matches
YOU DO
Judge cultural fit and real potential
About this analysis
35% · Methodology: exposure-v1 · Analysis date: unavailable · Confidence: medium
TASK 25SOURCE-BACKED TASK
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
AI DOES
Scans criteria against standard checklists and flags issues
YOU DO
Judge fairness and make the call
About this analysis
32% · Methodology: exposure-v1 · Analysis date: unavailable · Confidence: medium
TASK 26SOURCE-BACKED TASK
Interpret and explain human resources policies, procedures, laws, standards, or regulations.
AI DOES
Pulls relevant policies and explains basic compliance rules
YOU DO
Apply context and handle tricky situations
About this analysis
18% · Methodology: exposure-v1 · Analysis date: unavailable · Confidence: medium

START LEARNING AI

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There are 26 short lessons for this job, about 15 minutes each. Each one starts from a task above and teaches the part that stays with you.

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AT A GLANCE

Occupation: Human Resources Specialists
SOC code: 13-1071
Tasks reviewed: 26 of 26

How we assess

PAY & OUTLOOK

Compare pay by state

Median pay (national): $75,940 · BLS OEWS 2025
Median pay (Colorado): $80,840 · BLS OEWS 2025
Employed (national): 912,430
Employed in Colorado: 19,450
Job outlook: +6.2% by 2034 · ~81,800 openings/yr

Wages from the U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics. National figures cover the United States. Job outlook is national.

How does this fit your work?

Earn a certificate in your job

Your job, task by task.

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

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

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

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

Analyze employment-related data and prepare required reports.

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

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

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

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

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

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

Hire employees and process hiring-related paperwork.

Administer employee benefit plans.

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.

Schedule or conduct new employee orientations.

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

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

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

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

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.

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

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

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

Practice AI.Use your judgment.

Practice AI.
Use your judgment.