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Office & Administration · Updated Aug 2026

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.

JVS 2.0.0-phase4b
AI Exposure
70/100
High

How much of this occupation’s work can be materially affected by current AI systems.

Replacement Risk
60/100
High

How likely exposure is to translate into reduced human demand.

Includes provisional estimates for AI adoption pressure and labour-market resilience. How this is measured

Evidence quality
Confidence83/100
Task coverage87%

Confidence reflects task coverage, mapping and capability-evidence quality, and how much of the score rests on provisional inputs.

Task-level evidence

What is driving the score?

Occupation scores are built from the task mix—not a single prediction about a job title.

JVS 2.0.0-phase4b
TaskImportanceAI impactExposure
Explain company personnel policies, benefits, and procedures to employees or job applicants.High
75
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.High
73
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.High
65
Process and review employment applications to evaluate qualifications or eligibility of applicants.Medium
74
Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.Medium
75
Gather personnel records from other departments or employees.Medium
75
Select applicants meeting specified job requirements and refer them to hiring personnel.Medium
75
Inform job applicants of their acceptance or rejection of employment.Medium
75
Provide assistance in administering employee benefit programs and worker's compensation plans.Medium
74
Interview job applicants to obtain and verify information used to screen and evaluate them.High
68
Prepare badges, passes, and identification cards, and perform other security-related duties.Medium
75
Administer and score applicant and employee aptitude, personality, and interest assessment instruments.Medium
73
Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.Medium
73
Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.Medium
75
Examine employee files to answer inquiries and provide information for personnel actions.Medium
34
Most exposed

Where AI can do more

Routine, digitized, and highly repeatable tasks face the greatest pressure.

  1. Explain company personnel policies, benefits, and procedures to employees or job applicants.75
  2. Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.75
  3. Gather personnel records from other departments or employees.75
  4. Select applicants meeting specified job requirements and refer them to hiring personnel.75
Hardest to automate

Where people still matter

These tasks score lowest on automation feasibility—physical presence, judgement, accountability and real-world variability all resist end-to-end automation.

  1. Examine employee files to answer inquiries and provide information for personnel actions.01
  2. Explain company personnel policies, benefits, and procedures to employees or job applicants.02
  3. 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.03
  4. Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.04
  5. Process and review employment applications to evaluate qualifications or eligibility of applicants.05
Where else this work leads

Related occupations

Occupations O*NET links to this one. Relatedness reflects shared work, not a claim that these roles are safer.

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Beyond AI capability

Adoption and labour-market outlook

Structural factors are kept separate from raw capability so you can see what actually resists automation. Adoption pressure and labour-market resilience are still provisional models—25% of this occupation’s replacement-risk weight rests on them.

Human dependency78
Physical dependency26
Adoption pressure68
Labour-market resilience55
Methodology & sources

O*NET 30.3 occupational data interpreted through the JobsVsAI capability, automation and structural-constraint models.

Confidence83/100
CalculatedAug 21, 2026
Read methodology →