Will AI replace Human resources administrative occupations?

Not as a job, but it is already doing parts of the work. Across the 59 official task statements scored for Human resources administrative occupations (United Kingdom, SOC 4136), 63% of the importance-weighted core work is made of tasks today's AI could already do most of. The overall exposure score is 62 out of 100 (range 57–68, band: high). That is a statement about tasks, not about headcount: this measures what AI could do, not whether any employer adopts it, whether the law allows it, or whether doing the routine parts faster creates more demand for the human parts. Figures are from release 2026-q4.1.

Which tasks in “Human resources administrative occupations” can AI already do?

The highest-scoring tasks in release 2026-q4.1 are: “Accurately record candidate and client information on the recruitment database” (93/100, very high); “Draft and place adverts to advertise vacancies” (93/100, very high); “Assist in preparing and maintaining staff records and handbooks” (93/100, very high). Each score comes from five published 0–4 ratings turned into a number by a published formula, and each carries the model's one-sentence reason on the page.

Which tasks in “Human resources administrative occupations” stay human?

About 18% of this job's task weight sits in work that scores low for AI exposure. The lowest-scoring tasks in release 2026-q4.1 are: “Establish and maintain strong collaborative relationships with customers, suppliers, and stakeholders” (10/100, minimal); “Deliver training using face-to-face, digital, and blended learning methods” (11/100, minimal); “Gather materials from departments or employees to be filed” (12/100, minimal). Low scores usually mean the task needs a body in a room, a legally accountable human, or trust built in real time. Those are the three things the scoring rubric treats as gates rather than obstacles.

What should someone working in “Human resources administrative occupations” do about AI?

Start from the ledger rather than the headline: 63% of this job's weighted core work is exposed, and roughly 18% is not. The practical move is to spend more of your week on the tasks that score low, the ones above, and to get fluent at directing AI through the tasks that score high, because those are the parts that change whether or not you are ready for them. This page does not predict your job, and nothing here is career advice tailored to you: the score describes the occupation, not the person.

How is the AI exposure score for Human resources administrative occupations calculated?

Each official task statement for the occupation is rated on five published 0–4 dimensions (output replicability, physical embodiment, licensed accountability, real-time human trust, and data availability) by claude-opus-5 using scoring prompt task_scoring_v1.0. The model never writes the score; a published formula turns the five ratings into a 0–100 number, so every score can be recomputed by hand. The occupation figure is the importance-weighted mean across 59 scored tasks. The prompt, the rubric, the formula and the full dataset are published at https://futureproof.collab365.com/method and https://futureproof.collab365.com/data/2026-q4.1 under CC BY 4.0.

UK dataswitch to US

Human resources administrative occupations

designing and structuring training programs, performing administrative tasks relevant to the job role and expanding training and development programmes to cover new skill areas. If that's your week, this page is about your job.

The honest answer

Most tasks in this job are the kind AI has learned to do: assisting in preparing and maintaining staff records and handbooks. The tasks, though, are not you.

Your move: three real directions from here ↓

Where the work sits, by task weight

shifting to AI: 63%
changing shape: 19%
staying human: 18%

These bars are tasks changing hands, not people being counted out. The ledger below shows which.

Whole-job exposure score 62 out of 100 (57–68 allowing for uncertainty): high exposure, across 59 scored tasks. The number is the support for the sentence above it, not a headline about anyone’s future.

How we know this

What is measured: Every published task statement for human resources administrative occupations is rated on five dimensions: can a model produce the output, does the work need a body in a room, does it need a legally accountable person, does it depend on a person being trusted in the moment, and how much data exists. A published formula turns those five ratings into the score; the model never writes the number.

How the bar is built: Each task’s share of the bar is its published importance weight, so a task you do all day counts for more than one you do twice a year.

Release: 2026-q4.1, scores computed 2026-08-04. Read the full method.

It would be a lie to soften that; conducting interviews and selecting successful candidates is what this work rebuilds around. The plan below starts there.

Your week, as this page understands it

Human resources administrative occupations provide administrative support for the human resources (HR) operations within organisations. The job title says “human resources administrative occupations”. The real job is the part underneath: conducting interviews and selecting successful candidates. That is the thing someone has to be right about.

The exposed part of this job is specific, and we won’t pretend it is coming back. But human resources administrative occupations is not one task. It is 59 scored ones, and they are nowhere near equally exposed. The most durable of them, on this evidence, is conducting interviews and selecting successful candidates, and the ledger below shows exactly why.

Where the work sits, by task weight

shifting to AI: 63%
changing shape: 19%
staying human: 18%

These bars are tasks changing hands, not people being counted out. The ledger below shows which.

How we know this

How the bar is built: Each task’s share of the bar is its published importance weight, so a task you do all day counts for more than one you do twice a year.

Release: 2026-q4.1, scores computed 2026-08-04. Read the full method.

Your job, task by task

These are the official task statements for this occupation, in plain English, sorted by what the evidence says is happening to each one. The official wording sits under every line so you can check the rewrite against it.

33 of this occupation's scored task statements carry a score that was measured under a different occupation's context, because the statement is shared between jobs and has only been scored once so far. Each one names the occupation it was measured under in the free routes below; none is presented as a measurement for this job.
Task clusters are not derived in this release, so the task-cluster field is empty and no Collab365 Space routing is attached to this occupation yet.

Shifting to AI

36 tasks

Tasks today’s tools can already do most of. This is the part we will not soften: where these rows are the bulk of your week, the week changes.

Performing administrative tasks relevant to the job role
This is reading one thing and writing another: this work in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/01, 4136/02
Source: “Perform administrative tasks relevant to the job role.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: General office administration is screen-based, documented work software supports strongly.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Assisting in preparing and maintaining staff records and handbooks
This is reading one thing and writing another: preparing in, a record out. That is the shape today's tools are built for.
importance 75 · 4136/01, 4136/02
Source: “Assist in preparing and maintaining staff records and handbooks.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Maintaining staff records and handbooks is document work software handles reliably.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Checking employee files to answer enquiries and provide information for personnel actions
This is reading one thing and writing another: employee files in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/01, 4136/02
Source: “Check employee files to answer enquiries and provide information for personnel actions.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Looking up personnel files and pulling out the right details is exactly what search tools do well.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Maintaining personnel records for HR management purposes
This is reading one thing and writing another: personnel records in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/01, 4136/02
Source: “Maintain personnel records for HR management purposes.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Personnel records are structured information, and maintaining them is routine system work.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.

Changing shape

11 tasks

Tasks where the machine takes the producing and a person keeps the checking, the deciding, or the answering-for-it. For most jobs this is the biggest group, and it is where "transformation, not termination" is literally visible.

Arranging inductions for new employees to facilitate smooth onboarding
The software now makes the first pass at inductions, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 80 · 4136/01, 4136/02
Source: “Arrange inductions for new employees to facilitate smooth onboarding.” (UK task statement)
How this row was scored
Exposure score: 48 out of 100 (41–55 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Induction arrangements are largely scheduling and paperwork, though someone usually welcomes the new starter in person.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Conducting pre-employment checks and ensuring compliance with company policies and relevant legislation
The software now makes the first pass at pre-employment checks, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 90 · 4136/01
Source: “Conduct pre-employment checks and ensure compliance with company policies and relevant legislation.” (UK task statement)
How this row was scored
Exposure score: 49 out of 100 (42–56 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Most checks are database and document work, though someone must verify identity and take responsibility.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Planning and implementing staff training and development activities
The software now makes the first pass at staff, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 90 · 4136/02
Source: “Plan and implement staff training and development activities.” (UK task statement)
How this row was scored
Exposure score: 48 out of 100 (41–55 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training plans and materials are easy to produce, though some delivery and organising happens in person.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.

Staying human

12 tasks

Tasks that stay with a person, because they happen in the physical world, because the rules need someone accountable, or because the value is that a specific person does them.

Designing and implementing engaging learning activities to inspire and educating participants
This work happens in the physical world: activities, in a real place. Software cannot follow it there.
importance 85 · 4136/02
Source: “Design and implement engaging learning activities to inspire and educate participants.” (UK task statement)
How this row was scored
Exposure score: 16 out of 100 (9–23 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Activities are easy to design, but running them so people engage means being there with the group.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Conducting interviews and selecting successful candidates
The value here is that a specific person handles interviews and stands behind it. That is earned, not computed.
importance 85 · 4136/01
Source: “Conduct interviews and select successful candidates.” (UK task statement)
How this row was scored
Exposure score: 13 out of 100 (9–17 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Choosing between candidates rests on human judgement formed in live conversation.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Interviewing job applicants to obtain information on work history
The value here is that a specific person handles job applicants and stands behind it. That is earned, not computed.
importance 80 · 4136/01
Source: “Interview job applicants to obtain information on work history, training, education, or job skills.” (UK task statement)
How this row was scored
Exposure score: 39 out of 100 (32–46 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Structured screening interviews are already run automatically, though candidates judge an employer partly by how the conversation feels.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.

Show the other 49 tasks

Accuratelying record candidate and client information on the recruitment database
shifting to AI
This is reading one thing and writing another: record candidate in, a record out. That is the shape today's tools are built for.
importance 85 · 4136/01
Source: “Accurately record candidate and client information on the recruitment database.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Reading details off a CV into a database is routine data handling that software does accurately.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Drafting and placing adverts to advertise vacancies
shifting to AI
This is reading one thing and writing another: adverts in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/01
Source: “Draft and place adverts to advertise vacancies.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Job adverts follow familiar formats and are drafted and posted well by software.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Maintaining comprehensive employee records to ensure compliance with employment regulations
shifting to AI
This is reading one thing and writing another: comprehensive employee records in, a record out. That is the shape today's tools are built for.
importance 75 · 4136/01
Source: “Maintain comprehensive employee records to ensure compliance with employment regulations.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (86–100 allowing for uncertainty): very high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Keeping employee records complete and compliant is routine record-keeping that HR systems already handle automatically.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Referring selected candidates to hiring staff
shifting to AI
This is reading one thing and writing another: selected candidates in, a record out. That is the shape today's tools are built for.
importance 75 · 4136/01
Source: “Refer selected candidates to hiring staff.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Passing shortlisted candidates to hiring managers is straightforward administration systems already handle.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Notifying eligible workers of position availability
shifting to AI
This is reading one thing and writing another: eligible workers of position availability in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/01
Source: “Notify eligible workers of position availability.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Matching eligible staff to a vacancy and sending the notice is straightforward automated messaging.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Maintaining employee records to track training progress and compliance
shifting to AI
This is reading one thing and writing another: employee records in, a record out. That is the shape today's tools are built for.
importance 60 · 4136/02
Source: “Maintain employee records to track training progress and compliance.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training records are structured data, and keeping them current is routine system work.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Designing and structuring training programs
shifting to AI
This is reading one thing and writing another: programs in, a record out. That is the shape today's tools are built for.
importance 90 · 4136/02
Source: “Design and structure training programs, sessions, and modules.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (79–87 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Designing training programmes and modules is content and structure work built on widely published method.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Creating a range of training materials for various learning options
shifting to AI
This is reading one thing and writing another: a range of training materials in, a record out. That is the shape today's tools are built for.
importance 85 · 4136/02
Source: “Create a range of training materials for various learning options.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (79–87 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training material for common formats is well documented and AI drafts it to a usable standard.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Researching and selecting appropriate delivery methods and resources for training and learning
shifting to AI
This is reading one thing and writing another: appropriate delivery methods in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/02
Source: “Research and select appropriate delivery methods and resources for training and learning.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (79–87 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Researching and picking delivery methods and resources is comparison over widely published material, done quickly by tools.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Reviewing and revising the programme
shifting to AI
This is reading one thing and writing another: the programme in, a record out. That is the shape today's tools are built for.
importance 75 · 4136/02
Source: “Review and revise the programme as appropriate.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (79–87 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Reviewing and revising existing code is well-documented work these tools support strongly.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Researching and evaluating emerging instructional technologies or methods
shifting to AI
This is reading one thing and writing another: instructional technologies in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/02
Source: “Research and evaluate emerging instructional technologies or methods.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (79–87 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Researching and comparing learning technologies is reading and summarising, which AI does quickly and well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Reviewing job applications and job orders to match applicants with job requirements
shifting to AI
This is reading one thing and writing another: job applications in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/01
Source: “Review job applications and job orders to match applicants with job requirements.” (UK task statement)
How this row was scored
Exposure score: 81 out of 100 (77–85 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Matching applications against job requirements is exactly what recruitment software already does at scale.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Contacting job applicants to inform them of the status of their applications
shifting to AI
This is reading one thing and writing another: job applicants in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/01
Source: “Contact job applicants to inform them of the status of their applications.” (UK task statement)
How this row was scored
Exposure score: 79 out of 100 (75–83 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Status updates to applicants are standard correspondence that recruitment systems send automatically.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Providing information on examinations, eligibility, salaries and benefits in response to enquiries
shifting to AI
This is reading one thing and writing another: information in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/01
Source: “Provide information on examinations, eligibility, salaries, and benefits in response to enquiries.” (UK task statement)
How this row was scored
Exposure score: 79 out of 100 (75–83 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: These answers sit in published policy documents, so producing them is retrieval and writing.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Managing documentation for grievances, performance appraisals, job classifications and leaves of absence
shifting to AI
This is reading one thing and writing another: documentation in, a record out. That is the shape today's tools are built for.
importance 60 · 4136/01
Source: “Manage documentation for grievances, performance appraisals, job classifications, and leaves of absence.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (71–79 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Grievance and appraisal paperwork follows set formats, which AI drafts and organises to a usable standard.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Recording dates of and reasons for employee terminations
shifting to AI
This is reading one thing and writing another: dates in, a record out. That is the shape today's tools are built for.
importance 60 · 4136/01
Source: “Record dates of and reasons for employee terminations.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (71–79 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Recording leaving dates and reasons is short, structured record-keeping.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Designing training programmes to enhance specific job-related skills
shifting to AI
This is reading one thing and writing another: programmes in, a record out. That is the shape today's tools are built for.
importance 85 · 4136/02
Source: “Design training programmes to enhance specific job-related skills.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Programme structures and content are well documented, so a solid draft is quick to produce.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Organising professional development training sessions for employees
shifting to AI
This is reading one thing and writing another: professional development training sessions in, a record out. That is the shape today's tools are built for.
importance 85 · 4136/02
Source: “Organise professional development training sessions for employees.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Arranging training sessions is scheduling and booking admin AI handles well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Producing training materials for in-house courses
shifting to AI
This is reading one thing and writing another: materials in, a record out. That is the shape today's tools are built for.
importance 85 · 4136/02
Source: “Produce training materials for in-house courses.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (71–79 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: In-house course material is writing built on existing policy and process documents.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Expanding training and development programmes to cover new skill areas
shifting to AI
This is reading one thing and writing another: development programmes in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/02
Source: “Expand training and development programmes to cover new skill areas.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Extending a programme into new skill areas is course design work software drafts well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Assessing the impact of educational programmes to enhance learning outcomes
shifting to AI
This is reading one thing and writing another: the impact of educational programmes in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/02
Source: “Assess the impact of educational programmes to enhance learning outcomes.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Measuring what a programme achieved is evaluation from data, which analysis tools do well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Planning and assessing the 'return on investment' of any training or development programme
shifting to AI
This is reading one thing and writing another: the 'return in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/02
Source: “Plan and assess the 'return on investment' of any training or development programme, considering the costs of planned programmes and keeping within budgets.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (71–79 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Costing training and working out its return is structured financial analysis that tools handle well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Using social media to advertise positions
shifting to AI
This is reading one thing and writing another: social media in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/01
Source: “Use social media to advertise positions, attract candidates and build relationships.” (UK task statement)
How this row was scored
Exposure score: 70 out of 100 (66–74 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Social media advertising is well documented and heavily supported by scheduling and drafting tools.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 4/4.
Monitoring and enforcing compliance with statutory training requirements
shifting to AI
This is reading one thing and writing another: compliance in, a record out. That is the shape today's tools are built for.
importance 80 · 4136/02
Source: “Monitor and enforce compliance with statutory training requirements.” (UK task statement)
How this row was scored
Exposure score: 66 out of 100 (59–73 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Tracking who needs which statutory training is record work, though someone must be accountable for compliance.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Verifying applicants' employment and references by contacting previous employers
shifting to AI
This is reading one thing and writing another: applicants' employment in, a record out. That is the shape today's tools are built for.
importance 90 · 4136/01
Source: “Verify applicants' employment and references by contacting previous employers.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (60–68 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Checking employment history and chasing references is routine verification work AI handles well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Providing first-line support for all enquiries from candidates and clients
shifting to AI
This is reading one thing and writing another: first-line support in, a record out. That is the shape today's tools are built for.
importance 85 · 4136/01
Source: “Provide first-line support for all enquiries from candidates and clients.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Most first-line questions have documented answers, which assistants already handle well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Developing recruitment strategies to meet staffing needs
shifting to AI
This is reading one thing and writing another: recruitment strategies in, a record out. That is the shape today's tools are built for.
importance 75 · 4136/01
Source: “Develop recruitment strategies to meet staffing needs.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (60–68 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Recruitment strategy is analysis and planning drawn from market and internal data.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Meeting agreed-upon key performance indicators
shifting to AI
This is reading one thing and writing another: agreed-upon key performance indicators in, a record out. That is the shape today's tools are built for.
importance 65 · 4136/01
Source: “Meet agreed-upon key performance indicators, such as arranging interviews and sourcing candidates.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Sourcing and diary work are largely automated already, with someone handling the awkward cases.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Escalating instances of non-compliance
shifting to AI
This is reading one thing and writing another: instances of non-compliance in, a record out. That is the shape today's tools are built for.
importance 60 · 4136/01
Source: “Escalate instances of non-compliance when necessary.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Spotting rule breaches and raising them follows a set process software can carry out.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Coordinating external training activities to support staff development
shifting to AI
This is reading one thing and writing another: external training activities in, a record out. That is the shape today's tools are built for.
importance 90 · 4136/02
Source: “Coordinate external training activities to support staff development.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Arranging external training is coordination and booking work that systems handle well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Providing solutions to specific training problems for line managers and trainers
shifting to AI
This is reading one thing and writing another: solutions in, a record out. That is the shape today's tools are built for.
importance 75 · 4136/02
Source: “Provide solutions to specific training problems for line managers and trainers.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training problems are well documented, so suggesting workable fixes is mostly drawing on known practice.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Developing personalised learning plans for individuals
shifting to AI
This is reading one thing and writing another: personalised learning plans in, a record out. That is the shape today's tools are built for.
importance 70 · 4136/02
Source: “Develop personalised learning plans for individuals.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: A learning plan built from a skills gap and a course list is straightforward to draft.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Selecting qualified job applicants for positions to meet organisational staffing needs
changing shape
The software now makes the first pass at qualified job applicants, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 85 · 4136/01
Source: “Select qualified job applicants for positions to meet organisational staffing needs.” (UK task statement)
How this row was scored
Exposure score: 56 out of 100 (49–63 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Screening applications against requirements is well-suited to software, but the hiring decision stays with the manager who owns the role.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Conducting and scoring aptitude, personality and interest assessments for applicants and employees
changing shape
The software now makes the first pass at aptitude, personality and interest assessments, but someone has to be answerable for the result, and it cannot be the software. So the job becomes checking and deciding rather than producing.
importance 60 · 4136/01
Source: “Conduct and score aptitude, personality, and interest assessments for applicants and employees.” (UK task statement)
How this row was scored
Exposure score: 56 out of 100 (49–63 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; someone qualified has to answer for it.
The rating behind it: Scoring is automatic, but the recognised tests require a qualified user to administer and interpret them.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 2/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Identifying and pursuing potential leads for new candidate and client opportunities
changing shape
The software now makes the first pass at potential leads, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 65 · 4136/01
Source: “Identify and pursue potential leads for new candidate and client opportunities.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Finding likely candidates and clients from data is easy, though converting them relies on human contact.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Identifying training and development needs within an organisation through job analysis
changing shape
The software now makes the first pass at development needs within an organisation, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 75 · 4136/02
Source: “Identify training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and HR departments.” (UK task statement)
How this row was scored
Exposure score: 49 out of 100 (42–56 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training needs analysis combines appraisal data with conversations about what managers actually see.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Explaining company policies and procedures to workers
changing shape
The software now makes the first pass at company policies, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 70 · 4136/01
Source: “Explain company policies and procedures to workers.” (UK task statement)
How this row was scored
Exposure score: 48 out of 100 (41–55 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Turning company policy into a clear explanation is writing work, though the briefing usually happens in person.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Presenting research findings to enhance training programmes
changing shape
The software now makes the first pass at research findings, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 65 · 4136/02
Source: “Present research findings to enhance training programmes.” (UK task statement)
How this row was scored
Exposure score: 48 out of 100 (41–55 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: The slides and findings write themselves; standing up and presenting them is still a person's job.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Effectivelying communicate and collaborate with candidates and internal teams throughout the recruitment and selection processes
changing shape
The software now makes the first pass at communicate, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 85 · 4136/01
Source: “Effectively communicate and collaborate with candidates and internal teams throughout the recruitment and selection processes.” (UK task statement)
How this row was scored
Exposure score: 40 out of 100 (33–47 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Standard messages are easy to automate, but keeping candidates and hiring managers moving together needs a person.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Supporting Continuing Professional Development for self
changing shape
The software now makes the first pass at professional development, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 70 · 4136/02
Source: “Support Continuing Professional Development for self and others.” (UK task statement)
How this row was scored
Exposure score: 40 out of 100 (33–47 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Materials and plans are easy to produce, but people develop through conversations and practice.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Establishing and cultivating relationships with candidates
staying human
The value here is that a specific person handles relationships and stands behind it. That is earned, not computed.
importance 75 · 4136/01
Source: “Establish and cultivate relationships with candidates, maintaining regular contact and providing support as needed.” (UK task statement)
How this row was scored
Exposure score: 32 out of 100 (25–39 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Reminders can be automated, but candidates stay in touch because of the person they know.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Organising induction programmes to introduce new students or staff
staying human
This work happens in the physical world: induction programmes, in a real place. Software cannot follow it there.
importance 75 · 4136/02
Source: “Organise induction programmes to introduce new students or staff.” (UK task statement)
How this row was scored
Exposure score: 32 out of 100 (25–39 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch; work that happens in the physical world.
The rating behind it: Software plans the programme and materials well, but induction events happen with people in a room.
The five ratings: output a model can produce 3/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Interviewing trainees to assess their progress
staying human
The value here is that a specific person handles trainees and stands behind it. That is earned, not computed.
importance 70 · 4136/02
Source: “Interview trainees to assess their progress.” (UK task statement)
How this row was scored
Exposure score: 26 out of 100 (19–33 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Progress can be measured from records, but a useful review conversation depends on the trainee being willing to talk openly.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Delivering feedback to learners to support their development
staying human
The value here is that a specific person handles feedback and stands behind it. That is earned, not computed.
importance 75 · 4136/02
Source: “Deliver feedback to learners to support their development.” (UK task statement)
How this row was scored
Exposure score: 24 out of 100 (17–31 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Written feedback drafts easily, but development conversations work because a learner trusts who is giving them.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Employing questioning techniques and listening skills to identify personal development areas
staying human
The value here is that a specific person handles techniques and stands behind it. That is earned, not computed.
importance 65 · 4136/02
Source: “Employ questioning techniques and listening skills to identify personal development areas.” (UK task statement)
How this row was scored
Exposure score: 13 out of 100 (6–20 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Drawing out someone's development needs by questioning and listening happens in a live conversation.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Developing and maintaining relationships, adapting communication style and format to different audiences
staying human
The value here is that a specific person handles relationships, adapting communication style and format and stands behind it. That is earned, not computed.
importance 60 · 4136/02
Source: “Develop and maintain relationships, adapting communication style and format to different audiences.” (UK task statement)
How this row was scored
Exposure score: 13 out of 100 (9–17 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Relationships and the knack of adjusting to different people are the work here, and belong to a person.
The five ratings: output a model can produce 1/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 4/4 · how much data exists 2/4.
Gathering materials from departments or employees
staying human
This work happens in the physical world: materials, in a real place. Software cannot follow it there.
importance 50 · 4136/01
Source: “Gather materials from departments or employees to be filed.” (UK task statement)
How this row was scored
Exposure score: 12 out of 100 (5–19 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch; work that happens in the physical world.
The rating behind it: Collecting paperwork from departments and colleagues means going round and picking it up.
The five ratings: output a model can produce 2/4 · needs a body in a room 3/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Delivering training using face-to-face, digital and blended learning methods
staying human
This work happens in the physical world: face-to-face, digital and blended learning methods, in a real place. Software cannot follow it there.
importance 80 · 4136/02
Source: “Deliver training using face-to-face, digital, and blended learning methods.” (UK task statement)
How this row was scored
Exposure score: 11 out of 100 (4–18 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Digital delivery helps, but face-to-face and blended teaching means being with learners and responding to them.
The five ratings: output a model can produce 1/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Establishing and maintaining strong collaborative relationships with customers
staying human
The value here is that a specific person handles strong collaborative relationships and stands behind it. That is earned, not computed.
importance 50 · 4136/02
Source: “Establish and maintain strong collaborative relationships with customers, suppliers, and stakeholders.” (UK task statement)
How this row was scored
Exposure score: 10 out of 100 (6–14 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Long-term working relationships with customers and suppliers are the whole point of this task.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 4/4 · how much data exists 2/4.

What this job pays, and how many people do it

Median pay: £26,900a year, before tax, the middle of the range, so half earn more and half earn less.ashe-t14, 2025 · ASHE 2025 provisional (reference April 2025)Provisional, because the ONS revises this figure in the autumn.
How we know this
Source: ashe-t14
Reference period: ASHE 2025 provisional (reference April 2025)
Rounding: Shown to the nearest £100. The exact published figure is in the downloadable dataset. We do not render pounds the survey cannot support.
People doing this job: 60,300in the UK, 2026.nomis-aps · Apr 2025-Mar 2026 (latest APS 12-month period)This headcount comes from a survey, not a census, so treat it as a good estimate rather than an exact count.

What is deliberately not here: a forecast of how many of these jobs exist in ten years. Where an official projection exists for a market we publish it with its vintage; where it does not, we leave the space empty rather than borrow the other country’s number.

Why this is shifting

The reason is boringly specific. Most of what is shifting here is reading one thing and writing another: preparing in, a record out. The rows above are exactly that shape: assisting in preparing and maintaining staff records and handbooks and performing administrative tasks relevant to the job role. What it cannot do is be trusted in person, which is what interviews run on: someone specific doing it and standing behind it. Which is why this page talks about your tasks changing, not your job ending.

Your move

Over a pint: what I’d tell you if you were my friend

The exposed part of your job is the biggest part, and I am not going to dress that up: assisting in preparing and maintaining staff records and handbooks is work today's tools do quickly and cheaply, and that is not coming back.

So, given all that: 63% of this job's task weight sits in rows the software is already learning, 19% in rows that change shape rather than disappear, and 18% in rows it is nowhere near. That is the position, measured across 59 scored tasks. It is not a forecast about you.

What you have that the software does not is conducting interviews and selecting successful candidates, plus the years of knowing when something looks wrong before you can say why. That is the raw material for everything below.

This week: one thing

Sit on the machine's side of the desk. Pick one real piece of preparing you would normally do yourself, let whatever software you already have take the first pass at it, and then go through what it produced and write down every single thing it got wrong. One evening this week. Do not fix anything yet. Just catch it.

What you end up holding: a written list of the machine’s mistakes, in your handwriting
How long it takes: an evening, or an hour if you pick one job rather than one client

If you can’t run software on your employer’s or your clients’ data: Do the same hunt on paper. Take one printed piece of preparing, work through it the way you always do, and mark every point where you made a call rather than followed a rule. Same evening, same list, nothing to log into and nobody to ask permission from. That list is the same artifact: it is the judgment written down.

Over the next 90 days

Change one sentence about what you do. Not on a CV. Out loud, to whoever pays you. From “my job is assisting in preparing and maintaining staff records and handbooks” to “I check what the software does and tell you what it means.” Your error list from this week is what makes that sentence true instead of a claim, so use it: show it once, to one person, inside the next ninety days. Same skills, priced as judgment rather than as typing.

Over the next 12 months

Walk toward the end of this job that answers for things, and get it recognised. Pick the one part of conducting interviews and selecting successful candidates you are already best at, and spend the year making it formal: a qualification, a named responsibility, a specialism people ask for by name. Price it honestly: that is evenings, it is months rather than weeks, and the seats are competitive because everyone in your position is looking at the same door. Before you pay for anything, spend an hour with National Careers Service. It is free and government-funded, and it is listed below with the rest of the free routes.

The roads out of here, and why I am not sending you down them

I looked at the obvious moves out of this job, and here is what I found.

I checked the 12 nearest UK occupations to human resources administrative occupations (nearest by the work that AI is not taking, not by job title), and none of them survived. The closest was human resources and industrial relations officers: only about 12% of its durable work is work you already do. I am not going to pretend that is comfortable news: 63% of your own task list is already in the top exposure band. But the answer on this evidence is not a sideways jump into a job with the same problem. It is to walk toward the end of this one that answers for things. “conduct pre-employment checks and ensure compliance with company policies and relevant legislation” is the part that stays with a person, and spending a year getting formally recognised for it beats a standing start somewhere else.

How that was checked: this job was compared against all 412 UK occupations in this release on their official task statements, and the 12 nearest were examined one by one. A move that turns on an industry, an employer or a qualification rather than on the work itself will not show up in a check like that. And this release carries no licence register, so anything you are weighing needs that looked up separately.

3 moves I checked and rejected

These are the obvious-looking jumps. They are here with their reasons rather than quietly dropped, because the ones that fail are worth knowing about. It is one less thing to turn over at night.

Human resources and industrial relations officers
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “conduct interviews and select successful candidates”. Across the whole of both lists that adds up to about 12% of the work in that job the software is not taking.
Why I am not recommending it: You would be starting most of it from nothing: about 12% of the durable work in that job is work you do today, and the rest you would be learning while the bills carried on.
Look at that job’s page anyway →
Information technology trainers
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “deliver feedback to learners to support their development”. Across the whole of both lists that adds up to about 9% of the work in that job the software is not taking.
Why I am not recommending it: Almost none of it is work you already do: about 9% of the durable side of that job. That is a different job, not a next step. And it is a narrow door: about 9,200 of those jobs against 60,300 of yours (ONS via Nomis), 15% as many seats.
Look at that job’s page anyway →
Health care practice managers
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “plan and implement staff training and development activities”. Across the whole of both lists that adds up to about 8% of the work in that job the software is not taking.
Why I am not recommending it: Almost none of it is work you already do: about 8% of the durable side of that job. That is a different job, not a next step.
Look at that job’s page anyway →

What I’d stop worrying about

A friend tells you what not to spend fear on. This is that list.

The headline number you read somewhere
The big “X% of jobs” figures are about the whole economy, not about you. The number that describes your job is on this page: 63% of its task weight, across 59 scored tasks. Every row behind it is printed above with the source. Check ours; ignore theirs.
“It’s too late for me to become something else”
You are not starting from zero, and the page shows why: conducting interviews and selecting successful candidates is work the software cannot do and you already do it. The move above is a repricing of what you know, not a new career. Nobody who has just left college has that.
“I should learn to code”
Almost certainly not. The value in your job is moving toward checking, deciding and answering for the output, not toward writing the software. A weekend of Python will not change your position; the error list from this week will.
The “obvious” next job everyone suggests
I checked the obvious moves and most of them did not survive. The reasons are printed with the routes above, including the pay and the gate. A move that fails on the numbers is worth knowing about so you can stop turning it over at night.

You are reading the United Kingdom figures

The United States splits this work across more than one official group, of which Human Resources Assistants, Except Payroll and Timekeeping is the closest. The pay and employment figures are not directly comparable, and we do not average them together.

Switch to the United States page →partial match

In US official statistics this job is counted as Human Resources Assistants, Except Payroll and Timekeeping. Pay and employment stay on this page’s own group; the task list and the scores do not cross over.

Your route through this

Two honest options, and no deadline on either

Free, and complete

The moves above cost nothing. These are the real services that go with them: public, government-funded, and free at the point of use. Nothing on this page is behind an email address or a payment.

In England:
National Careers Service
A free hour with a government-funded careers adviser is worth more than another evening of reading. In England that's the National Careers Service.
Free, government-funded
- Discover your skills and careers (the skills assessment)
In England:
National Careers Service - Find a course
Search what's actually running near you before you spend anything.
Free to search; individual courses vary
In England:
Free courses for jobs (Level 3 qualifications)
A free Level 3 qualification you already qualify for beats a paid course you don't need.
Free for eligible adults
In England:
Skills Bootcamps
Free, up to 16 weeks, and you get a job interview at the end. In England these are Skills Bootcamps - search what's running near you.
Free for eligible adults in England
- Skills Bootcamps - what they are and who can do them (DfE, Skills for Careers)
- Skills Bootcamps - JobHelp (DWP)
In Scotland:
My World of Work (Skills Development Scotland)
In Scotland it's My World of Work, from Skills Development Scotland.
Free, publicly funded
- Skills Development Scotland
In Wales:
Careers Wales
In Wales it's Careers Wales.
Free, Welsh Government-funded
In Northern Ireland:
Careers Service Northern Ireland
In Northern Ireland it's the Careers Service on nidirect.
Free, Department for the Economy-funded

A guided route for this

Collab365 Spaces is built by the same people as this site. We find the problems that AI and automation are creating inside one kind of work, then solve them as short courses, briefings and Blueprints. Each Space is the community too, so the research and the people doing your job are in the same place.

What a Space actually is, in full

Power Automate Builders is built for business professionals, operations leads, HR and admin teams, finance coordinators and project managers automating repetitive work without a coding background (the people this page is about). It works on the part of your job that is growing rather than shrinking: turning the chasing - forms, approvals, reminders, records - into flows you own.

Try Power Automate Builders free →

7 days free, no card needed. Explore up to 2 Spaces before you choose a plan: you pick a plan later, not now.

After the trial it is a paid community, and you get identical data either way. If the overlap above is not your job, the moves above cost nothing and stand on their own.

Noted, and thank you. We’ll email you if a Space for HR administrators launches. Nothing else.

That did not look like an email address, so nothing was saved. Have another go below.

We could not save that. The fault is ours, not yours, and your address was not stored. Please try again later.

No deadline on any of this. The page will still be here, and the data is refreshed on a published schedule rather than when someone wants a headline.

Questions people ask about this job

Will AI replace Human resources administrative occupations?: Not as a job, but it is already doing parts of the work. Across the 59 official task statements scored for Human resources administrative occupations (United Kingdom, SOC 4136), 63% of the importance-weighted core work is made of tasks today's AI could already do most of. The overall exposure score is 62 out of 100 (range 57–68, band: high). That is a statement about tasks, not about headcount: this measures what AI could do, not whether any employer adopts it, whether the law allows it, or whether doing the routine parts faster creates more demand for the human parts. Figures are from release 2026-q4.1.
Which tasks in “Human resources administrative occupations” can AI already do?: The highest-scoring tasks in release 2026-q4.1 are: “Accurately record candidate and client information on the recruitment database” (93/100, very high); “Draft and place adverts to advertise vacancies” (93/100, very high); “Assist in preparing and maintaining staff records and handbooks” (93/100, very high). Each score comes from five published 0–4 ratings turned into a number by a published formula, and each carries the model's one-sentence reason on the page.
Which tasks in “Human resources administrative occupations” stay human?: About 18% of this job's task weight sits in work that scores low for AI exposure. The lowest-scoring tasks in release 2026-q4.1 are: “Establish and maintain strong collaborative relationships with customers, suppliers, and stakeholders” (10/100, minimal); “Deliver training using face-to-face, digital, and blended learning methods” (11/100, minimal); “Gather materials from departments or employees to be filed” (12/100, minimal). Low scores usually mean the task needs a body in a room, a legally accountable human, or trust built in real time. Those are the three things the scoring rubric treats as gates rather than obstacles.
What should someone working in “Human resources administrative occupations” do about AI?: Start from the ledger rather than the headline: 63% of this job's weighted core work is exposed, and roughly 18% is not. The practical move is to spend more of your week on the tasks that score low, the ones above, and to get fluent at directing AI through the tasks that score high, because those are the parts that change whether or not you are ready for them. This page does not predict your job, and nothing here is career advice tailored to you: the score describes the occupation, not the person.
How is the AI exposure score for Human resources administrative occupations calculated?: Each official task statement for the occupation is rated on five published 0–4 dimensions (output replicability, physical embodiment, licensed accountability, real-time human trust, and data availability) by claude-opus-5 using scoring prompt task_scoring_v1.0. The model never writes the score; a published formula turns the five ratings into a 0–100 number, so every score can be recomputed by hand. The occupation figure is the importance-weighted mean across 59 scored tasks. The prompt, the rubric, the formula and the full dataset are published at https://futureproof.collab365.com/method and https://futureproof.collab365.com/data/2026-q4.1 under CC BY 4.0.

Where these numbers come from

About the data on this page

Provisional, because the ONS revises this figure in the autumn.
This headcount comes from a survey, not a census, so treat it as a good estimate rather than an exact count.
The match between this job and its counterpart in the other country is partial, so the two pages count slightly different groups of people.
33 of this occupation's scored task statements carry a score that was measured under a different occupation's context, because the statement is shared between jobs and has only been scored once so far. Each one names the occupation it was measured under in the free routes below; none is presented as a measurement for this job.
Task clusters are not derived in this release, so the task-cluster field is empty and no Collab365 Space routing is attached to this occupation yet.

Task statements: gaisi-indexProcessing: catalogue-bridge → ssc-relatedness-weighting → task-scoring → score-aggregation
Task weights: gaisi-index (relatedness)
Scores: Rubric task_scoring_v1.0, model claude-opus-5, computed 2026-08-05.
Pay and employment: ashe-t14 (ASHE 2025 provisional (reference April 2025))nomis-aps (Apr 2025-Mar 2026 (latest APS 12-month period))

Figures on this page come from release 2026-q4.1, published 2026-08-05. Every release keeps its own permanent address, so a figure you cite in March is still there, unchanged, in November.

The plain-English wording on this page is assembled directly from the task statements and the published ratings, not written by hand for this occupation. That is why it is specific, and it is also why we say so.

The routes and free resources further up are today’s, not the release’s (last reviewed 2026-08-05). A route is an offer, not a historical fact, so it moves on its own clock.

How we score a job Download this release Look up another job

Using these figures?

Cite this

Everything on this site is published under CC BY 4.0. Quote it, chart it, sell something built on it. Just say where it came from, and cite the dated release rather than the site, so the figure you quote stays checkable.

Plain text

Collab365 (2026). Collab365 Futureproof: task-level AI exposure for US and UK occupations, release 2026-q4.1 (methodVersion 2.0.0, promptVersion task_scoring_v1.0). https://futureproof.collab365.com/data/2026-q4.1. Licensed CC BY 4.0. Built with O*NET data (USDOL/ETA, CC BY 4.0); ONS data (Open Government Licence v3.0); GAISI task framework (arXiv:2507.22748, MIT); BLS data (public domain).

BibTeX

@misc{collab365futureproof2026q41,
  title        = {Collab365 Futureproof: task-level AI exposure for US and UK occupations, release 2026-q4.1},
  author       = {{Collab365}},
  year         = {2026},
  url          = {https://futureproof.collab365.com/data/2026-q4.1},
  note         = {Release 2026-q4.1, methodVersion 2.0.0, promptVersion task_scoring_v1.0, CC BY 4.0}
}

Permalink

https://futureproof.collab365.com/data/2026-q4.1

Data as of release 2026-q4.1, published 2026-08-05. Releases never change after publication; when the figures move, a new dated release is published beside this one and this one stays exactly where it is.