The Snowflake is a visual summary of the five badges: Automation Risk (calculated), Risk (polled), Growth, Wages and Volume. It gives you an instant snapshot of an occupations profile. The colour of the Snowflake relates to its size. The better the occupation scores in relation to others, the larger and greener the Snowflake becomes.

JOB SCORE

7.2/10

What's this?

Job Score (higher is better):

We rate jobs using four factors. These are:

- Chance of being automated
- Job growth
- Wages
- Volume of available positions

These are some key things to think about when job hunting.

Risk & user votes

Calculated automation risk

10% (Minimal Risk)

Minimal Risk (0-20%): This occupation appears difficult to replace end-to-end with current or near-future automation, including AI software and robotics. Roles in this range usually depend on human judgement, creativity, care, leadership, specialist expertise, or adapting to messy real-world situations. AI and machines may still change parts of the work, but the occupation is likely to remain a distinct human role.

More information on what this score is, and how it is calculated is available here.

Human strengths important in this job

These are human abilities and work contexts that are important in this occupation. They may help explain why parts of the role are harder to replace end-to-end, but they are not the only inputs into the automation score.

Managing and developing people

Very important

Why this matters

Motivate, coach, and direct others, and make hiring and staffing decisions. These people-focused responsibilities rely on judgment, trust, and interpersonal skill and are harder to replace end-to-end with automation.

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Social perceptiveness

Very important

Why this matters

Noticing others’ emotions and reactions in the moment and adjusting what you say or do based on why they’re responding that way.

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Decision-making and problem solving

Very important

Why this matters

Analyze information, weigh tradeoffs, and choose the best solution—especially when situations are ambiguous, high-stakes, or have real-world consequences.

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Coaching and developing others

Very important

Why this matters

Helps people learn and improve through coaching, mentoring, and feedback. This relies on trust, motivation, and adapting guidance to each person—work that’s hard to replace end-to-end with automation.

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Consulting and advising others

Very important

Why this matters

Provide guidance and expert advice to managers or teams on technical, system, or process decisions—explaining options, tradeoffs, and recommended actions.

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Show 5 more strengths

Active learning

Very important

Why this matters

Keeps learning from new information and applying it to make better decisions now and in the future, especially when situations change.

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Assisting and caring for others

Quite important

Why this matters

Provide hands-on help, emotional support, or personal care to people—work that depends on empathy, trust, and responding to individual needs in the moment.

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Negotiation

Quite important

Why this matters

Bringing people together to reconcile differences, trade off priorities, and reach agreements—work that depends on trust, persuasion, and reading the situation.

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Originality

Quite important

Why this matters

Coming up with novel ideas and creative solutions when there isn’t an obvious playbook to follow.

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Communicating with people outside the organization

Quite important

Why this matters

Represents the organization to customers, the public, or government—handling questions, concerns, and relationship-building through conversations, writing, calls, or email.

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What users think

Based on 780 votes

52% chance of full automation within the next two decades

Our visitors have voted they are unsure if this occupation will be automated. However, employees may be able to find reassurance in the automated risk level we have generated, which shows 10% chance of automation.

What do you think the risk of automation is?

What is the likelihood that Human Resources Managers will be replaced by robots or artificial intelligence within the next 20 years?

Highly likely

Moderate

Uncertain

Low

No chance

Sentiment

Based on user votes over time

View sentiment trend

How opinions have changed over time

Pay & outlook

Wages

Very high paid relative to other professions

In 2024, the median annual wage for Human Resources Managers was $140,030 ($67 per hour).

The median annual wage for Human Resources Managers was 182.9% higher than the national median annual wage, which stood at $49,500.

View wage trend

Wages over time

* Data from the Bureau of Labor Statistics

Growth

Fast growth relative to other professions

The number of 'Human Resources Managers' job openings is expected to rise 5.0% by 2034

View employment trend

Total employment, and estimated job openings

* Data from the Bureau of Labor Statistics for the period between 2023 and 2033
Updated projections are due 09-2025.

Volume

Greater range of job opportunities compared to other professions

As of 2024 there were 215,520 people employed as 'Human Resources Managers' within the United States.

This represents around 0.14% of the employed workforce across the country

Put another way, around 1 in 715 people are employed as 'Human Resources Managers'.

What people are saying (31)

ZSM (No chance)

16 May 2025 08:55

Because human still need human to listen, to understand, to support, to see the potential of the employees, to empathy. Robots can not empathy can not coach you

Adam (Highly Likely)

22 Oct 2024 06:02

AI can already do the majority of the tasks that HR currently does. AI isn't the only threat HR. HR positions get outsourced significantly to cut down on costs already. Not to mention, if most jobs are automated, why would I, as a business owner, need to hire? Even if there were positions available, the compensation would be very little.

Wing (Low)

23 May 2023 09:25

A good HR is more than just operations and automation

SophiA (Highly likely)

08 Jun 2022 03:08

Without a doubt, HR will be replaced by AI in the next 10-15 years.

Replacing HR with AI will mitigate bias and ego. This will be the beginning of authentic, merit-based hiring practices.

It will also yield higher profits for companies.

Ayush Pandey (No chance)

08 Aug 2023 19:08

i don't think that machines can ever understand what a human is going through and can never solve the actual problem. some amount of interpersonal skills are required.

Shiva Zamani Heydari (Low)

11 Jan 2023 01:44

Because of EQ which will be crucial in this job.

isabelle (Low)

24 Feb 2022 06:19

HRM will always need human interventions in order to function accurately. AI and automation can speed up tedious and repetitive tasks such as candidate sourcing and screening in Talent Acquisition. But HRM will always require a human touch. No machines are able to understand human behavior the way we do, at least not in our work lifetimes.

REVATHI

19 Mar 2026 03:26

I believe AI cannot completely replace humans, as many roles still require direct, on-site interaction with workers.

Peng (Highly likely)

06 Dec 2025 06:34

The functions like Staffing, Compensation & Benefits, Learning and even workforce resources are areas which could be easily replaced by AI bots. HR Manager role must evolved to understand business acumen in order to partner business stakeholders to do strategic planning. If HR Manager is unable to understand business and unable to link people resources appropriately, it can be replaced easily or the existance of a HR Manager might not be even required. Business Manager can discuss and get approval from C-suite directly, skipping the need for HR.

Gustavo Tavelini (Low)

12 Sep 2022 14:50

I think my occupation will be hard to replace because it requires a lot of soft skills, like empathy, active listening, and a keen perception of others. These human competencies are not easily replicated by machines.

Zio (No chance)

07 Dec 2019 09:17

HR will go away when all types of jobs are eventually replaced and there is no more human capital to manage and complex relations, conflict management and organizational structure to change. Payroll/administration jobs in HR will probably be automated in the next 10-15 years but the “human” in Human Resources is not going away until most other jobs have as well.

ula (Low)

26 Jun 2019 07:51

perhaps ppl will no longer be interested in relations with each other

Charo (No chance)

25 May 2019 20:45

I do not think it's possible, in organizations people will continue to work.

Ted

18 Mar 2022 22:47

During this 2020 COVID crisis, human resource managers of private office companies have switched to home-based work through video chats. They have still not gone back to the office, and it is 2022 now. Still, many are working from home. Hey, I will definitely replace this job. Just look at what happened. The same has gone for the retail section over the years. AI has destroyed them.

FRIMA

01 Apr 2019 13:11

There will always be the need to act better with people, their career, their evolution

Krish

23 Jul 2025 23:26

Despite what this says that AI won’t take this job, the HR field is limited as well when the resources you’re managing is no longer human. Robots and androids don’t have “ issues” or problems at home.

CLAUDIA OLIVEIRA LIMA RODRIGUES

02 May 2025 02:23

Comment: It's a role I've performed my whole life, but I used to only know about business administration. Later, I learned about human resources management, which is more focused on people management and team solutions.

Юлія (No chance)

01 Apr 2025 15:35

Robots do not have emotional intelligence, intuition, perception, or empathy.

Isabelle (Low)

02 Oct 2024 02:44

Human Resources is largely reliant on interpersonal connections and relationships to employees in the workforce.

Daiana Miron (Highly likely)

04 Apr 2024 18:24

Mainly for being able to increase efficiency, reduce costs, and improve accuracy in many sectors.

Katy (Low)

11 Aug 2023 09:08

Human element of dealing with issues - I don't believe that AI would be capable of fulfilling this aspect of the role and complexity of problem solving required currently

Job description

Plan, direct, or coordinate human resources activities and staff of an organization.

O*NET-SOC code: 11-3121.00

Human Resources Managers

Alternative careers

At a glance

Occupation snapshot

Risk & user votes

Calculated automation risk

Human strengths important in this job

Managing and developing people

Social perceptiveness

Decision-making and problem solving

Coaching and developing others

Consulting and advising others

Active learning

Assisting and caring for others

Negotiation

Originality

Communicating with people outside the organization

What users think

What do you think the risk of automation is?

Sentiment

How opinions have changed over time

Pay & outlook

Wages

Wages over time

Growth

Total employment, and estimated job openings

Volume

People also viewed

What people are saying (31)

Job description