Human Resources Specialists

Low Risk
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Explore safer careers (5)

Lower estimated automation risk

Human Resources Managers
10% automation risk | Minimal Risk
Pays better
21.4 pts lower View career
Why it fits

Fits experienced specialists using staffing strategy, employee relations, policy, compliance, budgets, and team oversight.

Management Analysts
19% automation risk | Minimal Risk
Pays better Higher growth
12.7 pts lower View career
Why it fits

Applies workforce process review, interviews, metrics, policy analysis, change planning, and recommendations.

Labor Relations Specialists
12% automation risk | Minimal Risk
Pays better
19.5 pts lower View career
Why it fits

Applies employee relations, policy interpretation, grievance records, negotiations, documentation, and workplace rules.

Compensation, Benefits, and Job Analysis Specialists
25% automation risk | Low Risk
6.5 pts lower View career
Why it fits

Directly reuses job analysis, employee data, policy details, compensation questions, records, and HR compliance.

Training and Development Specialists
19% automation risk | Minimal Risk
Higher growth
12.5 pts lower View career
Why it fits

Uses onboarding, skill gaps, employee coaching, learning materials, performance feedback, and program coordination.

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Occupation snapshot

What does this snowflake show?
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
6.1/10
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

32% (Low Risk)

Low Risk (21-40%): This occupation has a lower risk of full replacement by AI, software, or robotic systems. Some tasks may be automated or assisted, but the role usually still relies on human judgement, communication, responsibility, physical adaptability, or practical decision-making.

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.

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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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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Social perceptiveness

Quite 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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Thinking creatively

Quite important
Why this matters
Coming up with original ideas and designs—creating new concepts, products, systems, or artistic work. This kind of open-ended invention and taste-based judgment is harder to automate end-to-end than routine, rule-based tasks.
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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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Show 5 more strengths

Coaching and developing others

Quite 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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Coordinating others’ work

Quite important
Why this matters
Bringing people together, assigning tasks, and keeping a group aligned so work gets done.
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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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Consulting and advising others

Quite 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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Active learning

Quite 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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What users think

Based on 215 votes

50% 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 32% chance of automation.

What do you think the risk of automation is?

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

Sentiment

Based on user votes over time

View sentiment trend

How opinions have changed over time

Pay & outlook

Wages

High paid relative to other professions

In 2024, the median annual wage for Human Resources Specialists was $72,910 ($35 per hour).

The median annual wage for Human Resources Specialists was 47.3% 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

Very fast growth relative to other professions

The number of 'Human Resources Specialists' job openings is expected to rise 6.2% 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

Significantly greater range of job opportunities compared to other professions

As of 2024 there were 917,460 people employed as 'Human Resources Specialists' within the United States.

This represents around 0.6% of the employed workforce across the country

Put another way, around 1 in 168 people are employed as 'Human Resources Specialists'.

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What people are saying (10)

Leave a comment
Vanessa (Highly likely)
12 Jun 2023 15:43
The facilities today of AIs in "reading" the tone of voice or body expressions in a job interview. This removes the need for a person to do this "body reading".

Translation:
The capabilities of AI today in "reading" the tone of voice or body language during a job interview make it unnecessary for a person to perform this "body reading".
Elliot (HR Will be made redundant)
03 Aug 2025 04:32
Not automated, but it's a job that will no longer be needed. Think about it. If most jobs are completely automated, who will HR manage? Without workers, theres no HR. Some places will still have human workers, but there won't be nearly as many.
Racquel R.
08 May 2026 18:05
HR will still have the option to manage those who are working on AI behind the scenes. It doesn’t create itself or maintain itself without some human intervention. There might not be a need to come into the office anymore but that’s most jobs these days anyway. Chief executives may still need it to cover their own asses too as there will still be some amount of human employees left in the workforce. Additionally, most medical and healthcare jobs are safe as well so they’ll need it too. Not every job is going away to AI.
Joey Lazaro (Low)
24 Sep 2022 07:30
Human Resource has a "human" component that automation cannot justify in terms of work, skill, and judgement. So, its highly unlikely for this position to be automated for the next two decades.
Shoyab patel (Low)
11 Jul 2024 16:29
It's low because of salary negotiation
Joe (Highly Likely)
31 May 2024 21:49
HR has been the dumping ground for useless college majors for years now. Basically, anyone can do HR with any degree. It is a low skilled profession full of individuals who have never had any real power in their lives or people who never had to do any real labor. They get handed power over employees on day one of their employment and they never had to work their way up. These are the people who are responsible for creating unrealsitc job applications and pushing their ideology as well as their beliefs on employees of said company. Employees who don't follow these ideals or beliefs are usually terminated from their positions. HR is responsible for ruining the work place. If you are employed at a company that staffs an HR department, avoid them at all costs! They are soley there to protect the employers and their own interests. Good riddance.
bill
03 Jul 2024 23:12
Someone got fired recently
Joe
17 Oct 2024 04:53
Nope. Found a better career. Nice try FED.
Eric
22 Nov 2025 03:05
Damn bro. I don't like HR very much either, but it's just a position for companies to avoid liability for incidents like harassment, hiring, firing, and employment law etc. I Just avoid them if possible. You don't even have to talk to them. Just be cordial to them if they apprach you. I get that the position attracts certain personalities, but that's life. There's always gonna be people at work you dislike. Your mindset sounds like what needs to change.
spiro
05 Apr 2026 22:01
LOL someone is bitter.
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Job description

Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.

O*NET-SOC code: 13-1071.00