HR Professions That AI Will or Will Not Replace – 2025

HR profese nahradí AI

If you enter the keywords “which positions will AI replace” into Google, you will get hundreds of results. But what about positions that belong exclusively to HR? We asked a group of our HR experts and created a ranking of positions and competencies that AI will change or significantly advance this year.

Is Your Position Replaceable by AI?

Determining whether your position is replaceable by AI or will be transformed by it is relatively simple. The first in line are competencies that can be easily automated – meaning they can be transferred to a digital environment and then processed using well-tuned algorithms.

Try it yourself and score each criterion from one to five.

Criterion Description Score (1-5)
Routine vs. Non-Routine Tasks The extent to which tasks are repetitive and predictable (higher score) or require variability and adaptability (lower score).
Cognitive Complexity The level of decision-making, creativity, and complex thinking required for the job. How easily can it be done without them? (The easier, the higher the score).
Social Interaction The need for interpersonal communication, empathy, and negotiation. How easily can it be done without them? (If easily, higher score).
Legal and Ethical Barriers The existence of legislative or ethical restrictions preventing automation of the position (strong barriers = lower score).
Necessity of Human Judgment The extent to which human judgment and decision-making in ambiguous situations are essential for the job (higher necessity = lower score).
Adaptability to Changes The ability of the worker to adapt to new conditions and technologies (higher adaptability = lower score).
Sensitivity to Human Factor The extent to which the job requires understanding human emotions and behavior (higher sensitivity = lower score).
Importance of Human Creativity The need for original ideas and innovation in the position (higher necessity = lower score).
Physical Demands Whether the job includes manual tasks that can be automated (higher score) or requires fine motor skills and a human touch (lower score).
Availability of AI Technologies The extent to which available technologies can replace the given competency or position (higher availability = higher score).

How to Evaluate?

  • Scoring Criteria: Assign a score from 1 to 5 for each criterion, where 1 represents a low presence of the given factor and 5 a high presence.
  • Overall Score Calculation: Obtain the average score for the first nine responses.
  • Overall Score 1-2: Low risk of AI replacement; the importance of the position is likely to strengthen.
  • Overall Score 2-4: Some competencies may be replaced.
  • Overall Score 4-5: High risk of AI replacement; the position is significantly threatened by automation.
  • How quickly will the competency change? The last response will give you a hint. If AI is already available for these tasks, the change will happen soon.

Which Professions Are Disappearing or Being Transformed by AI?

Some positions will disappear if their competencies consist solely of tasks that AI can replace. Others will have to transform. In any case, it is essential to view change as an opportunity that will professionalize and simplify your work.

Administrative HR Workers: Routine tasks such as employee data management, training scheduling, or attendance tracking can be automated using AI tools, reducing the need for manual work.

We know this ourselves. Thanks to Sloneek, HR professionals can focus on meaningful tasks that fulfill them and leave non-creative ones to machines.

Junior Recruiters: AI can conduct preliminary candidate selection by analyzing resumes and cover letters, speeding up the recruitment process and reducing the need for human intervention in the initial phases.

AI can already conduct basic conversations as part of pre-screening and gather additional information about candidates. Or at least prepare questions and recommendations. However, the final decision must always be based on human oversight and intuition. Leaving selection entirely to AI is not an option.

Junior Training and Development Specialists: Especially in large companies with standardized education processes, training and development specialists have, in many cases, become mere “box movers,” creating portfolios for specific positions and handling the administration around them.

However, AI can now mix portfolios according to a competency model. This enables more efficient and targeted employee development.

What AI cannot yet replace is the ability to create a high-quality program from which it will subsequently draw. Here, there is actually a shortage of human minds.

HR Analysts: Just a few years ago, employee data analysis, such as performance tracking or turnover prediction, was one of HR’s golden disciplines. But now, everything has changed – basic analytics can be effectively performed by AI systems. That is, provided you have digitized well and have a well-calibrated data intake. Because here, “garbage in, garbage out” applies.

Payroll and Financial Benefits Specialists: This area ventures into payroll accounting and finance departments, but rightfully so. Automated systems will soon be able to estimate the appropriate salary for a proposed position quite accurately. Similarly, they can work with salary modeling or benefit calculations.

Sloneek will do HR. 
You focus on the people.

HR Professions That Will Emerge Thanks to AI

Conversely, AI will bring significantly higher relevance to certain positions than they have had until now. Paradoxically, many of these roles have long been considered “non-productive” or “fluff” jobs. However, their value is now undeniable, and the success of AI models will often depend on them.

HR Strategists: The need for experts who can plan and manage fundamental changes in organizations based on long-term experience will grow. They will work with multiple models simultaneously and use AI tools to determine the best approach. However, the highest-level strategies cannot be derived from data alone—decisive human insight remains essential.

Human Relations and Well-being Specialists: While AI can process employee satisfaction data, it cannot yet handle emotions. Soft-skill roles like happiness managers will experience a comeback. Conflict resolution, mental health support, and fostering a positive work environment remain irreplaceable and will gain importance as human elements disappear from many businesses.

Cybersecurity, Legal, and Ethical Experts in HR: As AI adoption grows, so do risks such as AI phishing, which could extract sensitive employee data. New legal and ethical questions will arise, requiring specialists to navigate uncharted gray areas. Ensuring ethical AI use without bias will be crucial—a challenge for corporate sociologists and ethicists.

Talent Managers: As we increasingly interact with employees through their digital twins, direct human engagement will become even more vital. Identifying, developing, and retaining key talent requires deep understanding of human potential—something AI cannot fully replace. Talent managers will need to professionalize further, both leveraging AI and feeding it market insights.

Organizational Development and Change Management Consultants: Independent consultants will help companies adapt to transformations, optimize processes, and enhance structures—including AI implementation. They will face complex challenges, making their role indispensable for now.

The Future is Hybrid AI—And It Needs You

AI is a key partner in our daily work, but it still relies on us. This year, next year, and the year after. If we embrace AI’s possibilities, we will always remain essential.

Routine tasks like resume screening, planning, and survey analysis are handled faster—and increasingly better—by AI. This shift allows us to focus on strategic decision-making, meaningful human interactions, and strengthening corporate culture.