HR Professions That Will Be or Won’t Be Replaced by AI – 2025

If you enter the keywords “which positions will AI replace” into Google, you’ll 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 replace or move forward significantly this year.

Is your position replaceable by AI?

Determining, if your position is replaceable by AI or if AI will transform it, is relatively simple. The competencies that can be easily automated are the first in line – i.e. 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.

How to score?

1. Criteria scoring: For each criterion, assign a score from 1 to 5, where 1 represents a low presence of the given factor and 5 a high presence.
2. Overall score calculation: Get the average score for the first 9 answers.
3. Overall score 1-2: Low risk of AI replacement; the importance of the position is likely to strengthen.
4. Overall score 2-4: Some competencies may be replaced.
5. Overall score 4-5: High risk of AI replacement; the position is at significant risk of automation.
6. How quickly can the competency be changed? The last answer will give you a hint. If AI is already available for these tasks, it’ll be soon.

Which professions are disappearing or being transformed by AI?

Some positions will disappear if their responsibilities consist only of the tasks that AI can replace. Others will have to transform. In any case, it’s important to see the change as an opportunity that will make your job more professional and easier.

HR administrative staff

Routine tasks such as managing employee data, scheduling training or processing attendance can be automated with AI tools that causes reduction of the need for manual work.

We know that thanks to Sloneek, HR professionals can focus on important tasks that fulfil them and let machines do uncreative ones.

Junior recruiters

AI can lead a preliminary candidate selection by analysing CVs and cover letters. It means speeding up the recruitment process and reducing the need for human intervention in the initial phases.

AI can already conduct basic conversation as part of pre-screening and gather additional information about the candidate or at least prepare questions and recommendations. However, the final decision must always be based on human control and intuition. Leaving the choice only to AI is definitely not an option.

Junior training and development specialists

Especially in large companies with standardised education processes, in many cases, training and development specialists have become just “box movers” who create portfolios for individual positions and handle the administration.

However, the portfolios can be mixed by AI according to a competency model. It enables more efficient and targeted employee development.

AI cannot replace the preparation of a good programme from which it’ll draw subsequently. Here, there’s actually a shortage of human minds.

HR analysts

Analysing employee data, such as performance tracking or fluctuation prediction, was one of the golden disciplines of HR just a few years ago. Nowadays, things are different – basic analytics can be effectively performed by AI systems. Assuming that you’ve digitised well and have your data intake fine-tuned. Because “garbage in, garbage out” applies here.

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 the given position quite accurately. They can also work with salary modelling or benefit calculation.

HR professions that will be created by AI

Conversely, AI will bring significantly more relevance to many positions than they’ve had so far. Paradoxically, these will often be the positions that have long been labelled as “unproductive” or “marginal”. However, their contribution will be undeniable and the success of AI models will often depend on them.

HR strategists

Sure, we kind of hide behind the fact that an HR strategist can be anyone who does “HR strategy”. So why is it mentioned on this list? There’s a growing need for professionals who can plan and manage the most fundamental changes in organizations based on long-term experience. They’ll work simultaneously with several models at once and use AI tools to get input to figure out which is the right one.

The highest-level strategies cannot be derived from the data anyway. The data will serve as key inputs but the decision is up to a specific person.

Human relations and well-being specialists

While AI can process employee satisfaction data, it cannot handle emotions yet. Soft positions, such as happiness managers, will experience a comeback. Human approach towards resolving conflicts, supporting mental health or building positive work environment remains irreplaceable. Moreover, it’ll gain the importance as the human element disappears more and more from many businesses.

Cybersecurity, legal and ethical experts in HR

As the use of AI in HR grows, a number of risk areas will also arise. Firstly, the risk of AI phishing, that could “extract” sensitive data that people are used to entering to AI systems. At the same time, new issues in terms of legislation and the formation of grey areas that haven’t had a precedent solution so far, will arise.

Last but not least, ethical AI use without prejudice will be crucial – a challenge for corporate sociologists and ethicists.

Talent managers

The more we work with people through their digital twins, the more important contact and relationship with them will be. For example, identifying, developing and retaining key talent requires deep understanding of human abilities and potential. AI cannot fully replace it yet.

Talent managers will need to professionalise. On one hand, they’ll rely on AI. On the other hand, their market insights will be important feed for AI.

Organisational development and change management consultants

Independent consultants will help companies with organisational development and change management. AI will breathe down their neck as well, drawing on working experience.

However, they’ll face complex challenges, making their role indispensable for now. They’ll help companies adapt to changes, optimise processes and improve organisational structure. Among other things, AI implementation as well.

The future is hybrid AI. It needs you.

AI is a key partner in day-to-day work but it still relies on us. This year, next year and the year after. If we accept that we’ll grow hand in hand with AI possibilities, we’ll always be indispensable.

If we accept that routine tasks, such as sorting CVs, planning or preparing and evaluating questionnaires, can be handled faster and nowadays even better by AI; we understand that our role is elsewhere. Finally, we’ll have time to focus on strategic decision-making, working with people to gain more relevance, or building stronger company culture.