AI and Jobs…What’s Next?
For years, labor economists have been warning of a growing shortage of talent that will worsen as we approach 2030 and beyond. By 2030, the number of working-age citizens in the U.S. (ages 15 – 64) will be at the same level it was in 1950 (UN DESA Population Division). We’ve seen 52 straight years of below replacement birth rates in the U.S. Put simply, there will be fewer humans available to work. While North Carolina enjoys a lot of “in migration” from other states, that flow won’t last forever. Finding talent will be harder, and the graphs only get worse over time.
Will AI and Robots Really Take Our Jobs?
Artificial Intelligence (AI) has rapidly evolved from a futuristic concept to a transformative force in today’s workplace. From self-checkout kiosks to chatbots, and from automated manufacturing lines to advanced data analytics, AI is reshaping how businesses operate and how people work. And as these technologies become more capable, a pressing question emerges: Will AI take our jobs?
AI and automation are indeed changing the employment landscape. Tasks that are repetitive, predictable, or data-driven are increasingly performed by machines. For example:
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Manufacturing: Robots have replaced many assembly line jobs, improving efficiency but reducing the need for human labor.
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Retail and Customer Service: Self-service kiosks and AI-powered chatbots handle transactions and inquiries, reducing the number of cashiers and support agents. AI agents listen alongside live CSRs and recommend products and services based on what clients are saying.
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Transportation: Autonomous vehicles and drones are beginning to impact delivery and logistics roles.
A 2023 report from the World Economic Forum estimated that by 2025, automation could displace 85 million jobs globally while also creating 97 million new roles better suited to the new division of labor between humans, machines, and algorithms. A recently released study from AIResumeBuilder.com found that 30% of companies plan to replace employees with artificial intelligence in 2026, particularly those in IT, financial services, and accounting.
New Jobs and Human-AI Collaboration
While AI does automate certain tasks, it also creates new opportunities. Many jobs are evolving rather than disappearing. For instance:
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AI Specialists and Data Scientists: The demand for professionals who can develop, manage, and interpret AI systems is soaring.
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Human-AI Collaboration Roles: Jobs that require creativity, emotional intelligence, and complex problem-solving—traits where humans excel—are becoming more valuable.
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Reskilling and Upskilling: As routine tasks are automated, workers are encouraged to learn new skills, often supported by employers and governments.
Jobs Most at Risk and Most Resilient
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At Risk: Manufacturing, transportation, administrative support, and some service roles.
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Resilient: Healthcare, education, creative industries, and jobs requiring interpersonal skills.
All industries will face some level of AI transformation, and the fear of job loss due to AI is real. Workers in affected industries may face uncertainty and anxiety, particularly older workers not as interested in upskilling or reskilling. In fact, a 2023 IBM study found that 40% of the workforce will need to reskill due to AI and automation over the next three years.
Fortunately, history shows that technological revolutions—like the Industrial Revolution or the rise of computers and the internet- ultimately led to new kinds of work and higher productivity. AI is not simply taking jobs—it is transforming them. The challenge is to ensure that workers are equipped to adapt and thrive in this new environment. By focusing on education, collaboration, and responsible innovation, organizations can harness AI’s potential while minimizing its risks.
What Can Be Done Now?
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Education and Training: Lifelong learning and reskilling programs are essential to help workers transition to new roles.
- Catapult just recently launched a new AI course designed for HR professionals. In just three hours, this virtual, instructor-led session breaks down what AI actually means for HR, and attendees will leave with a personalized AI Action Plan to guide responsible adoption in your organization. To learn more or register for an upcoming session, click here.
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Policy and Support: Organizations must create safety nets and invest in workforce development. I know of many Catapult members, including us, who are rolling out Microsoft CoPilot across their organization to drive productivity gains. Some are even placing AI agents on the org chart!
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Ethical AI Deployment: Businesses should use AI responsibly, considering its impact on employees and society.
Who Owns the Workplace Transformation?
One important question remains for organizations – Whose role will it be to determine how people and AI will combine to deliver the future? Many functional areas and their respective associations are making their pitch for ownership from Executive Leadership to HR to IT to Operations to Process Control. Everyone can’t own it. Economist Milton Friedman reminded us long ago that “When everybody owns something, nobody owns it, and nobody has a direct interest in maintaining or improving its condition.”
I’m not going to take sides, and the answer will probably be a collaborative effort. I will state, however, that your organization’s survival will depend on how effectively you utilize AI/Technology/Automation. You can’t avoid it, no matter your industry, and at some point, if not already, you’re going to face a severe shortage of skilled workers.
If you’re an HR Leader and your company has its collective head in the sand when it comes to AI plus plus plus, then why don’t you be the person who steps up and starts the conversation? I know it might be more comfortable to stay in the recruiting, retaining, and regulatory lane. However, you own the Human part of the organization, so insert yourself now in crafting those humans’ future!
Don’t know how to start that conversation? Just ask ChatGPT! Or call us and we can help. Think about it!
Frequently Asked Questions
How is AI changing the HR function?
AI is automating administrative HR tasks such as applicant screening, benefits enrollment, payroll processing, and policy Q&A. This is freeing HR professionals to focus on strategic work — employee relations, culture, leadership development, and organizational design — that requires human judgment and empathy.
Will AI replace HR jobs?
AI will automate many transactional HR tasks but is unlikely to replace the human judgment required for employee relations, complex investigations, leadership coaching, and culture building. HR professionals who learn to leverage AI tools will be more effective and in higher demand than those who don’t adapt.
What HR policies should employers have around employee use of AI?
Employers should develop clear AI use policies covering: acceptable use cases, data privacy (prohibiting input of confidential information into public AI tools), attribution and disclosure requirements, and consequences for misuse. The policy should be reviewed at least annually given how quickly AI capabilities evolve.
How should employers prepare workers for AI-driven job changes?
Proactive employers are conducting skills gap analyses, investing in upskilling programs (digital literacy, critical thinking, data interpretation), and communicating transparently about how AI will affect specific roles. Treating AI adoption as a workforce transition — not just a technology project — significantly reduces employee anxiety and attrition.
Are there legal risks in using AI for hiring or performance decisions?
Yes. AI hiring tools can perpetuate bias if trained on historically skewed data, creating disparate impact liability under Title VII and state laws. Some jurisdictions (New York City, Illinois, California) have passed AI hiring regulations requiring audits and disclosure. Employers should audit AI tools for bias before deployment and maintain human review of adverse decisions.
