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Signature tool · CHRO & People Compass

Workforce AI impact mapper

List your roles with headcount and their key tasks in hours per week. For each task, choose whether AI is likely to automate it, augment it or leave it with people — or let a simple keyword rule suggest a starting point. The tool adds up the hours and full-time equivalents (FTE) that could be freed, shows the exposure mix per role, and turns the result into a rule-based reskilling and redeployment plan with links to the matching skill packs. The shares of time freed are labelled assumptions you should replace with your own pilot data. The math runs in your browser; AI only explains the result.

Example dataThe roles below are an illustrative example — replace them with your own. The share of hours AI frees per exposure is an illustrative assumption, not a benchmark — replace it with your own pilot data.

1. Assumptions

How much of a task's time AI frees, by exposure. Illustrative assumption — use your own pilot numbers.

2. Roles and tasks

Hours are per person per week. “Auto” lets a keyword rule suggest the exposure (shown in the results) — change it wherever you know better.

Role 1
Tasks of HR service advisor
TaskHours / wkAI exposureRemove
→ Automate (“routine”)
→ Automate (“data entry”)
→ Keep human (“complex”)
→ Augment (“draft”)
Role 2
Tasks of Recruiter
TaskHours / wkAI exposureRemove
→ Automate (“schedul”)
→ Augment (“screen”)
→ Augment (“draft”)
→ Keep human (“conduct interview”)
→ Keep human (“advise”)
Role 3
Tasks of L&D specialist
TaskHours / wkAI exposureRemove
→ Augment (“create”)
→ Keep human (“coach”)
→ Automate (“compile”)
→ Augment (“plan”)
Role 4
Tasks of Payroll & benefits administrator
TaskHours / wkAI exposureRemove
→ Automate (“reconcil”)
→ Automate (“routine”)
→ Keep human (“exception”)
→ Augment (“prepare”)

3. Impact

People in scope
29
Hours freed / week
412.2
Capacity freed (FTE)
10.3
Share of task hours
36%

Exposure mix across all task hours

  • Automate 40%
  • Augment 27%
  • Keep human 33%
Hours and capacity freed and the plan per role
RolePeopleFreed h / person / wkFTE freedExposure mixPlan
HR service advisor1217.2 / 38 (45%)5.2Redeploy
Recruiter89 / 40 (23%)1.8Reskill in place
L&D specialist410.2 / 40 (26%)1Reskill in place
Payroll & benefits administrator518.6 / 40 (47%)2.3Redeploy

4. Reskilling and redeployment plan

Generated by simple rules from the numbers above (redeploy when a large share of hours and at least 1 FTE are freed; reskill when most hours are augmented). A starting point for a conversation with the business leader — not a decision.

  • HR service advisor

    Redeploy

    Plan redeployment: about 5.2 FTE of capacity (45% of task hours) could be freed.

    1. Validate the estimate with a pilot before changing headcount plans.
    2. Name adjacent growing roles and compare their skills with this role's.
    3. Offer a funded reskilling path and give internal candidates first look at open roles.
    4. Decide, with finance, what the rest of the capacity is used for (new work, slower hiring, reductions) and communicate it honestly.

    Skill packs: Recruiter / HR · Data analyst

  • Recruiter

    Reskill in place

    Reskill in place: 40% of task hours are augmented — the role stays, the way of working changes.

    1. Give everyone in the role hands-on, role-specific AI training (at least five hours, with coaching).
    2. Redesign the role's workflow with the team: where AI drafts, where people check and decide.
    3. Agree what the time freed is used for (quality, customers, new work) and track it.

    Skill packs: Recruiter / HR · People manager

  • L&D specialist

    Reskill in place

    Reskill in place: 50% of task hours are augmented — the role stays, the way of working changes.

    1. Give everyone in the role hands-on, role-specific AI training (at least five hours, with coaching).
    2. Redesign the role's workflow with the team: where AI drafts, where people check and decide.
    3. Agree what the time freed is used for (quality, customers, new work) and track it.

    Skill packs: L&D trainer · People manager · Data analyst

  • Payroll & benefits administrator

    Redeploy

    Plan redeployment: about 2.3 FTE of capacity (47% of task hours) could be freed.

    1. Validate the estimate with a pilot before changing headcount plans.
    2. Name adjacent growing roles and compare their skills with this role's.
    3. Offer a funded reskilling path and give internal candidates first look at open roles.
    4. Decide, with finance, what the rest of the capacity is used for (new work, slower hiring, reductions) and communicate it honestly.

    Skill packs: Recruiter / HR · Data analyst · Accountant

Freed hours only become value when they are used — for new work, better quality, redeployment or slower hiring. Decide that with the business and finance, and tell the people affected first. See “Reskill, redeploy or hire?” in the decision library

The scores are calculated in code. AI only explains them — check anything important.

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