3 in 10 companies plan AI-related layoffs next year. HR needs a plan now
Here's the headline: 30% of companies plan to replace employees with AI next year, according to a new report from AIResumeBuilder.com surveying 1,250 U.S. business leaders. And it's not just IT. The study flags risk across information technology, software, financial services, accounting, HR, manufacturing and retail.
Among leaders expecting AI-related cuts, 59% say the technology will replace 10% or more of their current workforce. One in ten expect AI to replace half or more of their workforce. That's pressure HR can't ignore.
Key numbers HR should bring to the C-suite
- 30% of companies plan to replace employees with AI in the next year (AIResumeBuilder.com).
- Of those anticipating AI-related layoffs, 59% expect 10%+ of roles to be replaced; 10% expect 50%+.
- U.S. employers announced 153,074 job cuts in October, up 175% year over year (Challenger, Gray & Christmas). Cost-cutting led to 50,437 announced layoffs; AI was the second-leading factor, triggering 48,414 job cuts.
- Finance leaders are still early: an Egon Zehnder study finds CFOs are taking staged adoption, building team literacy so AI augments human expertise. Nearly 1 in 5 CFOs have eliminated roles due to AI, while many are redefining responsibilities for higher-value work.
Where the cuts may land
The study points to likely AI-related layoffs in IT, computer software, financial services, accounting, HR, manufacturing and retail. The most at-risk roles: customer service, administrative or clerical, and IT/technical support.
That doesn't mean these jobs vanish across the board. It means task-level automation is accelerating. Work that's high-volume, rules-based, and repeatable is first in line.
Use AI to upgrade work, not just reduce headcount
There's a better play than pure cuts: automate the busywork and redeploy people to strategic work. As career advisors note, AI can clear monotonous tasks so teams have time for projects that drive growth, service quality, and new revenue streams.
HR's role is to turn that idea into a concrete plan-before a blanket reduction sets the tone.
Your 90-day HR action plan
- Map the task inventory: Ask each function for a simple list of top workflows by time spent. Flag anything repetitive, rules-based, or document-heavy.
- Run two quick pilots: Pick low-risk use cases (e.g., help desk triage, report drafting, ticket routing). Set a 30-60 day window with clear KPIs: time saved, error rate, and satisfaction.
- Define redeployment paths: For roles with high automation exposure, identify adjacent roles that need headcount (CX, sales ops, data quality, enablement). Pre-build training checklists.
- Launch skills sprints: Focus on data literacy, prompt writing, workflow design, and QA. Use micro-learning plus shadowing. Certify managers to run AI-assisted processes.
- Update job architectures: Rewrite job descriptions with "tasks automated" vs. "tasks owned" and the decision rights that remain with humans.
- Set governance: Approvals for tools, data access, human-in-the-loop checkpoints, and audit trails. Document responsible-use guidelines and bias checks.
- Communication plan: Explain where AI will be used, what it changes, and how employees can grow with it. Tie skill progress to recognition and internal mobility.
- Vendor discipline: Require ROI projections, security attestations, and sandbox trials. Avoid stacking point solutions without a clear owner.
Metrics to track (and report monthly)
- Time saved per process vs. baseline
- Quality outcomes: error rates, rework, SLA adherence
- Headcount impact: percent of roles redeployed vs. eliminated
- Cost per output unit (before/after)
- Employee sentiment in affected teams
- Compliance incidents and audit findings
Partner tightly with Finance and IT
Finance leaders are being selective and measured with AI adoption. HR can accelerate progress by bringing a staged rollout plan, clear guardrails, and a view of where human judgment remains critical. That earns trust and budget.
Share external benchmarks so you're aligned on pace and risk tolerance. For broader context, see updates from Challenger, Gray & Christmas and research from Egon Zehnder.
What to ask your leaders this week
- Which top five processes are we automating in the next quarter, and what outcomes will prove it worked?
- Which roles are most exposed, and what are the two clearest redeployment paths for each?
- What data and model risks do we accept, and who signs off on exceptions?
- How will we measure value beyond headcount reduction (quality, speed, customer metrics)?
Bottom line
Layoffs are one path. A smarter path is re-shaping work so people handle judgment, relationships, and creative problem solving-while AI carries the repetitive load. HR is in the best spot to turn that into a repeatable playbook.
If you need practical upskilling options for HR and adjacent teams, explore focused programs and certifications at Complete AI Training. Quick wins come from targeted skills, short pilots, and clear metrics-run that loop a few times, and you'll change the conversation from cuts to capability.
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