AgentShift v2 applied to the Human Resources L0/L1/L2 process taxonomy — calibrated against 128 production agentic-AI vendor cases. Every L2 scored 0–10 on agent impact, mapped to Agent-Core / Agent-Augmented / Human-Core for transformation planning.
v1 scored on three theoretical dimensions: Transaction Intensity (T), Decision Complexity (D), Regulatory Blast Radius (RBR). v2 adds a fourth — Vendor Maturity Index (VMI) — drawn directly from a market scan of 128 production agentic-AI vendor cases. This grounds scoring in shipped, paying-customer evidence rather than analyst conjecture.
Where 3+ production vendors exist for a given L2, the market has already proven automatability — VMI pulls the score upward to reflect that. Where no vendor has shipped, VMI = 0 and the score relies on T/D alone.
Each L2 row carries a vendor count and lead vendor names sourced from the market research catalogue. Use this as the evidence base when challenging the score in workshop conversations.
Use this for: portfolio prioritisation · redesign sequencing · transformation business case · vendor shortlisting · operating-model conversations.
| ID | L2 Process | L1 Area | T | D | RBR | VMI | Impact | Score | Rationale | Production Vendors (market evidence) |
|---|---|---|---|---|---|---|---|---|---|---|
| 1.3 | Candidate Sourcing | Talent Acquisition | 9 | 3 | 1 | 10.0 | 10.0 | High-volume search & outreach — agent-native at scale. | 10 Eightfold AI, KPMG, Personio, Writer, Beamery | |
| 3.4 | Learning Operations | Learning | 9 | 2 | 1 | 7.5 | 10.0 | LMS admin, scheduling, certs — fully agent-native. | 4 Eightfold AI, H2O.ai, Gloat, Microsoft | |
| 8.5 | Time and Attendance | Time Management | 10 | 1 | 3 | 7.5 | 10.0 | Punches, exceptions — fully agent-native. | 4 UKG, Ceridian, Paychex, SAP | |
| 11.3 | Employee Support Services | Workforce Experience | 10 | 2 | 3 | 10.0 | 10.0 | Tier-1 HR helpdesk — agent deflects 70–90%. | 18 HiBob, Personio, Paycom, Paylocity, Oracle | |
| 3.3 | Learning Delivery | Learning | 9 | 2 | 2 | 6.25 | 9.57 | AI tutors, adaptive learning, chatbots — agent-led. | 3 SAP, UiPath, PeopleStrong | |
| 9.3 | Analytic Tools & Insights | Workforce Insights | 8 | 3 | 2 | 10.0 | 9.5 | NL-to-SQL, dashboards, insights — agent-led generation. | 11 Visier, Workday, TCS, HCLTech, Darwinbox | |
| 6.2 | Worker Data Management | Workforce Administration | 9 | 2 | 4 | 10.0 | 9.18 | Master data, lifecycle events, docs — agent-native. | 6 IBM, Deloitte, Creatio, Keka HR, greytHR | |
| 2.3 | Day 1 Onboarding | Worker Onboarding | 8 | 3 | 3 | 10.0 | 8.97 | Welcome, system setup, scheduling — agent + concierge. | 6 Moveworks, Leena.ai, Pega Systems, Tungsten Automation (formerly Kofax), Automation Anywhere | |
| 9.4 | Operations & Reporting | Workforce Insights | 9 | 2 | 3 | 5.0 | 8.57 | Standard reports, refresh, distribution — agent-native. | 2 IBM, KPMG | |
| 7.3 | On-Cycle Payroll Process | Payroll | 10 | 2 | 6 | 10.0 | 8.46 | Gross-to-net engine — agent-native with human gate. | 8 Paycom, Paylocity, Paychex, Infosys, Wipro | |
| 3.2 | Learning Development | Learning | 8 | 4 | 2 | 6.25 | 8.41 | GenAI authoring, content adaptation — agent drafts at scale. | 3 Cornerstone OnDemand, Workday, Verint | |
| 2.4 | Post-Day 1 Onboarding | Worker Onboarding | 8 | 3 | 2 | 5.0 | 8.24 | Buddy matching, learning paths — agent automates cadence. | 2 Darwinbox, Zoho | |
| 11.4 | Continuous Improvement | Workforce Experience | 7 | 4 | 3 | 8.75 | 8.15 | Attrition prediction, retention — agent-led prediction. | 5 Workday, Visier, Paylocity, H2O.ai, EXL Service | |
| 6.3 | Absence Management | Workforce Administration | 9 | 2 | 3 | 3.75 | 8.1 | Leave requests, balances — agent end-to-end. | 1 Freshworks | |
| 8.4 | Schedule Modifications | Time Management | 9 | 2 | 2 | 0.0 | 8.08 | Swaps, callouts, real-time — agent-mediated. | no production vendors mapped | |
| 2.2 | Pre-Hire Onboarding | Worker Onboarding | 9 | 2 | 4 | 5.0 | 8.06 | Document collection, BGV, IT provisioning — agent-native. | 2 Rippling, Workday |
| ID | L2 Process | L1 Area | T | D | RBR | VMI | Impact | Score | Rationale | Production Vendors (market evidence) |
|---|---|---|---|---|---|---|---|---|---|---|
| 11.1 | Employee Experience | Workforce Experience | 7 | 5 | 3 | 8.75 | 7.81 | Copilots, listening, journeys — agent-mediated EX. | 5 Microsoft, Genesys, UKG, SAP, Keka HR | |
| 8.3 | Schedule Build | Time Management | 9 | 3 | 2 | 0.0 | 7.79 | Constraint-based scheduling — agent solves. | no production vendors mapped | |
| 8.1 | Demand Forecast | Time Management | 8 | 3 | 2 | 3.75 | 7.75 | ML forecasting on volumes — agent models. | 1 Verint | |
| 7.1 | Payroll Administration | Payroll | 9 | 2 | 6 | 6.25 | 7.44 | Calendar, controls, exceptions — agent runs payroll cycle. | 3 ADP, Ceridian, UiPath | |
| 6.1 | Organization Management | Workforce Administration | 7 | 4 | 3 | 6.25 | 7.43 | Position management, integrations — agent maintains. | 3 Rippling, HiBob, MuleSoft / Salesforce | |
| 5.2 | Compensation Administration | Total Rewards | 8 | 3 | 5 | 6.25 | 7.28 | Cycle execution, merit, bonus — agent runs. | 3 Workday, IBM, greytHR | |
| 5.3 | Health & Welfare Benefits Admin | Total Rewards | 8 | 3 | 5 | 6.25 | 7.28 | Enrollment, claims, EWA — agent-led ops. | 3 ADP, UKG | |
| 1.2 | Requisition Management | Talent Acquisition | 8 | 3 | 2 | 0.0 | 7.25 | Rule-driven intake, JD, approvals — agent end-to-end. | no production vendors mapped | |
| 8.2 | Demand Translation | Time Management | 8 | 3 | 2 | 0.0 | 7.25 | Convert demand to FTE/skill mix — agent-driven. | no production vendors mapped | |
| 4.4 | Performance Management | Talent Enablement | 7 | 4 | 5 | 8.75 | 7.19 | Review drafting, calibration, listening — agent-led drafting. | 5 Lattice, Genesys, Darwinbox, Culture Amp, Workday | |
| 7.2 | Employee Payroll Information | Payroll | 9 | 2 | 4 | 0.0 | 7.18 | Tax forms, deductions, bank info — agent self-service. | no production vendors mapped | |
| 1.4 | Candidate Evaluation | Talent Acquisition | 7 | 5 | 4 | 7.5 | 7.11 | Video interviews, scoring, ranking — agent-led with audit. | 4 HireVue, Freshworks, Paradox, Uniphore | |
| 7.5 | Post Payroll Process | Payroll | 9 | 2 | 5 | 0.0 | 6.73 | GL posting, recons — agent automates. | no production vendors mapped | |
| 4.3 | Talent Development | Talent Enablement | 6 | 5 | 3 | 5.0 | 6.11 | Coaching, IDPs, manager copilot — agent personalises. | 2 Lattice, Appian | |
| 4.2 | Talent Evaluation | Talent Enablement | 6 | 5 | 4 | 5.0 | 5.75 | Calibration, succession, 9-box — agent surfaces, human curates. | 2 Workday, PeopleStrong | |
| 1.5 | Offer Management | Talent Acquisition | 7 | 4 | 4 | 0.0 | 5.67 | Offer modelling, doc gen — agent drafts, recruiter closes. | no production vendors mapped | |
| 5.4 | Retirement Benefits Administration | Total Rewards | 8 | 3 | 6 | 0.0 | 5.64 | Statutory contributions — agent ops, human compliance. | no production vendors mapped | |
| 7.6 | Payroll Statutory Reporting | Payroll | 9 | 3 | 8 | 3.75 | 5.53 | PF/ESI/TDS/SOC filings — agent prepares, lead files. | 1 Keka HR | |
| 7.4 | Off-Cycle Payroll Process | Payroll | 8 | 4 | 6 | 0.0 | 5.38 | Corrections, retros — agent computes, human approves. | no production vendors mapped |
| ID | L2 Process | L1 Area | T | D | RBR | VMI | Impact | Score | Rationale | Production Vendors (market evidence) |
|---|---|---|---|---|---|---|---|---|---|---|
| 11.5 | Vendor Management | Workforce Experience | 6 | 5 | 4 | 0.0 | 4.87 | SLA monitoring — agent supports. | no production vendors mapped | |
| 11.2 | Employee Health and Wellbeing | Workforce Experience | 5 | 6 | 4 | 3.75 | 4.47 | EAP, wellness — sensitive, human-anchored. | 1 Culture Amp | |
| 11.6 | Manage Process | Workforce Experience | 5 | 6 | 3 | 0.0 | 4.29 | Process governance — human-curated. | no production vendors mapped | |
| 6.4 | Separation | Workforce Administration | 6 | 5 | 6 | 0.0 | 4.26 | Exit logistics + legal/comms — judgment + risk. | no production vendors mapped | |
| 9.5 | Data Governance & Storage | Workforce Insights | 6 | 5 | 6 | 0.0 | 4.26 | Privacy, lineage, retention — human-led. | no production vendors mapped | |
| 10.2 | Workforce Shaping | Workforce Shaping | 5 | 7 | 5 | 5.0 | 4.25 | Restructuring, skills taxonomy — agent + leader. | 2 Eightfold AI, SAP | |
| 5.1 | Total Rewards Strategy | Total Rewards | 4 | 7 | 4 | 5.0 | 4.06 | Philosophy, market positioning — agent benchmarks, human decides. | 2 PwC, EY | |
| 10.1 | Workforce Shaping Framework | Workforce Shaping | 4 | 7 | 4 | 5.0 | 4.06 | Framework, advisory — agent advisory tooling emerging. | 2 Deloitte, EY | |
| 2.1 | Onboarding Design | Worker Onboarding | 3 | 7 | 2 | 3.75 | 3.53 | Experience design, journey mapping — human-led. | 1 PwC | |
| 6.5 | Mobility | Workforce Administration | 5 | 6 | 6 | 0.0 | 3.53 | Cross-border tax, immigration — high-touch. | no production vendors mapped | |
| 9.2 | Data Partnering | Workforce Insights | 4 | 7 | 3 | 0.0 | 3.38 | Stakeholder consult, narrative — relational. | no production vendors mapped | |
| 10.3 | Organization Design | Workforce Shaping | 4 | 8 | 5 | 3.75 | 3.02 | Operating model, spans/layers — exec judgment. | 1 Deloitte | |
| 11.7 | System Governance | Workforce Experience | 4 | 7 | 5 | 0.0 | 2.98 | Tech stewardship — judgment + risk. | no production vendors mapped | |
| 4.1 | Talent Design | Talent Enablement | 3 | 8 | 3 | 3.75 | 2.91 | Org capability design — human judgment with agent analytics. | 1 EXL Service | |
| 9.1 | Analytics Strategy | Workforce Insights | 3 | 8 | 2 | 0.0 | 2.59 | Question design — human-led. | no production vendors mapped | |
| 1.1 | Talent Acq. Strategy | Talent Acquisition | 2 | 8 | 3 | 3.75 | 2.4 | EVP, market positioning — agents brief, humans decide. | 1 Keka HR | |
| 3.1 | Learning Strategy | Learning | 2 | 8 | 2 | 0.0 | 2.05 | Capability strategy — human-led, agent benchmarks. | no production vendors mapped | |
| 6.6 | Employee Relations | Workforce Administration | 3 | 8 | 7 | 0.0 | 1.87 | Grievances, investigations — human-only. | no production vendors mapped | |
| 6.7 | Labor Relations | Workforce Administration | 2 | 9 | 8 | 0.0 | 1.05 | Union negotiation — strictly human. | no production vendors mapped |
Every role executes a weighted blend of L2 processes. The role's Agent Impact is therefore the weighted average of those L2 scores: Role Score = Σ (wi × L2 Scorei). This is the formal bridge between the process view (this taxonomy deck) and the role view (the AgentShift Index treemap). FTE % below is an indicative mid-size GCC pattern — overwrite with your actual FTE distribution to size the business case.
| Role | Grade | FTE % | Process Mix (L2 × weight → score) | Role Score | Tier | Implication |
|---|---|---|---|---|---|---|
| Recruitment Coordinator | L1 | 8% | 1.2 Requisition Management×0.50→7.21.3 Candidate Sourcing×0.50→10.0 | 8.62 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
| Talent Acq. / Sourcing Spec. | L1-L2 | 12% | 1.3 Candidate Sourcing×0.70→10.01.4 Candidate Evaluation×0.30→7.1 | 9.13 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
| TA Manager / Recruiter Lead | L3 | 4% | 1.1 Talent Acq. Strategy×0.40→2.41.5 Offer Management×0.40→5.74.2 Talent Evaluation×0.20→5.8 | 4.38 | Human-Core | Capability investment · 10–20% uplift, agent peripheral |
| Onboarding Specialist | L1 | 5% | 2.2 Pre-Hire Onboarding×0.40→8.12.3 Day 1 Onboarding×0.40→9.02.4 Post-Day 1 Onboarding×0.20→8.2 | 8.46 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
| L&D Specialist | L2 | 6% | 3.2 Learning Development×0.40→8.43.3 Learning Delivery×0.40→9.63.4 Learning Operations×0.20→10.0 | 9.19 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
| HR Business Partner | L3 | 8% | 4.4 Performance Management×0.40→7.211.1 Employee Experience×0.30→7.811.4 Continuous Improvement×0.30→8.2 | 7.66 | Agent-Augmented | Productivity uplift · 30–50% gain via tooling + workflow |
| Comp & Benefits Analyst | L2 | 5% | 5.2 Compensation Administration×0.50→7.35.3 Health & Welfare Benefits Admin×0.50→7.3 | 7.28 | Agent-Augmented | Productivity uplift · 30–50% gain via tooling + workflow |
| HR Ops / Tier-1 HR Service | L1 | 18% | 11.3 Employee Support Services×0.50→10.06.2 Worker Data Management×0.30→9.26.3 Absence Management×0.20→8.1 | 9.37 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
| HRIS Administrator | L2 | 4% | 6.2 Worker Data Management×0.40→9.29.4 Operations & Reporting×0.30→8.611.7 System Governance×0.30→3.0 | 7.14 | Agent-Augmented | Productivity uplift · 30–50% gain via tooling + workflow |
| Payroll Analyst | L1-L2 | 10% | 7.1 Payroll Administration×0.30→7.47.3 On-Cycle Payroll Process×0.40→8.57.5 Post Payroll Process×0.30→6.7 | 7.64 | Agent-Augmented | Productivity uplift · 30–50% gain via tooling + workflow |
| Payroll Compliance Lead | L3 | 3% | 7.6 Payroll Statutory Reporting×0.70→5.57.4 Off-Cycle Payroll Process×0.30→5.4 | 5.48 | Agent-Augmented | Productivity uplift · 30–50% gain via tooling + workflow |
| People Analytics Analyst | L2 | 5% | 9.3 Analytic Tools & Insights×0.60→9.59.4 Operations & Reporting×0.40→8.6 | 9.13 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
| Workforce Planning Analyst | L2 | 4% | 9.4 Operations & Reporting×0.50→8.610.2 Workforce Shaping×0.50→4.2 | 6.41 | Agent-Augmented | Productivity uplift · 30–50% gain via tooling + workflow |
| Employee Relations Specialist | L3 | 4% | 6.6 Employee Relations×0.70→1.96.4 Separation×0.30→4.3 | 2.59 | Human-Core | Capability investment · 10–20% uplift, agent peripheral |
| Time & Attendance Coordinator | L1 | 4% | 8.5 Time and Attendance×0.70→10.08.4 Schedule Modifications×0.30→8.1 | 9.42 | Agent-Core | Redesign role around agent · 60–80% FTE reduction band |
Reading the row. "1.3 Candidate Sourcing ×0.70 →8.5" means the role spends 70% of its time on L2 1.3, which scores 8.5 (Agent-Core). If the role's L2 mix is dominated by Agent-Core processes, the role itself is Agent-Core — translating directly into FTE-reduction targets on the treemap. Mixed mixes land in Augmented; Human-Core roles are anchored in low-T / high-D / high-RBR L2s.
Methodology v2. Scoring extends the AgentShift Banking GCC v3.0 framework with a Vendor Maturity Index (VMI) calibrated against 128 production agentic-AI vendor cases catalogued in the Human Resources market research. Each L2 receives T (Transaction Intensity), D (Decision Complexity), RBR (Regulatory Blast Radius), and VMI on a 0–10 scale.
Why VMI matters. Theoretical scoring underweights L2s where shipping vendors have already proven automatability — e.g. Code Generation (9 vendors), Incident Management (6 vendors), Service Desk (8+ vendors), HR Self-Service (15+ vendors). VMI corrects for this calibration gap.
Calibration window. Q2 2026 — Claude 4.x / GPT-5 generation, mature agent orchestration, GenAI authoring stacks. Re-baseline annually as vendor markets consolidate.
How to use. Agent-Core → redesign operating model around agent (controls, FTE plan, vendor short-list). Agent-Augmented → productivity programs (tooling + workflow change). Human-Core → capability investment (skills, judgment, relational excellence).
What this is not. Not a headcount target. Not a vendor endorsement. Not a substitute for change-impact assessment or per-role scoring (AgentShift Index). Pair with operating-model design before committing to a transformation business case.