Manage job families and positions
How manage job families and positions are reshaped as AGI capability advances.
The bottom line
Roughly 70% of the work in Manage job families and positions is information-shaped — already within reach of AI delivery. The question here is not whether it shifts, but which tasks go first and who staffs the residual.
Why: The APQC Lens places this process within 'Develop and manage human resources (HR)', which carries a hybrid prior (0.4–0.7). Without child occupation data, the specific process description of overseeing job families and positions indicates heavy desk-based analytical and documentation work (e.g., HRIS maintenance, role structuring), pushing it to the upper boundary of the hybrid band.
grounded in the economy graph · digital scalar 0.70 · hybrid
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How the work flows
Trigger: An organizational restructuring, new business requirement, or routine HR audit necessitates the creation or review of job roles.
- Identify the business need for a new role or position review
- Analyze job responsibilities, skills, and required qualifications
- Group related roles into defined job families
- Assign appropriate grade levels and compensation bands
- Document and publish standardized job descriptions
- Maintain and update the job architecture continuously
Outcome: Positions are standardized, categorized into job families, and mapped to consistent compensation and leveling structures.