Role Redesign For AI Skill

When AI absorbs 40% of a role's tasks, orgs default to the worst option: say nothing, and let expectations quietly inflate until the human is doing their old job plus supervising the machine, evaluated by standards from neither. This skill makes the redesign explicit — what the role stops doing, what it now owns, and what "good" means after the shift.

What This Skill Produces

• A task inventory, before/after: what AI took, what it created, what stayed human — with hours
• The redefined core: the role's new centre of gravity, written as a charter
• New expectations & metrics: what performance means now (and which old metrics are dead)
• Level and growth-path implications — including the junior-pipeline problem, faced honestly

Required Inputs

Ask for (if not already provided):

• The role today: title, level, the real task list (or the JD plus what the JD lies about)
• What AI actually absorbed — observed, not vendor-promised: which tasks, how completely, with what verification burden
• The person/team context: one person or a team of eight? tenure mix? current performance framework?
• The org's honest intent: same headcount doing more? fewer people? higher-value work? (The redesign differs; refusing to pick is itself the problem — flag it.)

Redesign Method

1. Inventory tasks, not titles. List the role's tasks with weekly hours. Mark each: AI-absorbed (machine does it, human spot-checks) · AI-assisted (human does it faster) · AI-created (new work: prompting, verifying, correcting, supervising agents) · Human-core (judgment, relationships, accountability, taste). The AI-created column is the one orgs forget — verification is work, and it's in this role now.
2. Balance the hours honestly. Old role = 40h. Absorbed −12h, assisted −6h, created +8h → 10h of genuine capacity. The redesign decides where those hours go on purpose: deeper human-core work, wider scope, or reduced load. Unallocated capacity becomes silent expectation inflation within a quarter.