You don't automate a job title. You automate work.

A job is a bundle of activities. A finance specialist reconciles accounts, answers questions from the business, builds a forecast and sits in a planning meeting, all in the same week. Some of that work is routine and rule-based. Some of it is judgment that nobody should hand to a machine. Automation takes out the routine slices, and those slices are spread across many jobs, not concentrated in a few titles.

So a plan built on titles goes wrong in both directions. It names roles to cut that still carry work nobody has automated, and it misses the routine work sitting inside roles that were never on the list. The number you gave the board needs to be built from the work itself.

Orgsure measures the work in every position, scores each activity for automation potential, and prices what could realistically come out, so you can tell the board which work, in which roles, and what it’s worth.

How it works

1. Load your HR export. Positions, reporting lines and pay, uploaded as CSV through Orgsure’s import templates. No HRIS integration project.
2. Run one activity survey. Every position allocates its time across the same shipped catalog of work activities, so roles with different titles are compared on what they actually do. Your own function framework maps onto the catalog as a lens; you don’t rebuild it.
3. See the value of the work. Each activity sits in one of Orgsure’s work-value tiers, from strategic to transactional, so you can see how much of each role’s time goes to higher-value work and how much to routine work.
4. Score the work for automation potential. Each activity gets an automation-potential score. Orgsure turns it into automatable FTE and dollars from your own pay data, then applies realization factors, because not every hour that could be automated comes back as savings.
5. Decide what happens to the capacity, then test it. Freed time doesn’t release itself. Move the work, redeploy the people or remove the positions in a simulation, and see the change in FTE, cost and structure before anyone hears about it.

What you get

• The automatable work in your organization, sized in FTE and dollars, by role and with the activities underneath, so the number you give the board has a source.
• A gross figure and a realizable figure side by side, so the plan doesn’t promise savings the work can’t deliver.
• The roles where routine work is a large share of the job, and the roles where it’s a small slice of many jobs, which call for different decisions.
• A tested scenario for the freed capacity: what is redeployed, what is released, and what it does to cost and structure.

An example from a modeled demo organization

In a modeled 2,900-person demo manufacturer, six role families (quality control specialists, manufacturing planning specialists, HR specialists, business analysts, accountants and finance specialists) hold 420 FTE. About 91% of their time goes to non-strategic work, in the lowest two of Orgsure’s work-value tiers. 150 FTE of that work scores as automatable: about $3.7M a year after Orgsure’s own realization factors, on base pay.

These figures come from a modeled demo organization, not a customer. They are opportunities to test, not a committed saving.

Notice what the 150 FTE is not: 150 people. It is slices of work spread across hundreds of positions in six role families. No single title disappears. That is why the next step is a decision, not an assumption: which capacity is redeployed to work the organization is short of, and which is released.

Where Orgsure fits in the automation program

Orgsure is the measuring layer under the program, not the automation itself. It tells you where the automatable work is and what it costs today; the teams choosing and running the automation decide how to take it out. If a consulting firm is leading the program, Orgsure gives them activity-level data on every position instead of interviews with forty managers, and the data stays with you afterwards.

Frequently asked questions

Does Orgsure tell us which roles to cut?

No. It shows which work scores as automatable and where that work sits. Because a job is a bundle of activities, the answer is usually a share of many jobs, not a list of titles. What to do with the freed capacity is your decision, and Orgsure lets you test it first.

What do the realization factors do?

They discount the gross figure for the share of automatable time that realistically comes back as savings. Orgsure reports both, so the board sees the realistic number, not only the theoretical one.

Is the automation figure a committed saving?

No. It’s a set of opportunities to test. The saving only happens when the work actually moves and the capacity is redeployed or released by decision.

Will employees see the survey as a headcount exercise?

It’s positioned as work measurement, not performance measurement: one wave, a fixed list of activities, usually sponsored by the CHRO. It asks what work people do, not how well they do it.

How long does it take?

The HR export loads in the first two weeks, and the survey runs as one wave. A pilot takes 60 days. First findings come in 30 days, from your HR export. The automation findings need the survey, so they follow once it closes, in weeks 6 to 8.