Why Your AI Needs a Job Description...Especially Now
If you’ve been reading headlines lately, you’ve likely heard the term “Agent Boss.” Microsoft coined it in their 2025 Work Trend Index—and it’s as
provocative as it sounds. The idea? A human manager who manages one or more AI Agents. In fact, 75% of global knowledge workers are already
utilizing AI at work, yet only 30% of companies have clear guidelines for integrating AI.
That’s a recipe for chaos.
As companies rush to adopt AI tools, one foundational step is being skipped: clarity of role.
And here’s the truth: if AI is part of your workforce, it needs the same clarity as any new hire. That starts with a job description.
What Happens When You Skip This Step?
Let’s take a page from the Microsoft report. Among its key findings:
49% of employees say they’re unsure when to rely on AI vs. when to bring in a human.
45% of leaders are concerned about employee productivity and whether AI is being used appropriately.
And yet, only 25% of companies have implemented training on AI usage and expectations.
This is a leadership issue.
We wouldn’t onboard a human employee without a defined role, success metrics, and a manager. But that’s exactly what many organizations are
doing with AI.
Start with a Job Description
Here’s what we recommend at Evolve HR Solutions when integrating AI into your team:
Job Title & Purpose – What function does the AI serve?
Inputs/Outputs – What data does it need? What results does it generate?
Human Manager – Who owns its performance and refinement?
Success Measures – What KPIs indicate it’s working well?
Boundaries & Escalations – Where does it hand off to a human?
Feedback Loop – How will your team tune it over time?The People Side of AI
Writing this out clarifies the scope, and it builds trust with your team.
What I love about Microsoft’s latest report is its candor: AI is moving from hype to habit. And with that shift comes responsibility.
Leaders must:
Design roles for AI systems in the same way as for people.
Create policies that guide ethical, productive use.
Build team structures that support a blended workforce, comprising internal employees, external experts, and digital agents.
I have been talking about the Third Workforce for a few months now. At Evolve HR Solutions, we refer to this as the rise of the Third Workforce, a
world where humans, contingent talent, and AI work side by side. It’s not science fiction. It’s the new normal.
But leading this workforce requires intention. And that begins with a question: “If your AI were a person... would it know what it was hired to do?” If not,
it’s time to write that job description.
Want Help Designing Your Third Workforce? We help CHROs, CIOs, and business leaders build high-functioning teams that integrate AI and human
talent intelligently, ethically, and with purpose. Let’s make your AI a teammate, not a tech experiment.
ABOUT THE AUTHOR
Jeff Lupinacci spent the last 25 years at some of the world's best-known companies, such as Intel Corporation and Kimberly-Clark. His career spans key executive roles such as Chief Learning Officer, Chief Talent Officer, and Chief Integration Officer. After a successful corporate career, Jeff turned his focus to his true passion—serving the overworked and under-resourced HR profession.
Beyond his corporate success, Jeff is a sought-after speaker and thought leader, with his insights featured in leading publications such as CFO Europe, Nikkei Business Magazine, and Baylor Business Review. In addition to his business leadership, Jeff is an adjunct professor at Baylor University, where he teaches Human Capital Management for the Executive MBA program and leads the HR Strategy and Analytics capstone for undergraduates.
Jeff is the best-selling author of The Talent Advantage: A CEO’s Journey to Discover the Value of Talent. He lives in Dallas, Texas, with his wife and two doodles.