This article addresses the longstanding tension within the HR profession between its strategic and administrative identities, arguing that AI-driven automation is poised to resolve this conflict beginning in 2026. The author contends that 30-40% of existing HR jobs — predominantly administrative and transactional roles — will be automated through AI agents and 'Superagents,' fundamentally reshaping the profession rather than eliminating it. Key evidence presented includes task-level analysis of over 250 HR job titles conducted via the author's proprietary AI tool (Galileo), reference to early deployments with an insurance company, an airline, and a pharmaceutical company, and the historical observation that HR job postings increased 60% over the past five years. The article also cites ongoing litigation against HR AI vendors Workday and Eightfold as evidence of emerging risks around algorithmic bias. The author concludes that automation will shift HR toward a 'Full-Stack' model focused on strategic talent advisory, organizational design, and AI orchestration, potentially raising the employee-to-HR-staff ratio from 100:1 to as high as 400:1. Key insights: The author argues that 30-40% of HR job tasks are automatable with relatively low effort, based on proprietary task-level data from the Galileo AI system covering more than 250 HR job titles. Rather than shrinking the HR profession overall, automation is framed as shifting the composition of HR roles — eliminating routine administrative positions while creating new roles in AI orchestration, strategic talent advisory, and systems governance. Data quality, algorithmic bias, and explainability are identified as emerging HR responsibilities, evidenced by active lawsuits against vendors Workday and Eightfold, placing AI risk management squarely within the HR function's purview. Practical takeaways: Organizations operating with the traditional 100:1 employee-to-HR-staff ratio may see that benchmark shift dramatically as AI agents absorb transactional HR workloads, with implications for workforce planning within HR departments themselves. HR professionals in administrative and coordination roles (e.g., interview schedulers, recruitment coordinators, helpdesk assistants) face near-term displacement risk, while those with capabilities in AI management, talent strategy, and organizational design are positioned for expanded scope.