Workforce intelligence company Reejig will supply work data via its Work Ontology to The Josh Bersin Company’s AI-powered HR assistant, Galileo, under a new partnership announced Thursday. This integration will help HR leaders analyze job roles on a task-by-task basis and identify areas for automation in their organizations.
Partnership details
One side of the partnership is Reejig’s Work Ontology, which breaks down jobs across industries into component tasks and skills. The system draws from 23 industry ontologies and data from over 130 million job postings to create detailed mappings of work processes. On the other side is The Josh Bersin Company which operates Galileo, an AI assistant that provides HR guidance based on 25 years of research and industry data. With the partnership, Galileo users will gain access to granular data about HR functions. This includes which tasks within HR roles could potentially be automated and how positions might be restructured around AI implementation.
“You can’t lead an AI transformation if you can’t see the work itself,” said Siobhan Savage, CEO and co-founder of Reejig. “Too many organizations are making AI decisions based on incomplete or outdated data.” Josh Bersin, CEO of The Josh Bersin Company, described the partnership as turning Galileo into a “job task analysis” agent for HR teams analyzing roles and AI transformation opportunities.
Current market context
As industries pour significant resources into AI technology, many struggle to realize meaningful benefits. A 2023 study from IBM’s Institute for Business Value highlights that CEOs are encountering serious workforce, culture, and governance challenges while accelerating generative AI adoption. The study found that executives estimate 40% of their employees will need reskilling over the next three years because of AI deployment.
Furthermore, Boston Consulting Group’s 2024 study involving 1,000 senior leaders across 20 sectors revealed that 74% of firms have yet to deliver tangible value from their AI efforts despite numerous pilots and implementations. The study showed that only 26% of companies have built the capabilities needed to advance past proof-of-concept stages and deliver measurable business value. Meanwhile, a meager 4% have attained advanced AI capabilities across functions, consistently generating significant returns.
While algorithms often utilize a majority of organizational resources, 20% of difficulties in AI implementation were linked to technology and 10% to AI algorithms. The remaining 70% arises from issues related to people and processes. These human-centered challenges raise broader questions about AI’s ability to handle complex workplace dynamics. In particular, organizations that integrate AI into roles requiring emotional intelligence and interpersonal skills.
Implementation and access
Rather than examining job roles as a whole, Reejig focuses on the individual tasks that make up a position. This means identifying which ones are automatable and which demand human expertise. The approach tries to address the lack of detailed understanding about which specific work processes would benefit most from automation.
Currently, the HR-centered integration is now accessible to Galileo users. Organizations wanting similar insights for other business areas can use Reejig’s broader Work Ontology platform directly. A webinar scheduled for September 4, 2025, will feature a demonstration of the integrated platform, aimed at enterprise leaders planning AI transformation initiatives.
Photo credit: The feature image is symbolic and has been created by Igor Omilaev.
Sources: PR Newswire / Boston Consulting Group / IBM
