This sort of approach is likely intractable.

A company is more than the function of it's org chart.

There's business description being uncaptured sporadically in every Slack message, watercooler moment and email. (two of those are much easier than the other).

If you boil someone's actual job down to a HR job spec and assume that will suffice... you'll produce both absurdly long HR job specs and still fail to capture the entirety of someone's role.