Compensation and Benefits Managers
Management Occupations- O*NET-SOC code
- 11-3111.00
Plan, direct, or coordinate compensation and benefits activities of an organization.
- Data source: BLSPublished: 2026-08
High· relative
LowFour relative bandsVery highGroup-level value
Scale, basis and source
Four relative bands (Low / Moderate / High / Very high)
831 detailed occupations in the BLS Employment Projections table. Assigned per National Employment Matrix (NEM) code, so occupations sharing a NEM code carry the same band
- Data source: AnthropicPublished: 2026-03
0.000
0.000Range of values carried here0.745Scale, basis and source
Observed exposure index, 0–1 as published
Mapped onto O*NET tasks
Published per SOC 2018 occupation; every O*NET occupation with the same SOC 2018 code carries this value
- Data source: ILOPublished: 2025
0.36
0.09Range of values carried here0.70Group-level value
Scale, basis and source
Generative AI exposure index, 0–1 as published
Published per ISCO-08 unit group. Linked to this occupation, wholly or in part, by applying U.S. Bureau of Labor Statistics crosswalks (ISCO-08 to 2010 SOC, 2010 SOC to 2018 SOC) as published
What kind of figure this source publishes
The BLS category is a relative rank, not an absolute level, and it is not a first-hand measurement: it groups an occupation's percentile ranks across several published studies into four bands. It is not an employment or wage forecast, not a probability of adoption, and it does not separate automation from augmentation.
Task-level exposure
Exposed tasks only24 rated tasks · 21 tasks with β ≥ 0.5 (87.5%)
β = direct exposure (E1) + 0.5 × exposure when tools are available (E2), per the source repository's definition.
- Source unit: O*NET 27.2 tasks → O*NET 31.0 occupation code
- 2 rated tasks are not in the O*NET 31.0 task list; their scores are kept as published for O*NET 27.2.
- Source
- OpenAI "GPTs are GPTs" exposure rubric
- Release
- gh-main-0471612
- License
- MIT License, Copyright (c) 2024 OpenAI
| Task (O*NET 20.1) | Claude.aiRaw / share % |
|---|---|
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.11-3111.00 | 0.007720.7 |
Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.11-3111.00 | 0.006918.5 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.11-3111.00 | 0.006316.9 |
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.11-3111.00 | 0.00349.1 |
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.11-3111.00 | 0.00318.3 |
Advise management on such matters as equal employment opportunity, sexual harassment and discrimination.11-3111.00 | 0.00297.7 |
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.11-3111.00 | 0.00297.7 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.11-3111.00 | 0.00266.9 |
Identify and implement benefits to increase the quality of life for employees, by working with brokers and researching benefits issues.11-3111.00 | 0.00154.1 |
| Not observed on any surface — 15 task(s) — These tasks have no row in the source for this release. The 0 in the share row is a display-stage composition ratio; absence is what the — in the raw row states. | |
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. | —0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | —0 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. | —0 |
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). | —0 |
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | —0 |
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. | —0 |
Prepare budgets for personnel operations. | —0 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | —0 |
Plan and conduct new employee orientations to foster positive attitude toward organizational objectives. | —0 |
Negotiate bargaining agreements. | —0 |
Investigate and report on industrial accidents for insurance carriers. | —0 |
Represent organization at personnel-related hearings and investigations. | —0 |
Conduct exit interviews to identify reasons for employee termination. | —0 |
Prepare personnel forecasts to project employment needs. | —0 |
Contract with vendors to provide employee services, such as food services, transportation, or relocation service. | —0 |
Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.
| Task (O*NET 27.2) | βE1 + 0.5 × E2 |
|---|---|
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.O*NET Task ID 3267 | 1.0 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.O*NET Task ID 3283 | 1.0 |
Conduct exit interviews to identify reasons for employee termination.O*NET Task ID 3286 | 1.0 |
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.O*NET Task ID 3266 | 0.5 |
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.O*NET Task ID 3268 | 0.5 |
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.O*NET Task ID 3271 | 0.5 |
Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.O*NET Task ID 3272 | 0.5 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.O*NET Task ID 3273 | 0.5 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.O*NET Task ID 3274 | 0.5 |
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.O*NET Task ID 3275 | 0.5 |
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).O*NET Task ID 3276 | 0.5 |
Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.O*NET Task ID 3277 | 0.5 |
Analyze statistical data and reports to identify and determine causes of personnel problems, and develop recommendations for improvement of organization's personnel policies and practices.O*NET Task ID 3278 | 0.5 |
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.O*NET Task ID 3279 | 0.5 |
Negotiate bargaining agreements.O*NET Task ID 3280 | 0.5 |
Investigate and report on industrial accidents for insurance carriers.O*NET Task ID 3281 | 0.5 |
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.O*NET Task ID 3285 | 0.5 |
Prepare budgets for personnel operations.O*NET Task ID 3287 | 0.5 |
Prepare personnel forecasts to project employment needs.O*NET Task ID 3288 | 0.5 |
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.O*NET Task ID 3289 | 0.5 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.O*NET Task ID 3290 | 0.5 |
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.O*NET Task ID 3269 | 0.0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.O*NET Task ID 3270 | 0.0 |
Represent organization at personnel-related hearings and investigations.O*NET Task ID 3282 | 0.0 |
β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.
Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page
All O*NET 31.0 task statements (22)
All O*NET 31.0 task statements for this occupation (English, as published; task type core or supplemental). Exposure values are not listed here; they are in the table above, next to each task statement as worded in the O*NET version each source used.
| Task (O*NET 31.0) | Type |
|---|---|
| Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. | Core |
| Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. | Core |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | Core |
| Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues. | Core |
| Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements. | Core |
| Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. | Core |
| Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. | Core |
| Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. | Core |
| Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). | Core |
| Develop methods to improve employment policies, processes, and practices, and recommend changes to management. | Core |
| Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. | Core |
| Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. | Core |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | Core |
| Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination. | Supplemental |
| Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. | Supplemental |
| Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates. | Supplemental |
| Analyze statistical data and reports to identify and determine causes of personnel problems, and develop recommendations for improvement of organization's personnel policies and practices. | Supplemental |
| Negotiate bargaining agreements. | Supplemental |
| Represent organization at personnel-related hearings and investigations. | Supplemental |
| Prepare budgets for personnel operations. | Supplemental |
| Prepare personnel forecasts to project employment needs. | Supplemental |
| Contract with vendors to provide employee services, such as food services, transportation, or relocation service. | Supplemental |
0.00/ 3· Robot exposure index
Scale, basis and source
Each physical task is graded 0–3 by the setting in which robots that have been deployed, sold or demonstrated could do it (0 none · 1 purpose-built robot settings such as a fenced machine cell or a bottling line · 2 structured facilities such as a hospital pharmacy or a container port · 3 unstructured settings such as a private home or a construction site), and the grades are averaged by share of working time
Physical tasks among this occupation's O*NET 29.3 tasks
Anthropic estimated the grades and time shares with Claude Opus 5 using web search, as of 2026.
The robot exposure index is a different measure from the AI exposure figures on this site and cannot be added to or compared with them. It does not measure actual adoption or cost, and 0 also covers occupations with no physical tasks.
Tier of each physical task
None of this occupation's O*NET 29.3 tasks is classified as a physical task.
Occupation information
Employment outlook (BLS)
- Employment, 2025
- 24K
- Projected employment, 2035
- 24K
- Change (2025–35)
- +1.1%
- Median annual wage, 2025
- $149,230
- Typical education needed for entry
- Bachelor's degree
Korea classification links (KSCO)
Links from the current release of the Korea Occupation Direct Crosswalk v1.1, made by AI Changing Work. Relation values are read from the O*NET-SOC occupation side.
| KSCO code | KSCO title | Relation | Status |
|---|---|---|---|
| 12121 | 총무 및 인사 관리자 | This occupation is narrower | confirmed |
Relation and status definitions(kr-direct v1.1)
ILO occupational description
AI Changing Work links the ISCO-08 unit groups below to this occupation by applying the U.S. Bureau of Labor Statistics crosswalks (2018 SOC to 2010 SOC, 2010 SOC to ISCO-08) as published, without case-by-case selection; each link may be whole or partial.
- ISCO-08 1212Human Resource Managers
The definition, tasks and examples below are the ILO's description of that unit group, not of this occupation.
Human resource managers, plan, direct and coordinate policies concerning the personnel, industrial relations and occupational health and safety activities of an enterprise or organization, or of enterprises that provide human resource services to other enterprises and organizations.
Tasks
- (a) planning, directing and coordinating the personnel and industrial relations activities, policies and practices of an enterprise or organization;
- (b) planning and organizing procedures for recruitment, training, promotion, transfer and dismissal of staff;
- (c) planning and organizing negotiations and procedures for determination of wage structures and level and for consultation with workers on conditions of employment;
- (d) overseeing safety, health and related programmes and activities;
- (e) establishing and managing budgets, controlling expenditure and ensuring the efficient use of resources;
- (f) establishing and directing operational and administrative procedures;
- (g) overseeing the development and implementation of management information systems;
- (h) ensuring compliance with standards and legislation relating to employees rights, health and safety, equal opportunity and related concerns;
- (i) overseeing the selection, training and performance of staff for the entire enterprise or organization;
- (j) consulting with senior management and with managers of other departments;
- (k) representing the enterprise or organization in dealings with outside bodies.
Example occupations
Industrial relations manager · Personnel manager · Recruitment manager
Sources: ILO ISCO-08 — details: Credits
ESCO occupational vocabulary
Each entry below is matched to this occupation in the published ESCO-O*NET Crosswalk (version 1, 2022). The match types are that crosswalk's; the wording is AI Changing Work's.
- human resources managerESCO 1212.1This occupation is narrower
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
Source: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)
License: CC BY 4.0 (EU Reuse Notice)
ESCO reuse terms and the modification notice are in Credits.
France classification links (ROME)
AI Changing Work's links between this occupation and ROME 4.0 job profiles, judged with AI models. Relations are read from this occupation's side. Links marked “provisional” were adopted on the judgments of two judges from the same model family (Claude) alone, or by an operator rule applied to their judgments, so they rest on weaker evidence than confirmed links.
| ROME code | ROME title (French) | Relation |
|---|---|---|
| M1509 | Responsable paie et administration du personnel | This occupation is narrowerprovisional |
| M1503 | Directeur / Directrice des Ressources Humaines (DRH) | Related, not a matchprovisional |
Source: France Travail — Répertoire Opérationnel des Métiers et des Emplois (ROME 4.0), version 61, last updated 15 June 2026 (https://www.data.gouv.fr/datasets/repertoire-operationnel-des-metiers-et-des-emplois-rome). Licence Ouverte 2.0.
ROME codes and titles are reproduced unchanged; the links to O*NET-SOC occupations are AI Changing Work's own judgment and are not a France Travail correspondence.
(AI Changing Work link release: fr-direct v1)
Spain classification links (CNO-11)
AI Changing Work's links between this occupation and CNO-11 occupations, judged with AI models. Relations are read from this occupation's side.
| CNO-11 code | CNO-11 title (Spanish) | Relation |
|---|---|---|
| 1212 | Directores de recursos humanos | This occupation is narrowerprovisional |
Source: Instituto Nacional de Estadística (INE), National Classification of Occupations 2011 (CNO-11, Royal Decree 1591/2010) — www.ine.es · Licensed CC BY 4.0. CNO-11 codes and Spanish titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not an INE correspondence.
(AI Changing Work link release: es-direct v1)
Germany classification links (KldB)
AI Changing Work's links between this occupation and KldB occupations, judged with AI models. Relations are read from this occupation's side.
| KldB code | KldB title (German) | Relation |
|---|---|---|
| 71594 | Führungskräfte - Personalwesen und -dienstleistung | This occupation is narrower |
Source: © Statistik der Bundesagentur für Arbeit — Klassifikation der Berufe 2010 – überarbeitete Fassung 2020, https://statistik.arbeitsagentur.de. KldB codes and titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own mapping (eigene Zuordnung) and are not a Bundesagentur für Arbeit correspondence.
(AI Changing Work link release: de-direct v1)
Japan classification links (JSCO)
AI Changing Work's links between this occupation and JSCO occupations, judged with AI models. Relations are read from this occupation's side.
| JSCO code | JSCO title (Japanese) | Relation |
|---|---|---|
| 031 | 会社管理職員 | This occupation is narrower |
Source: Ministry of Internal Affairs and Communications (MIC), Japan Standard Occupational Classification (Dec. 2009, MIC Notification No. 555). JSCO codes and Japanese titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not a MIC correspondence.
(AI Changing Work link release: jp-direct v1)
Sources, licenses and AI Changing Work's modification and translation notices for this page: Credits & sources