Human Resources Managers
Management Occupations- O*NET-SOC code
- 11-3121.00
Plan, direct, or coordinate human resources activities and staff of an organization.
AI exposure
- 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.
AI exposure (OpenAI rubric)
26 rated tasks · 24 tasks with β ≥ 0.5 (92.3%)
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
- All rated tasks are in the O*NET 31.0 task list.
- Source
- OpenAI "GPTs are GPTs" exposure rubric
- Release
- gh-main-0471612
- License
- MIT License, Copyright (c) 2024 OpenAI
Tasks
Task statements from the O*NET® 31.0 Database, core tasks first.
| Task | Type | β (OpenAI) |
|---|---|---|
| Administer compensation, benefits, and performance management systems, and safety and recreation programs. | Core | 0.5 |
| Identify staff vacancies and recruit, interview, and select applicants. | Core | 0.5 |
| Allocate human resources, ensuring appropriate matches between personnel. | Core | 0.5 |
| Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. | Core | 0.5 |
| Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | Core | 0.5 |
| Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. | Core | 0.5 |
| Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. | Core | 0.5 |
| Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | Core | 0 |
| Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | Core | 0.5 |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | Core | 0.5 |
| Analyze training needs to design employee development, language training, and health and safety programs. | Core | 0.5 |
| Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | Core | 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. | Core | 0.5 |
| Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. | Core | 0.5 |
| Conduct exit interviews to identify reasons for employee termination. | Core | 1 |
| Investigate and report on industrial accidents for insurance carriers. | Core | 0.5 |
| Represent organization at personnel-related hearings and investigations. | Core | 0 |
| Negotiate bargaining agreements and help interpret labor contracts. | Core | 0.5 |
| Prepare personnel forecast to project employment needs. | Core | 0.5 |
| Prepare and follow budgets for personnel operations. | Core | 0.5 |
| Oversee the evaluation, classification, and rating of occupations and job positions. | Core | 0.5 |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | Core | 0.5 |
| Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. | Core | 0.5 |
| Develop, administer, and evaluate applicant tests. | Supplemental | 0.5 |
| Provide terminated employees with outplacement or relocation assistance. | Supplemental | 0.5 |
| Contract with vendors to provide employee services, such as food service, transportation, or relocation service. | Supplemental | 0.5 |
Occupation information
Sources and attribution
This page includes information from the O*NET® 31.0 Database (https://www.onetcenter.org/database.html) by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license (https://creativecommons.org/licenses/by/4.0/). O*NET® is a trademark of USDOL/ETA. AI Changing Work has modified all or some of this information: the O*NET-SOC code, title and task statements are reproduced in English without change; task-type labels are shown in the page's language and tasks are listed core first; any Korean occupation title shown on the Korean-language page is AI Changing Work's translation; any KSCO-8 unit groups linked to this occupation were paired with it by AI Changing Work's judgment, and the relation labels and statuses are AI Changing Work's additions. USDOL/ETA has not approved, endorsed, or tested these modifications.
Any AI exposure figures on this page are published by third parties, not by AI Changing Work, and none is part of the O*NET information. OpenAI publishes task-level scores (MIT License) for O*NET 27.2 task statements; each is shown next to the O*NET 31.0 task statement with the same task ID, whose wording can differ from the 27.2 statement that was scored. OpenAI also publishes occupation-level scores for O*NET-SOC codes in the same release, and any such score is shown on the O*NET occupation with the same code. Anthropic publishes an observed exposure index in the Anthropic Economic Index (CC-BY), and the U.S. Bureau of Labor Statistics publishes relative AI exposure categories (public domain); both are published per SOC code, and each value is shown on every O*NET occupation with that code. The International Labour Organization publishes a generative AI exposure index in ILO Working Paper 140 (CC BY 4.0) for ISCO-08 unit groups; AI Changing Work links those groups to O*NET occupations by applying the U.S. Bureau of Labor Statistics ISCO-08 to 2010 SOC and 2010 SOC to 2018 SOC crosswalks as published, without case-by-case selection, and these crosswalks match many groups only in part. Where several unit groups are linked, each group's published value is listed, and any summary shows only the lowest and highest of those values with the number of groups; no exposure figure is averaged or recalculated. Any employment figures are published by the U.S. Bureau of Labor Statistics for the SOC group containing this occupation. Each source is credited where its figures are shown.
O*NET OnLine: 11-3121.00 Human Resources Managers
KSCO 코드·명칭: 한국표준직업분류(제8차 개정) — 통계청 고시 제2024-328호 (2024-07-01 고시, 2025-01-01 시행). 저작권법 제7조 제2호의 고시 항목이다. 명칭 표기(가운뎃점·띄어쓰기)는 해설서 2차 정오 반영판의 표기를 따랐으며, 고시 항목표와는 18개 명칭에서 가운뎃점 글리프나 띄어쓰기만 다르다. 통계청은 2025년 10월 국가데이터처로 개편되었다. 이 페이지의 KSCO 연결은 통계청·국가데이터처의 공식 연계표가 아니다.