Human Resources Managers

O*NET-SOC code: 11-3121.00

Plan, direct, or coordinate human resources activities and staff of an organization.

Data source: BLSPublished: 2026-08
High· relative
LowFour relative bandsVery high
Group-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
Source dataset (XLSX download)
Data source: AnthropicPublished: 2026-03
0.000
0.000Range of values carried here0.745
Scale, 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
Source dataset (CSV download)
Data source: ILOPublished: 2025
0.36
0.09Range of values carried here0.70
Group-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
Source dataset (PDF download)

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 only

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

Task (O*NET 20.1)	Claude.aiRaw / share %	APIRaw / share %
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. 11-3121.00	0.002730.6	0.002417.3
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. 11-3121.00	0.002629.4	0.006848.1
Develop, administer and evaluate applicant tests. 11-3121.00	0.001820.0	0.003323.3
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. 11-3121.00	0.001820.0	—0
Analyze training needs to design employee development, language training and health and safety programs.	—0	0.001611.3
Not observed on any surface — 21 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 compensation, benefits and performance management systems, and safety and recreation programs.	—0	—0
Identify staff vacancies and recruit, interview and select applicants.	—0	—0
Allocate human resources, ensuring appropriate matches between personnel.	—0	—0
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.	—0	—0
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.	—0	—0
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.	—0	—0
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.	—0	—0
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.	—0	—0
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.	—0	—0
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.	—0	—0
Conduct exit interviews to identify reasons for employee termination.	—0	—0
Represent organization at personnel-related hearings and investigations.	—0	—0
Prepare personnel forecast to project employment needs.	—0	—0
Prepare and follow budgets for personnel operations.	—0	—0
Oversee the evaluation, classification and rating of occupations and job positions.	—0	—0
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.	—0	—0
Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.	—0	—0
Investigate and report on industrial accidents for insurance carriers.	—0	—0
Negotiate bargaining agreements and help interpret labor contracts.	—0	—0
Provide terminated employees with outplacement or relocation assistance.	—0	—0
Contract with vendors to provide employee services, such as food service, transportation, or relocation service.	—0	—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
Conduct exit interviews to identify reasons for employee termination. O*NET Task ID 996	1.0
Administer compensation, benefits, and performance management systems, and safety and recreation programs. O*NET Task ID 982	0.5
Identify staff vacancies and recruit, interview, and select applicants. O*NET Task ID 983	0.5
Allocate human resources, ensuring appropriate matches between personnel. O*NET Task ID 984	0.5
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. O*NET Task ID 985	0.5
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. O*NET Task ID 986	0.5
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. O*NET Task ID 987	0.5
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. O*NET Task ID 988	0.5
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. O*NET Task ID 990	0.5
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. O*NET Task ID 991	0.5
Analyze training needs to design employee development, language training, and health and safety programs. O*NET Task ID 992	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 993	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 994	0.5
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. O*NET Task ID 995	0.5
Investigate and report on industrial accidents for insurance carriers. O*NET Task ID 997	0.5
Negotiate bargaining agreements and help interpret labor contracts. O*NET Task ID 999	0.5
Prepare personnel forecast to project employment needs. O*NET Task ID 1000	0.5
Prepare and follow budgets for personnel operations. O*NET Task ID 1001	0.5
Develop, administer, and evaluate applicant tests. O*NET Task ID 1002	0.5
Oversee the evaluation, classification, and rating of occupations and job positions. O*NET Task ID 1003	0.5
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. O*NET Task ID 1004	0.5
Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. O*NET Task ID 1005	0.5
Provide terminated employees with outplacement or relocation assistance. O*NET Task ID 1006	0.5
Contract with vendors to provide employee services, such as food service, transportation, or relocation service. O*NET Task ID 1007	0.5
Show 14 more tasks ▾Show less ▴
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. O*NET Task ID 989	0.0
Represent organization at personnel-related hearings and investigations. O*NET Task ID 998	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 (26)

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
Administer compensation, benefits, and performance management systems, and safety and recreation programs.	Core
Identify staff vacancies and recruit, interview, and select applicants.	Core
Allocate human resources, ensuring appropriate matches between personnel.	Core
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.	Core
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.	Core
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.	Core
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.	Core
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.	Core
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.	Core
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.	Core
Analyze training needs to design employee development, language training, and health and safety programs.	Core
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.	Core
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
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.	Core
Conduct exit interviews to identify reasons for employee termination.	Core
Investigate and report on industrial accidents for insurance carriers.	Core
Represent organization at personnel-related hearings and investigations.	Core
Negotiate bargaining agreements and help interpret labor contracts.	Core
Prepare personnel forecast to project employment needs.	Core
Prepare and follow budgets for personnel operations.	Core
Oversee the evaluation, classification, and rating of occupations and job positions.	Core
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.	Core
Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.	Core
Develop, administer, and evaluate applicant tests.	Supplemental
Provide terminated employees with outplacement or relocation assistance.	Supplemental
Contract with vendors to provide employee services, such as food service, transportation, or relocation service.	Supplemental

Employment outlook (BLS)

Employment, 2025: 225K
Projected employment, 2035: 237K
Change (2025–35): +5.5%
Median annual wage, 2025: $149,280
Typical education needed for entry: Bachelor's degree

lowest $30,890median wage across 825 detailed occupations, BLS EP 2025–35highest $559,030

Source: U.S. Bureau of Labor Statistics, Employment Projections 2025–35 — Employment by detailed occupation, 2025 and projected 2035

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 1212.1Same scope
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.
resource managerESCO 1324.3.4.3This occupation is narrower
Resource managers manage resources for all potential and assigned projects. They liaise with the different departments to see that all various resources are met, in a timely manner, and communicate any resourcing issues that may impact scheduled deadlines.
human resources officerESCO 2423.3Overlapping, not the same
Human resources officers develop and implement strategies that help their employers select and retain appropriately qualified staff within that business sector. They recruit staff, prepare job advertisements, interview and short-list people, negotiate with employment agencies, and set up working conditions. Human resources officers also administer the payroll, review salaries and advise on remuneration benefits and employment law. They arrange for training opportunities to enhance employees' performance.

Source: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)

License: CC BY 4.0 (EU Reuse Notice)

View original

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
M1503	Directeur / Directrice des Ressources Humaines (DRH)	Same scope
M1512	Directeur / Directrice des relations sociales	This occupation is broader

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	Same scopeprovisional

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	Same scope

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