Compensation, Benefits, and Job Analysis Specialists
Business and Financial Operations Occupations- O*NET-SOC code
- 13-1141.00
Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.
- Data source: BLSPublished: 2026-08
Very 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
0.065
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
0.45
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
- 3 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 % | APIRaw / share % |
|---|---|---|
Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.13-1141.00 | 0.051859.6 | 0.203794.2 |
Prepare research results for publication in form of journals, books, manuals, and film.13-1141.00 | 0.013215.2 | 0.00612.8 |
Plan and develop curricula and materials for training programs and conduct training.13-1141.00 | 0.008810.1 | 0.00150.7 |
Evaluate job positions, determining classification, exempt or non-exempt status, and salary.13-1141.00 | 0.00364.1 | 0.00221.0 |
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.13-1141.00 | 0.00273.1 | —0 |
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures and classification programs.13-1141.00 | 0.00263.0 | —0 |
Prepare occupational classifications, job descriptions and salary scales.13-1141.00 | 0.00222.5 | 0.00281.3 |
Prepare reports, such as organization and flow charts, and career path reports, to summarize job analysis and evaluation and compensation analysis information.13-1141.00 | 0.00202.3 | —0 |
| Not observed on any surface — 16 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. | ||
Ensure company compliance with federal and state laws, including reporting requirements. | —0 | —0 |
Provide advice on the resolution of classification and salary complaints. | —0 | —0 |
Assist in preparing and maintaining personnel records and handbooks. | —0 | —0 |
Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. | —0 | —0 |
Assess need for and develop job analysis instruments and materials. | —0 | —0 |
Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends. | —0 | —0 |
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. | —0 | —0 |
Administer employee insurance, pension and savings plans, working with insurance brokers and plan carriers. | —0 | —0 |
Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances. | —0 | —0 |
Develop, implement, administer and evaluate personnel and labor relations programs, including performance appraisal, affirmative action and employment equity programs. | —0 | —0 |
Research employee benefit and health and safety practices and recommend changes or modifications to existing policies. | —0 | —0 |
Advise staff of individuals' qualifications. | —0 | —0 |
Review occupational data on Alien Employment Certification Applications to determine the appropriate occupational title and code, and provide local offices with information about immigration and occupations. | —0 | —0 |
Consult with or serve as a technical liaison between business, industry, government, and union officials. | —0 | —0 |
Work with the Department of Labor and promote its use with employers. | —0 | —0 |
Speak at conferences and events to promote apprenticeships and related training programs. | —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 |
|---|---|
Assist in preparing and maintaining personnel records and handbooks.O*NET Task ID 3357 | 1.0 |
Prepare research results for publication in form of journals, books, manuals, and film.O*NET Task ID 3372 | 1.0 |
Evaluate job positions, determining classification, exempt or non-exempt status, and salary.O*NET Task ID 3351 | 0.5 |
Ensure company compliance with federal and state laws, including reporting requirements.O*NET Task ID 3352 | 0.5 |
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.O*NET Task ID 3353 | 0.5 |
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.O*NET Task ID 3354 | 0.5 |
Provide advice on the resolution of classification and salary complaints.O*NET Task ID 3355 | 0.5 |
Prepare occupational classifications, job descriptions, and salary scales.O*NET Task ID 3356 | 0.5 |
Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.O*NET Task ID 3358 | 0.5 |
Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.O*NET Task ID 3359 | 0.5 |
Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.O*NET Task ID 3360 | 0.5 |
Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.O*NET Task ID 3361 | 0.5 |
Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.O*NET Task ID 3362 | 0.5 |
Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.O*NET Task ID 3363 | 0.5 |
Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.O*NET Task ID 3364 | 0.5 |
Advise staff of individuals' qualifications.O*NET Task ID 3365 | 0.5 |
Assess need for and develop job analysis instruments and materials.O*NET Task ID 3366 | 0.5 |
Review occupational data on Alien Employment Certification Applications to determine the appropriate occupational title and code, and provide local offices with information about immigration and occupations.O*NET Task ID 3367 | 0.5 |
Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.O*NET Task ID 3368 | 0.5 |
Plan and develop curricula and materials for training programs and conduct training.O*NET Task ID 3369 | 0.5 |
Work with the Department of Labor and promote its use with employers.O*NET Task ID 3373 | 0.5 |
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.O*NET Task ID 3370 | 0.0 |
Consult with, or serve as, technical liaison between business, industry, government, and union officials.O*NET Task ID 3371 | 0.0 |
Speak at conferences and events to promote apprenticeships and related training programs.O*NET Task ID 3374 | 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 |
|---|---|
| Ensure company compliance with federal and state laws, including reporting requirements. | Core |
| Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs. | Core |
| Assist in preparing and maintaining personnel records and handbooks. | Core |
| Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers. | Core |
| Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies. | Core |
| Plan and develop curricula and materials for training programs and conduct training. | Core |
| Evaluate job positions, determining classification, exempt or non-exempt status, and salary. | Supplemental |
| Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. | Supplemental |
| Provide advice on the resolution of classification and salary complaints. | Supplemental |
| Prepare occupational classifications, job descriptions, and salary scales. | Supplemental |
| Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information. | Supplemental |
| Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances. | Supplemental |
| Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs. | Supplemental |
| Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. | Supplemental |
| Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government. | Supplemental |
| Advise staff of individuals' qualifications. | Supplemental |
| Assess need for and develop job analysis instruments and materials. | Supplemental |
| Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends. | Supplemental |
| Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. | Supplemental |
| Consult with, or serve as, technical liaison between business, industry, government, and union officials. | Supplemental |
| Prepare research results for publication in form of journals, books, manuals, and film. | Supplemental |
| Develop and administer compensation programs, such as merit or incentive pay. | 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
- 118K
- Projected employment, 2035
- 125K
- Change (2025–35)
- +6%
- Median annual wage, 2025
- $78,210
- 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 |
|---|---|---|---|
| 28112 | 인사 컨설턴트 | Overlapping, not the same | 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 2423Personnel and Careers Professionals
The definition, tasks and examples below are the ILO's description of that unit group, not of this occupation.
Personnel and careers professionals provide professional business services related to personnel policies such as employee recruitment or development, occupational analysis and vocational guidance.
Tasks
- (a) advising on and performing personnel functions relating to employee recruitment, placement, training, promotion, compensation, and employee-management relations or other areas of personnel policy;
- (b) studying and analysing jobs performed in an establishment by various means, including interviews with workers, supervisors and management, and writing detailed position, job or occupation descriptions from information obtained;
- (c) preparing occupational information or working on occupational classification systems;
- (d) advising and working on the foregoing and other aspects of job and occupational analysis in such fields as personnel administration, workforce research and planning, training or occupational information and vocational guidance;
- (e) studying and advising individuals on employment opportunities, career choices and further education or training that may be desirable.
Example occupations
Careers adviser, · Human resource expert · Job analyst · Occupational analyst · Outplacement expert · Personnel Specialist · Recruitment officer · Vocational guidance counsellor
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.
- occupational analystESCO 2423.5Same scope
Occupational analysts collect and analyse occupational information within one field or company in order to make recommendations for reducing costs and general business improvements. They provide technical assistance to employers in dealing with problematic staff recruitment and development and with staff restructuring. Occupational analysts study and write job descriptions and prepare occupational classification systems.
- employment agentESCO 3333.1Overlapping, not the same
Employment agents work for employment services and agencies. They match job seekers with advertised job vacancies and provide advice on job search activities.
- human resources managerESCO 1212.1Overlapping, not the same
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.
- 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.
- social security administratorESCO 1213.2.1Overlapping, not the same
Social security administrators direct and develop government-provided social security programmes in order to aid public welfare, as well as promote social security programmes. They supervise staff working in governmental social security, and investigate existing policies in order to assess issues and develop improvement proposals.
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 |
|---|---|---|
| M1503 | Directeur / Directrice des Ressources Humaines (DRH) | Related, not a match |
| M1509 | Responsable paie et administration du personnel | Related, not a match |
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 |
|---|---|---|
| 2624 | Especialistas en políticas y servicios de personal y afines | 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 |
|---|---|---|
| 71513 | Berufe in der Personalentwicklung und -sachbearbeitung - komplexe Spezialistentätigkeiten | This occupation is narrowerprovisional |
| 71514 | Berufe in der Personalentwicklung und -sachbearbeitung - hoch komplexe Tätigkeiten | Related, not a matchprovisional |
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 |
|---|---|---|
| 252 | 人事事務員 | This occupation is narrowerprovisional |
| 183 | 社会保険労務士 | Related, not a matchprovisional |
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