Compensation and Benefits Managers
ManagementAI 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
- 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
ISCO-08 unit group — every occupation sharing the code gets this value
Computed by this site, not published by the ILO: of the 1,012 occupations this site links to the ILO dataset, 60% score at or above this value.
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| Task | Claude.aiRaw / share % | APIRaw / share % |
|---|---|---|
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.11-3111 | 0.008624.9 | 0.003533.7 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.11-3111 | 0.005917.1 | —0 |
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.11-3111 | 0.005114.7 | —0 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.11-3111 | 0.005014.5 | 0.003028.7 |
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.11-3111 | 0.00349.8 | —0 |
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.11-3111 | 0.00319.0 | —0 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.11-3111 | 0.00185.2 | —0 |
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 | 0.00174.9 | 0.001917.8 |
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | —0 | 0.002119.8 |
| 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 | —0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | —0 | —0 |
Identify and implement benefits to increase the quality of life for employees, by working with brokers and researching benefits issues. | —0 | —0 |
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). | —0 | —0 |
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. | —0 | —0 |
Prepare budgets for personnel operations. | —0 | —0 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | —0 | —0 |
Advise management on such matters as equal employment opportunity, sexual harassment and discrimination. | —0 | —0 |
Plan and conduct new employee orientations to foster positive attitude toward organizational objectives. | —0 | —0 |
Negotiate bargaining agreements. | —0 | —0 |
Investigate and report on industrial accidents for insurance carriers. | —0 | —0 |
Represent organization at personnel-related hearings and investigations. | —0 | —0 |
Conduct exit interviews to identify reasons for employee termination. | —0 | —0 |
Prepare personnel forecasts to project employment needs. | —0 | —0 |
Contract with vendors to provide employee services, such as food services, 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 | 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 |
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