Compensation and Benefits Managers

Código O*NET-SOC: 11-3111.00

Plan, direct, or coordinate compensation and benefits activities of an organization.

Fuente de datos: BLSPublicado: 2026-08
Alto· relativa
BajoCuatro bandas relativasMuy alto
Valor por grupo ocupacional
Escala, base y fuente
Cuatro bandas relativas (Bajo / Moderado / Alto / Muy alto)
831 ocupaciones detalladas de la tabla de proyecciones de empleo de BLS. El valor se asigna por código de la National Employment Matrix (NEM), de modo que las ocupaciones que comparten un código NEM reciben la misma banda
Conjunto de datos de origen (descarga XLSX)
Fuente de datos: AnthropicPublicado: 2026-03
0,000
0,000Rango de los valores aquí recogidos0,745
Escala, base y fuente
Índice de exposición observada, 0–1 tal como se publica
Mapeado sobre tareas de O*NET
Publicado por ocupación SOC 2018; toda ocupación O*NET con el mismo código SOC 2018 recibe este valor
Conjunto de datos de origen (descarga CSV)
Fuente de datos: ILOPublicado: 2025
0,36
0,09Rango de los valores aquí recogidos0,70
Valor por grupo ocupacional
Escala, base y fuente
Índice de exposición a la IA generativa, 0–1 tal como se publica
Publicado por grupo primario ISCO-08. Vinculado a esta ocupación, total o parcialmente, aplicando tal como se publicaron las tablas de correspondencia de la U.S. Bureau of Labor Statistics (ISCO-08 a SOC 2010, SOC 2010 a SOC 2018)
Conjunto de datos de origen (descarga PDF)

Qué tipo de cifra publica esta fuente

La categoría de BLS es un rango relativo, no un nivel absoluto, y tampoco es una medición de primera mano: agrupa en cuatro bandas los rangos percentiles de la ocupación en varios estudios publicados. No es una previsión de empleo ni de salarios, no es una probabilidad de adopción y no distingue entre automatización y aumento.

Task-level exposure

Ver 15 tareas ocultas

24 tareas evaluadas · 21 tareas con β ≥ 0,5 (87,5%)

β = exposición directa (E1) + 0,5 × exposición con herramientas disponibles (E2), según la definición del repositorio de origen.

Unidad de origen: tareas de O*NET 27.2 → código de ocupación de O*NET 31.0
2 tareas puntuadas no figuran en la lista de tareas de O*NET 31.0; sus puntuaciones se conservan tal como se publicaron para O*NET 27.2.

Fuente: OpenAI "GPTs are GPTs" exposure rubric
Versión: gh-main-0471612
Licencia: MIT License, Copyright (c) 2024 OpenAI

Task (O*NET 20.1)	Claude.aiRaw / share %
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. 11-3111.00	0.034738.2
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	0.015416.9
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. 11-3111.00	0.011913.1
Develop methods to improve employment policies, processes, and practices, and recommend changes to management. 11-3111.00	0.00839.2
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements. 11-3111.00	0.00535.9
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. 11-3111.00	0.00535.9
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. 11-3111.00	0.00444.9
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. 11-3111.00	0.00313.4
Identify and implement benefits to increase the quality of life for employees, by working with brokers and researching benefits issues. 11-3111.00	0.00232.6

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
Ver 11 tareas más ▾Ver menos ▴

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

Todas las tareas de O*NET 31.0 (22)

Todas las tareas de O*NET 31.0 de esta ocupación (en inglés, tal como se publicaron; tipo de tarea principal o complementaria). Los valores de exposición no figuran en esta lista; están en la tabla de arriba, junto a cada tarea con la redacción de la versión de O*NET que usó cada fuente.

Tarea (O*NET 31.0)	Tipo
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.	Principal
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.	Principal
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.	Principal
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.	Principal
Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.	Principal
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.	Principal
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.	Principal
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.	Principal
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).	Principal
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.	Principal
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.	Principal
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.	Principal
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.	Principal
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.	Complementaria
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.	Complementaria
Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.	Complementaria
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.	Complementaria
Negotiate bargaining agreements.	Complementaria
Represent organization at personnel-related hearings and investigations.	Complementaria
Prepare budgets for personnel operations.	Complementaria
Prepare personnel forecasts to project employment needs.	Complementaria
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.	Complementaria

Perspectivas de empleo (BLS)

Empleo, 2025: 24K
Empleo proyectado, 2035: 24K
Variación (2025–35): +1,1%
Salario anual mediano, 2025: $149.230
Formación habitual para acceder: Bachelor's degree

mínimo $30.890rango del salario mediano de 825 ocupaciones detalladas, BLS EP 2025–35máximo $559.030

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

Vínculos con la clasificación coreana (KSCO)

Vínculos de la versión vigente de Korea Occupation Direct Crosswalk v1.1, elaborado por AI Changing Work. Los valores de relación se leen desde la ocupación O*NET-SOC.

Código KSCO	Nombre KSCO	Relación	Estado
12121	총무 및 인사 관리자	Esta ocupación es más estrecha	confirmado

Definiciones de relación y estado(kr-direct v1.1)

Descripción ocupacional de la OIT

AI Changing Work vincula a esta ocupación los grupos primarios de la ISCO-08 que figuran abajo aplicando, tal como se publicaron, las tablas de correspondencia de la Oficina de Estadísticas Laborales de EE. UU. (BLS) (SOC 2018 a SOC 2010, SOC 2010 a ISCO-08), sin selección caso por caso; cada vínculo puede ser total o parcial.

ISCO-08 1212Human Resource Managers
Directores de recursos humanos

Ver original

La definición, las tareas y los ejemplos que siguen son la descripción que hace la OIT de ese grupo primario, no de esta ocupación.

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.

Tareas

(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.

Ocupaciones de ejemplo

Industrial relations manager · Personnel manager · Recruitment manager

Sources: ILO ISCO-08 — details: Credits

Vocabulario ocupacional ESCO

Cada entrada de abajo está emparejada con esta ocupación en el ESCO-O*NET Crosswalk publicado (versión 1, 2022). Los tipos de correspondencia son los de esa tabla; la redacción es de AI Changing Work.

director de recursos humanos/directora de recursos humanosESCO 1212.1Esta ocupación es más estrecha
Los directores de recursos humanos planifican, diseñan y ponen en marcha procesos relacionados con el capital humano de las empresas. Elaboran programas de contratación, entrevistas y selección de empleados sobre la base de una evaluación previa del perfil y las competencias necesarias para la empresa. Además, gestionan programas de compensación y desarrollo para los empleados de la empresa que consisten en cursos de formación, evaluación de competencias y evaluaciones anuales, ascensos, programas de expatriación y garantía general del bienestar de los empleados en el lugar de trabajo.

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

Licencia: CC BY 4.0 (EU Reuse Notice)

Ver original

ESCO reuse terms and the modification notice are in Credits.

Vínculos con la clasificación francesa (ROME)

Vínculos entre esta ocupación y fichas ROME 4.0, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación. Los vínculos marcados como «provisional» se adoptaron basándose únicamente en los juicios de dos evaluadores de la misma familia de modelos (Claude), o mediante una regla del operador aplicada a esos juicios, por lo que se sustentan en evidencia más débil que los vínculos confirmados.

Código ROME	Denominación ROME (francés)	Relación
M1509	Responsable paie et administration du personnel	Esta ocupación es más estrechaprovisional
M1503	Directeur / Directrice des Ressources Humaines (DRH)	Relacionada, no equivalenteprovisional

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)

Vínculos con la clasificación española (CNO-11)

Vínculos entre esta ocupación y ocupaciones CNO-11, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación.

Código CNO-11	Denominación CNO-11 (español)	Relación
1212	Directores de recursos humanos	Esta ocupación es más estrechaprovisional

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)

Vínculos con la clasificación alemana (KldB)

Vínculos entre esta ocupación y ocupaciones KldB, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación.

Código KldB	Denominación KldB (alemán)	Relación
71594	Führungskräfte - Personalwesen und -dienstleistung	Esta ocupación es más estrecha

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)

Vínculos con la clasificación japonesa (JSCO)

Vínculos entre esta ocupación y ocupaciones JSCO, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación.

Código JSCO	Denominación JSCO (japonés)	Relación
031	会社管理職員	Esta ocupación es más estrecha

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)

Fuentes de datos y licencias de esta página, y avisos de modificación y traducción de AI Changing Work: Créditos y fuentes