Compensation and Benefits Managers

Code O*NET-SOC: 11-3111.00

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

Source des données: BLSPublié: 2026-08
Élevée· relative
FaibleQuatre bandes relativesTrès élevée
Valeur par groupe professionnel
Échelle, base et source
Quatre bandes relatives (Faible / Modérée / Élevée / Très élevée)
831 métiers détaillés du tableau des projections d'emploi du BLS. La valeur est attribuée par code de la National Employment Matrix (NEM), si bien que les métiers partageant un code NEM reçoivent la même bande
Jeu de données source (téléchargement XLSX)
Source des données: AnthropicPublié: 2026-03
0,000
0,000Étendue des valeurs présentées ici0,745
Échelle, base et source
Indice d'exposition observée, 0–1 tel que publié
Rapporté aux tâches O*NET
Publié par profession SOC 2018 ; chaque profession O*NET ayant le même code SOC 2018 reçoit cette valeur
Jeu de données source (téléchargement CSV)
Source des données: ILOPublié: 2025
0,36
0,09Étendue des valeurs présentées ici0,70
Valeur par groupe professionnel
Échelle, base et source
Indice d'exposition à l'IA générative, 0–1 tel que publié
Publié par groupe de base ISCO-08. Relié à ce métier, en tout ou en partie, en appliquant tels que publiés les tableaux de correspondance du U.S. Bureau of Labor Statistics (ISCO-08 vers SOC 2010, SOC 2010 vers SOC 2018)
Jeu de données source (téléchargement PDF)

Quelle est la nature de la valeur publiée par cette source

La catégorie BLS est un rang relatif et non un niveau absolu, et ce n'est pas une mesure de première main : elle regroupe en quatre bandes les rangs centiles du métier dans plusieurs études publiées. Ce n'est ni une prévision d'emploi ou de salaire, ni une probabilité d'adoption, et elle ne distingue pas automatisation et augmentation.

Task-level exposure

Tâches exposées uniquement

24 tâches évaluées · 21 tâches avec β ≥ 0,5 (87,5%)

β = exposition directe (E1) + 0,5 × exposition lorsque des outils sont disponibles (E2), selon la définition du dépôt source.

Unité source : tâches O*NET 27.2 → code de métier O*NET 31.0
2 tâches notées ne figurent pas dans la liste des tâches O*NET 31.0 ; leurs notes sont conservées telles que publiées pour O*NET 27.2.

Source: OpenAI "GPTs are GPTs" exposure rubric
Version: gh-main-0471612
Licence: 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. 11-3111.00	0.002721.8	0.0024100.0
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. 11-3111.00	0.002217.6	—0
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. 11-3111.00	0.002217.6	—0
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. 11-3111.00	0.002116.8	—0
Develop methods to improve employment policies, processes, and practices, and recommend changes to management. 11-3111.00	0.001713.4	—0
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements. 11-3111.00	0.001612.6	—0
Not observed on any surface — 18 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.
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.	—0	—0
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
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.	—0	—0
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).	—0	—0
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.	—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 (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
Afficher 11 tâches de plus ▾Réduire ▴
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

Toutes les tâches O*NET 31.0 (22)

Toutes les tâches O*NET 31.0 de ce métier (en anglais, telles que publiées ; type de tâche principale ou complémentaire). Les valeurs d'exposition ne figurent pas dans cette liste ; elles sont dans le tableau ci-dessus, à côté de chaque tâche dans la formulation de la version O*NET utilisée par chaque source.

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

Perspectives d’emploi (BLS)

Emploi, 2025: 24K
Emploi projeté, 2035: 24K
Variation (2025–35): +1,1%
Salaire annuel médian, 2025: $149 230
Niveau d’études habituel à l’entrée: Bachelor's degree

minimum $30 890fourchette du salaire médian de 825 professions détaillées, BLS EP 2025–35maximum $559 030

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

Liens avec la classification coréenne (KSCO)

Liens de la version en vigueur de Korea Occupation Direct Crosswalk v1.1, établi par AI Changing Work. Les valeurs de relation se lisent du côté du métier O*NET-SOC.

Code KSCO	Intitulé KSCO	Relation	Statut
12121	총무 및 인사 관리자	Cette profession est plus étroite	confirmé

Définitions des relations et des statuts(kr-direct v1.1)

Description professionnelle de l’OIT

AI Changing Work relie à cette profession les groupes de base ISCO-08 ci-dessous en appliquant, telles que publiées, les tables de correspondance du Bureau of Labor Statistics des États-Unis (BLS) (SOC 2018 vers SOC 2010, SOC 2010 vers ISCO-08), sans sélection au cas par cas ; chaque lien peut être total ou partiel.

ISCO-08 1212Human Resource Managers
Directeurs et cadres de direction, ressources humaines

Voir l’original

La définition, les tâches et les exemples ci-dessous sont la description que l'OIT donne de ce groupe de base, et non de cette profession.

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.

Tâches

(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.

Exemples de métiers

Industrial relations manager · Personnel manager · Recruitment manager

Sources: ILO ISCO-08 — details: Credits

Vocabulaire professionnel ESCO

Chaque entrée ci-dessous est mise en correspondance avec cette profession dans le ESCO-O*NET Crosswalk publié (version 1, 2022). Les types de correspondance sont ceux de cette table ; la formulation est celle d'AI Changing Work.

directeur des ressources humaines/directrice des ressources humainesESCO 1212.1Cette profession est plus étroite
Les directeurs des ressources humaines/directrices des ressources humaines planifient, conçoivent et mettent en œuvre des processus liés au capital humain des entreprises. Ils/elles élaborent des programmes de recrutement, d’entretien et de sélection des salariés sur la base d’une évaluation préalable du profil et des compétences requis au sein de l’entreprise. En outre, ils/elles gèrent les programmes de compensation et de développement pour les salariés de l’entreprise, notamment les formations, l’évaluation des compétences et les évaluations annuelles, la promotion, les programmes réservés aux expatriés et l’assurance générale du bien-être des salariés sur le lieu de travail.

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

Licence: CC BY 4.0 (EU Reuse Notice)

Voir l’original

ESCO reuse terms and the modification notice are in Credits.

Liens avec la classification française (ROME)

Liens établis par AI Changing Work, à l’aide de modèles d’IA, entre ce métier et des fiches ROME 4.0. Les relations se lisent du point de vue de ce métier. Les liens marqués « provisoire » ont été retenus sur la seule base des jugements de deux évaluateurs de la même famille de modèles (Claude), ou par une règle de l'exploitant appliquée à ces jugements, et reposent donc sur des éléments plus faibles que les liens confirmés.

Code ROME	Intitulé ROME (français)	Relation
M1509	Responsable paie et administration du personnel	Cette profession est plus étroiteprovisoire
M1503	Directeur / Directrice des Ressources Humaines (DRH)	Lié, sans correspondanceprovisoire

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)

Liens avec la classification espagnole (CNO-11)

Liens établis par AI Changing Work, à l’aide de modèles d’IA, entre ce métier et des professions CNO-11. Les relations se lisent du point de vue de ce métier.

Code CNO-11	Intitulé CNO-11 (espagnol)	Relation
1212	Directores de recursos humanos	Cette profession est plus étroiteprovisoire

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)

Liens avec la classification allemande (KldB)

Liens établis par AI Changing Work, à l’aide de modèles d’IA, entre ce métier et des professions KldB. Les relations se lisent du point de vue de ce métier.

Code KldB	Intitulé KldB (allemand)	Relation
71594	Führungskräfte - Personalwesen und -dienstleistung	Cette profession est plus étroite

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)

Liens avec la classification japonaise (JSCO)

Liens établis par AI Changing Work, à l’aide de modèles d’IA, entre ce métier et des professions JSCO. Les relations se lisent du point de vue de ce métier.

Code JSCO	Intitulé JSCO (japonais)	Relation
031	会社管理職員	Cette profession est plus étroite

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 des données et licences de cette page, et avis de modification et de traduction d'AI Changing Work : Crédits et sources