Compensation and Benefits Managers

Management Occupations
O*NET-SOC コード
11-3111.00

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

  • データ出典: BLS公表時点: 2026-08

    高い· 相対

    低い4段階の相対区分非常に高い

    職業群単位の値

    尺度・母数・出典

    4段階の相対区分（低い / 中程度 / 高い / 非常に高い）

    BLS雇用見通し表の詳細職業831件が母数。値は NEM(全国雇用マトリクス)コード単位で付与されるため、同じ NEM コードの職業は同じバンドになります

    出典データセット（XLSX ファイルのダウンロード）

  • データ出典: Anthropic公表時点: 2026-03

    0.000

    0.000ここに掲載された値の範囲0.745
    尺度・母数・出典

    観測エクスポージャー指数、公開されたまま0–1

    O*NETタスクへの対応づけが基準

    SOC 2018の職業単位で公表された値で、同じSOC 2018コードを持つO*NET職業はすべてこの値になります

    出典データセット（CSV ファイルのダウンロード）

  • データ出典: ILO公表時点: 2025

    0.36

    0.09ここに掲載された値の範囲0.70

    職業群単位の値

    尺度・母数・出典

    生成AI露出度指数、公開されたまま0–1

    ISCO-08の細分類（4桁）単位で公表された値です。米国労働統計局（BLS）の公式対応表（ISCO-08→2010 SOC、2010 SOC→2018 SOC）を公表どおり適用してこの職業に結び付けており、対応は全部または一部です

    出典データセット（PDF ファイルのダウンロード）

この出典がどのような性格の値か

BLSの区分は絶対水準ではなく相対順位であり、一次測定でもありません。複数の既存研究が付けた職業別パーセンタイル順位を4段階にまとめた値です。雇用や賃金の予測でもなく、導入確率でもなく、自動化と増強を区別しません。

Task-level exposure

露出のある作業のみ

評価済みタスク 24 件 · β ≥ 0.5 のタスク 21 件（87.5%）

β = 直接的な露出（E1）+ 0.5 × ツール利用時の露出（E2）。原典リポジトリの定義に従います。

  • 原典の単位：O*NET 27.2 のタスク → O*NET 31.0 の職業コード
  • 評価済みタスクのうち 2 件は O*NET 31.0 のタスク一覧になく、O*NET 27.2 基準で公表されたスコアをそのまま残しています。
出典
OpenAI "GPTs are GPTs" exposure rubric
版
gh-main-0471612
ライセンス
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
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
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
—0
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
—0
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
—0
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
—0
Prepare budgets for personnel operations.
—0
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
—0
Advise management on such matters as equal employment opportunity, sexual harassment and discrimination.
—0
Plan and conduct new employee orientations to foster positive attitude toward organizational objectives.
—0
Negotiate bargaining agreements.
—0
Investigate and report on industrial accidents for insurance carriers.
—0
Represent organization at personnel-related hearings and investigations.
—0
Conduct exit interviews to identify reasons for employee termination.
—0
Prepare personnel forecasts to project employment needs.
—0
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.
—0

Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page

O*NET 31.0 のタスク全件（22件）

この職業の O*NET 31.0 のタスク全件（英語原文、種別はコア・補足）。露出値はこの一覧には載せず、上の表で各出典が用いた O*NET 版の文言の横にあります。

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

職業情報

雇用見通し（BLS）

雇用者数、2025
24K
雇用者数見通し、2035
24K
変化率 (2025–35)
+1.1%
年間賃金の中央値、2025
$149,230
入職時に通常必要な学歴
Bachelor's degree
最低 $30,890BLS EP 2025–35 の詳細職業825件の賃金中央値の範囲最高 $559,030

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

韓国職業分類との対応（KSCO）

AI Changing Work が作成した Korea Occupation Direct Crosswalk v1.1 現行版の対応です。関係の値は O*NET-SOC 職業の側から読みます。

KSCO コードKSCO 名称関係状態
12121총무 및 인사 관리자この職業のほうが狭い確定

関係と状態の定義(kr-direct v1.1)

ILO（国際労働機関）の職業説明

以下のISCO-08職業群は、AI Changing Workが米国労働統計局（BLS）の発行するクロスウォーク（2018 SOC→2010 SOC、2010 SOC→ISCO-08）を個別の選択なしにそのまま適用して、この職業に結び付けたものです。結び付きは全体的な対応の場合も部分的な対応の場合もあります。

  • ISCO-08 1212Human Resource Managers

    人事管理者

出典: 総務省「国際標準職業分類（ISCO）2008年改定版（仮訳）分類項目名一覧（和英対照）」— 原著：ILO ISCO-08 © International Labour Organization（日本語訳は総務省がILOの許可を得て作成）

原文を見る

以下の定義・作業・職業例は、この職業ではなく、当該ISCO-08職業群についてのILOによる説明です。

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.

作業

  • (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.

職業例

Industrial relations manager · Personnel manager · Recruitment manager

Sources: ILO ISCO-08 — details: Credits

ESCO 職業語彙

以下の各項目は、公開されているESCO-O*NET Crosswalk（バージョン1、2022年）で、この職業と一つずつ対応付けられたものです。対応の種類はそのクロスウォークによるもので、表現はAI Changing Workによるものです。

  • human resources managerESCO 1212.1この職業のほうが狭い

    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.

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

ライセンス: CC BY 4.0 (EU Reuse Notice)

原文を見る

ESCO reuse terms and the modification notice are in Credits.

フランス職業分類との対応（ROME）

この職業と ROME 4.0 の職業票（fiche）との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。「暫定」と表示した対応は、同じモデル系列（Claude）の二人の判定者による判定のみ、またはその判定に運営者の規則を適用して採用したものであり、確定した対応より根拠が弱くなります。

ROME コードROME 名称（フランス語）関係
M1509Responsable paie et administration du personnelこの職業のほうが狭い暫定
M1503Directeur / Directrice des Ressources Humaines (DRH)関連（対応ではない）暫定

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)

スペイン職業分類との対応（CNO-11）

この職業と CNO-11 の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

CNO-11 コードCNO-11 名称（スペイン語）関係
1212Directores de recursos humanosこの職業のほうが狭い暫定

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)

ドイツ職業分類との対応（KldB）

この職業と KldB の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

KldB コードKldB 名称（ドイツ語）関係
71594Führungskräfte - Personalwesen und -dienstleistungこの職業のほうが狭い

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)

日本職業分類との対応（JSCO）

この職業と JSCO の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

JSCO コードJSCO 名称（日本語）関係
031会社管理職員この職業のほうが狭い

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)

このページのデータの出典・ライセンスと AI Changing Work による改変・翻訳の告知：クレジットと出典