Compensation and Benefits Managers

Código O*NET-SOC: 11-3111.00

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

Fonte dos dados: BLSPublicado: 2026-08
Alto· relativa
BaixoQuatro faixas relativasMuito alto
Valor por grupo ocupacional
Escala, base e fonte
Quatro faixas relativas (Baixo / Moderado / Alto / Muito alto)
831 ocupações detalhadas da tabela de projeções de emprego do BLS. O valor é atribuído por código da National Employment Matrix (NEM), pelo que as ocupações que partilham um código NEM recebem a mesma banda
Conjunto de dados de origem (transferência XLSX)
Fonte dos dados: AnthropicPublicado: 2026-03
0,000
0,000Intervalo dos valores aqui apresentados0,745
Escala, base e fonte
Índice de exposição observada, 0–1 tal como publicado
Mapeado sobre tarefas O*NET
Publicado por ocupação SOC 2018; toda ocupação O*NET com o mesmo código SOC 2018 recebe este valor
Conjunto de dados de origem (transferência CSV)
Fonte dos dados: ILOPublicado: 2025
0,36
0,09Intervalo dos valores aqui apresentados0,70
Valor por grupo ocupacional
Escala, base e fonte
Índice de exposição à IA generativa, 0–1 tal como publicado
Publicado por grupo de base ISCO-08. Ligado a esta ocupação, total ou parcialmente, aplicando tal como publicadas as tabelas de correspondência do U.S. Bureau of Labor Statistics (ISCO-08 para SOC 2010, SOC 2010 para SOC 2018)
Conjunto de dados de origem (transferência PDF)

Que tipo de valor esta fonte publica

A categoria de BLS é uma posição relativa, não um nível absoluto, e também não é uma medição de primeira mão: agrupa em quatro faixas as posições percentis da ocupação em vários estudos publicados. Não é uma previsão de emprego ou de salários, não é uma probabilidade de adoção e não distingue automação de aumento.

Task-level exposure

Apenas tarefas expostas

24 tarefas avaliadas · 21 tarefas com β ≥ 0,5 (87,5%)

β = exposição direta (E1) + 0,5 × exposição com ferramentas disponíveis (E2), segundo a definição do repositório de origem.

Unidade de origem: tarefas do O*NET 27.2 → código de ocupação do O*NET 31.0
2 tarefas pontuadas não constam da lista de tarefas do O*NET 31.0; as suas pontuações são mantidas como publicadas para o O*NET 27.2.

Fonte: OpenAI "GPTs are GPTs" exposure rubric
Versão: gh-main-0471612
Licença: MIT License, Copyright (c) 2024 OpenAI

Task (O*NET 20.1)	Claude.aiRaw / share %	APIRaw / share %
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. 11-3111.00	0.008726.4	0.002118.8
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. 11-3111.00	0.005015.2	0.002017.9
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. 11-3111.00	0.004614.0	—0
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. 11-3111.00	0.003711.2	0.001513.4
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements. 11-3111.00	0.00329.7	—0
Develop methods to improve employment policies, processes, and practices, and recommend changes to management. 11-3111.00	0.00216.4	—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. 11-3111.00	0.00206.1	0.002421.4
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. 11-3111.00	0.00195.8	0.001513.4
Identify and implement benefits to increase the quality of life for employees, by working with brokers and researching benefits issues. 11-3111.00	0.00175.2	0.001715.2
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
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.	—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 (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 mais 11 tarefas ▾Ver menos ▴
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

Todas as tarefas do O*NET 31.0 (22)

Todas as tarefas do O*NET 31.0 desta ocupação (em inglês, como publicadas; tipo de tarefa principal ou complementar). Os valores de exposição não constam desta lista; estão na tabela acima, ao lado de cada tarefa na redação da versão do O*NET usada por cada fonte.

Tarefa (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.	Complementar
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.	Complementar
Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.	Complementar
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.	Complementar
Negotiate bargaining agreements.	Complementar
Represent organization at personnel-related hearings and investigations.	Complementar
Prepare budgets for personnel operations.	Complementar
Prepare personnel forecasts to project employment needs.	Complementar
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.	Complementar

Perspetivas de emprego (BLS)

Emprego, 2025: 24K
Emprego projetado, 2035: 24K
Variação (2025–35): +1,1%
Salário anual mediano, 2025: $149.230
Escolaridade habitual para ingresso: Bachelor's degree

mínimo $30.890faixa do salário mediano de 825 ocupações detalhadas, BLS EP 2025–35máximo $559.030

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

Ligações à classificação coreana (KSCO)

Ligações da versão atual de Korea Occupation Direct Crosswalk v1.1, elaborado pela AI Changing Work. Os valores de relação são lidos a partir da ocupação O*NET-SOC.

Código KSCO	Nome KSCO	Relação	Estado
12121	총무 및 인사 관리자	Esta ocupação é mais restrita	confirmado

Definições de relação e estado(kr-direct v1.1)

Descrição ocupacional da OIT

A AI Changing Work vincula a esta ocupação os grupos de base da ISCO-08 abaixo aplicando, tal como publicadas, as tabelas de correspondência do Bureau of Labor Statistics dos EUA (BLS) (SOC 2018 para SOC 2010, SOC 2010 para ISCO-08), sem seleção caso a caso; cada vínculo pode ser total ou parcial.

ISCO-08 1212Human Resource Managers
Directores de recursos humanos

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

Licença: CC BY 4.0 (EU Reuse Notice)

Ver original

A definição, as tarefas e os exemplos abaixo são a descrição da OIT para esse grupo de base, não para esta ocupação.

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.

Tarefas

(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.

Ocupações de exemplo

Industrial relations manager · Personnel manager · Recruitment manager

Sources: ILO ISCO-08 — details: Credits

Vocabulário ocupacional ESCO

Cada entrada abaixo está associada a esta ocupação no ESCO-O*NET Crosswalk publicado (versão 1, 2022). Os tipos de correspondência são os dessa tabela; a redação é da AI Changing Work.

Diretor de recursos humanos/Diretora de recursos humanosESCO 1212.1Esta ocupação é mais restrita
Os diretores de recursos humanos planificam, concebem e aplicam processos relacionados com o capital humano das empresas. Desenvolvem programas de recrutamento, entrevista e seleção de trabalhadores com base numa avaliação anterior do perfil e das competências exigidas na empresa. Além disso, gerem programas de compensação e desenvolvimento para os trabalhadores da empresa, incluindo formação, avaliação de competências e avaliações anuais, promoção, programas de expatriados e garantia geral do bem-estar dos trabalhadores no local de trabalho.

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

Licença: CC BY 4.0 (EU Reuse Notice)

Ver original

ESCO reuse terms and the modification notice are in Credits.

Ligações à classificação francesa (ROME)

Ligações entre esta ocupação e fichas ROME 4.0, estabelecidas pela AI Changing Work com modelos de IA. As relações leem-se do lado desta ocupação. As ligações marcadas como «provisório» foram adotadas apenas com base nos julgamentos de dois avaliadores da mesma família de modelos (Claude), ou por uma regra do operador aplicada a esses julgamentos, pelo que se apoiam em evidências mais fracas do que as ligações confirmadas.

Código ROME	Designação ROME (francês)	Relação
M1509	Responsable paie et administration du personnel	Esta ocupação é mais restritaprovisório
M1503	Directeur / Directrice des Ressources Humaines (DRH)	Relacionada, não correspondenteprovisório

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)

Ligações à classificação espanhola (CNO-11)

Ligações entre esta ocupação e ocupações CNO-11, estabelecidas pela AI Changing Work com modelos de IA. As relações leem-se do lado desta ocupação.

Código CNO-11	Designação CNO-11 (espanhol)	Relação
1212	Directores de recursos humanos	Esta ocupação é mais restritaprovisório

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)

Ligações à classificação alemã (KldB)

Ligações entre esta ocupação e ocupações KldB, estabelecidas pela AI Changing Work com modelos de IA. As relações leem-se do lado desta ocupação.

Código KldB	Designação KldB (alemão)	Relação
71594	Führungskräfte - Personalwesen und -dienstleistung	Esta ocupação é mais restrita

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)

Ligações à classificação japonesa (JSCO)

Ligações entre esta ocupação e ocupações JSCO, estabelecidas pela AI Changing Work com modelos de IA. As relações leem-se do lado desta ocupação.

Código JSCO	Designação JSCO (japonês)	Relação
031	会社管理職員	Esta ocupação é mais restrita

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)

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