Compensation and Benefits Managers
SOC: 11-3111.00 · Job Zone 4 (Considerable preparation)
Plan, direct, or coordinate compensation and benefits activities of an organization.
AI Impact Summary
Compensation and Benefits Managers faces moderate AI displacement risk with a score of 38/100. Significant displacement is estimated between 2041 and 2051. Of 24 analyzed tasks, 4 are highly automatable, particularly in routine_cognitive. Strong protective factors — including social intelligence, creativity, or regulatory barriers — significantly reduce effective risk.
Wage & Employment (2024)
Median Wage
$140,360
per year
Mean Wage
$156,230
per year
Employment
20K
workers
Wage Range
$81,660 - N/A
10th - 90th pct
Protective Factors
Total protective discount: 24.9%
Skill Analysis
AI-Vulnerable Skills (6)
High reliance on Reading Comprehension is a risk area. Consider developing complementary AI-resistant skills to maintain value.
High reliance on Mathematics is a risk area. Consider developing complementary AI-resistant skills to maintain value.
Information Ordering is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Mathematics is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Memorization is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Programming is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
AI-Resistant Skills (7)
Social Perceptiveness is AI-resistant — strengthening this skill provides durable career protection.
Complex Problem Solving is AI-resistant — strengthening this skill provides durable career protection.
Coordination is AI-resistant — strengthening this skill provides durable career protection.
Persuasion is AI-resistant — strengthening this skill provides durable career protection.
Instructing is AI-resistant — strengthening this skill provides durable career protection.
Negotiation is AI-resistant — strengthening this skill provides durable career protection.
Manual Dexterity is AI-resistant — strengthening this skill provides durable career protection.
AI-Augmented Skills (5)
Recommendations
Skills to Develop
These skills are at risk from AI automation. Compensation and Benefits Managers professionals should diversify beyond them.
- Reading Comprehension
High reliance on Reading Comprehension is a risk area. Consider developing complementary AI-resistant skills to maintain value.
- Mathematics
High reliance on Mathematics is a risk area. Consider developing complementary AI-resistant skills to maintain value.
- Information Ordering
Information Ordering is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
- Mathematics
Mathematics is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
- Memorization
Memorization is AI-vulnerable but has moderate importance in this role. AI tools may handle this; focus on higher-value skills.
Skills to Leverage
These human-centric skills remain difficult for AI to replicate. Double down here.
- Social Perceptiveness
Social Perceptiveness is AI-resistant — strengthening this skill provides durable career protection.
- Complex Problem Solving
Complex Problem Solving is AI-resistant — strengthening this skill provides durable career protection.
- Coordination
Coordination is AI-resistant — strengthening this skill provides durable career protection.
- Persuasion
Persuasion is AI-resistant — strengthening this skill provides durable career protection.
- Instructing
Instructing is AI-resistant — strengthening this skill provides durable career protection.
Tools to Adopt
AI can amplify these skills. Learn the tools that augment rather than replace your work.
- Judgment and Decision Making
Judgment and Decision Making will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Critical Thinking
Critical Thinking will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Writing
Writing will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Active Learning
Active Learning will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
- Systems Analysis
Systems Analysis will be enhanced by AI. Develop expertise in using AI tools for this skill to increase productivity.
Task Breakdown
24 tasks analyzed
Design, evaluate and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
Negotiate bargaining agreements.
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
Investigate and report on industrial accidents for insurance carriers.
Prepare personnel forecasts to project employment needs.
Conduct exit interviews to identify reasons for employee termination.
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.
Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
Prepare budgets for personnel operations.
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
Represent organization at personnel-related hearings and investigations.
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.
| Task | Category | AI Capability | Risk Score | Time % |
|---|---|---|---|---|
| Design, evaluate and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements. | Non-Routine Analytical | 60 | 51.0 | 8% |
| Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. | Non-Routine Analytical | 65 | 53.0 | 8% |
| Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination. | Non-Routine Interpersonal | 20 | 23.0 | 3% |
| Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. | Non-Routine Analytical | 55 | 49.0 | 7% |
| Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). | Routine Cognitive | 85 | 83.2 | 6% |
| Negotiate bargaining agreements. | Non-Routine Interpersonal | 15 | 21.0 | 3% |
| Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. | Non-Routine Analytical | 60 | 51.0 | 6% |
| Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. | Routine Cognitive | 85 | 83.2 | 5% |
| Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. | Non-Routine Analytical | 60 | 51.0 | 5% |
| Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. | Non-Routine Analytical | 70 | 55.0 | 5% |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | Non-Routine Analytical | 70 | 55.0 | 4% |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | Non-Routine Interpersonal | 20 | 23.0 | 6% |
| Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues. | Non-Routine Analytical | 60 | 51.0 | 4% |
| Investigate and report on industrial accidents for insurance carriers. | Non-Routine Analytical | 50 | 47.0 | 2% |
| Prepare personnel forecasts to project employment needs. | Non-Routine Analytical | 70 | 55.0 | 2% |
| Conduct exit interviews to identify reasons for employee termination. | Non-Routine Interpersonal | 30 | 27.0 | 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. | Non-Routine Analytical | 65 | 53.0 | 4% |
| Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates. | Routine Cognitive | 90 | 85.2 | 5% |
| Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. | Non-Routine Interpersonal | 20 | 23.0 | 3% |
| Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. | Non-Routine Interpersonal | 40 | 31.0 | 4% |
| Prepare budgets for personnel operations. | Routine Cognitive | 80 | 81.2 | 3% |
| Develop methods to improve employment policies, processes, and practices, and recommend changes to management. | Non-Routine Analytical | 60 | 51.0 | 3% |
| Represent organization at personnel-related hearings and investigations. | Non-Routine Interpersonal | 15 | 21.0 | 2% |
| Contract with vendors to provide employee services, such as food services, transportation, or relocation service. | Non-Routine Interpersonal | 30 | 27.0 | 2% |
Community Assessment
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