AI exposure: Compensation, Benefits, and Job Analysis Specialists
Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.
Reading this score
computed41.2% of this occupation's weighted task load is exposed, which puts Compensation, Benefits, and Job Analysis Specialists at the 73th percentile of 923 occupations. The capability is largely there. Its average task scores 2.9 out of 4 on what a current system can produce, and the frictions that hold other jobs in place are comparatively weak here.
What holds the line here is context. Across this occupation's 22 tasks it averages 2.09 out of 3, the highest of the five friction dimensions. In plain terms, the work depends on knowledge the model cannot hold. Much of this job runs on things that were never written down: what this particular organisation does, what happened last week, what the person across the table actually meant. That context is the barrier, and it erodes as systems are given more access.
The most exposed thing this job does is Perform multifactor data and cost analyses that may be used in areas such as support of..., at 73.3%. The least is Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes..., at 5.0%. A gap of 68.3% between two parts of the same job is the reason this index publishes at task level. An occupation-wide number would have hidden both.
Within business and financial operations occupations, this one is less exposed than the median of 47.5% across the group's 48 roles, with 33 scoring higher. Being in an exposed family does not make a particular job exposed, and the reverse holds too.
What would move this score. Of 22 tasks, 15 are currently banded exposed, 6 assisted and 1 untouched. For that distribution to shift materially would take cheaper ways to verify output, since the cost of checking is currently doing more to hold this work in place than the cost of producing it. The score is re-computed every quarter against a fresh capability reference, and the change is published rather than quietly applied.
Task by task
22 tasks, O*NET 31.0| Task | Exposed | Assisted | Untouched | Importance | Band |
|---|---|---|---|---|---|
| Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. | 73.3% | 26.7% | 0.0% | 3.79 | exposed |
| Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information. | 73.3% | 26.7% | 0.0% | 2.89 | exposed |
| Prepare research results for publication in form of journals, books, manuals, and film. | 73.3% | 26.7% | 0.0% | 1.83 | exposed |
| Assist in preparing and maintaining personnel records and handbooks. | 66.7% | 33.3% | 0.0% | 3.00 | exposed |
| Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers. | 50.0% | 25.0% | 25.0% | 4.45 | exposed |
| Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government. | 46.7% | 40.8% | 12.5% | 3.25 | exposed |
| Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs. | 45.0% | 30.0% | 25.0% | 3.78 | exposed |
| Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. | 45.0% | 30.0% | 25.0% | 2.90 | exposed |
| Develop and administer compensation programs, such as merit or incentive pay. | 42.5% | 32.5% | 25.0% | 4.25 | exposed |
| Ensure company compliance with federal and state laws, including reporting requirements. | 40.0% | 35.0% | 25.0% | 4.40 | exposed |
| Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs. | 40.0% | 35.0% | 25.0% | 3.76 | exposed |
| Consult with, or serve as, technical liaison between business, industry, government, and union officials. | 40.0% | 35.0% | 25.0% | 3.90 | exposed |
| Provide advice on the resolution of classification and salary complaints. | 40.0% | 35.0% | 25.0% | 3.30 | exposed |
| Advise staff of individuals' qualifications. | 40.0% | 35.0% | 25.0% | 2.71 | exposed |
| Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. | 35.4% | 27.1% | 37.5% | 3.09 | exposed |
| Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies. | 35.0% | 40.0% | 25.0% | 4.07 | assisted |
| Evaluate job positions, determining classification, exempt or non-exempt status, and salary. | 23.3% | 26.7% | 50.0% | 3.90 | assisted |
| Prepare occupational classifications, job descriptions, and salary scales. | 23.3% | 26.7% | 50.0% | 3.90 | assisted |
| Assess need for and develop job analysis instruments and materials. | 23.3% | 26.7% | 50.0% | 3.18 | assisted |
| Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends. | 23.3% | 26.7% | 50.0% | 2.90 | assisted |
| Plan and develop curricula and materials for training programs and conduct training. | 20.0% | 30.0% | 50.0% | 3.00 | assisted |
| Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances. | 5.0% | 20.0% | 75.0% | 3.29 | untouched |
Task text and importance ratings sourced from O*NET 31.0. Shares computed. The occupation score is the importance-weighted mean.
Where the score comes from
judgedEvery task is scored through the standardised work activities it maps to. These are this occupation’s averages on the six rubric dimensions. Capability is what AI can do; the other five are what stands in the way.
| Dimension | Mean | Scale |
|---|---|---|
| Capability | 2.86 | 0-4 |
| Embodiment | 0.50 | 0-3 |
| Presence | 1.14 | 0-3 |
| Accountability | 1.48 | 0-3 |
| Context | 2.09 | 0-3 |
| Verification cost | 1.61 | 0-3 |
What this means in practice
Where most of a role's weighted task load is exposed, the work that survives is usually the part of the job nobody wrote into the job description: deciding what should be produced rather than producing it, and being answerable for the result. The tasks lowest on this page are a better guide to where to spend your time than any general advice about the future of work.
Occupations either side of this one
The four closest scores in the same occupational family, then the four closest anywhere in the index.
Read this carefully. Exposure is not displacement. A high score means current AI systems can produce this work, not that anyone will stop paying a person to do it. Adoption depends on economics, regulation and inertia that this index deliberately does not model. How the score is built.