Compliance Officers vs Human Resources Specialists
Compliance Officers carries the higher exposed share at 46.3% against 42.4%, a gap of 3.9 points. The difference is driven by capability: a current system can simply produce more of the first job's work product than the second's. Release v2026.Q3.
| Occupation | Exposed | Assisted | Untouched | Capability | Friction | Median pay | Rank | Band |
|---|---|---|---|---|---|---|---|---|
| Compliance Officers | 46.3% | 31.5% | 22.2% | 0.78 | 0.43 | $80,730 | 150 | exposed |
| Human Resources Specialists | 42.4% | 32.6% | 25.1% | 0.75 | 0.45 | $75,940 | 229 | exposed |
What stands in the way, in each
Compliance Officers: the dominant friction is that it runs on knowledge of the organisation that a model cannot hold. Capability sits at 0.78 of 1 and friction at 0.43 of 1.
Human Resources Specialists: the dominant friction is that it runs on knowledge of the organisation that a model cannot hold. Capability sits at 0.75 of 1 and friction at 0.45 of 1.
Capability asks whether a generally available system can produce the work product at all. Friction asks what stops it finishing the job: physical work, being present, being accountable, unseen context, or the cost of checking the output. The rubric is here.
Read each in full
Exposure is not displacement. A higher score does not rank two jobs by how safe they are, and nothing here models adoption, employment or pay.