# Compensation and Benefits Managers

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

- **SOC code:** 11-3111.00
- **Canonical URL:** https://singulariki.com/roles/role-11-3111-00
- **Also known as:** Benefits Manager, Compensation Director, Compensation Manager, Compensation and Benefits Manager, Benefits Coordinator, Benefits Director, Compensation and Benefits Director, Employee Benefits Coordinator
- **Frame:** "AI exposure" means task overlap (how codifiable the work is), not jobs lost or a forecast. Every figure below is traced to a named public dataset.

## What this work is

**Core tasks** (O*NET):
- Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
- Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
- Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
- Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
- Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
- Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
- Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
- Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
- Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
- Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.

## Skills, tools, capabilities

**Knowledge, skills & abilities** (O*NET, highest importance first):
- Personnel and Human Resources _(knowledge)_
- English Language _(knowledge)_
- Reading Comprehension _(essential_skill)_
- Active Listening _(essential_skill)_
- Writing _(essential_skill)_
- Speaking _(essential_skill)_
- Administration and Management _(knowledge)_
- Oral Comprehension _(ability)_
- Written Comprehension _(ability)_
- Oral Expression _(ability)_
- Written Expression _(ability)_
- Critical Thinking _(essential_skill)_

**Skills in demand:**
- English Language _(Common Skill)_
- Writing _(Common Skill)_
- Reading Comprehension _(Common Skill)_
- Active Listening _(Common Skill)_
- Critical Thinking _(Common Skill)_
- Active Learning _(Common Skill)_
- Time Management _(Common Skill)_
- Speech Recognition _(Specialized Skill)_
- Social Perceptiveness _(Common Skill)_
- Microsoft PowerPoint _(Common Skill)_
- Microsoft Excel _(Common Skill)_
- Deductive Reasoning _(Common Skill)_

**Tools & technology:**
- Microsoft Excel _(hot technology, in demand)_
- Microsoft Office software _(hot technology, in demand)_
- Microsoft PowerPoint _(hot technology, in demand)_
- Workday software _(hot technology, in demand)_
- Adobe Illustrator _(hot technology)_
- Adobe Photoshop _(hot technology)_
- Intuit QuickBooks _(hot technology)_
- Microsoft Access _(hot technology)_
- Microsoft Outlook _(hot technology)_
- Microsoft Project _(hot technology)_
- Microsoft SharePoint _(hot technology)_
- Microsoft SQL Server _(hot technology)_

## AI exposure & outlook

- **AI task-overlap index:** 70th percentile (High) across all occupations — composite of current-era exposure studies (ai-exposure-index-v1).
- **Overall AI exposure (Felten et al.):** 87th percentile (High) — source: felten_aioe.
- **LLM task exposure, γ (OpenAI / Eloundou):** 77th percentile (High) — source: eloundou_gamma.
- **AI assistant applicability (Microsoft):** 46th percentile (Moderate) — source: microsoft_applicability.
- **Frey–Osborne (2013, historical computerization estimate):** 91st percentile — kept separate from current-era studies.
- **Remote-capable (Dingel–Neiman):** yes — task structure, not who actually works remote.
- **Projected employment (BLS 2024–34):** 0.2% growth (About average); 1.5k annual openings; 20.9k → 20.9k jobs.
- **Pay & employment (BLS OEWS, May 2024):** median $140,360; 20,070 employed.

## How people actually use AI here

Anthropic Economic Index — measured AI conversations mapped to this occupation's tasks:

- **Automation vs augmentation:** 36% automation, 43% augmentation (usage-weighted).
- **Autonomy median:** 3.5 (higher = AI acts more independently).
- **Dominant collaboration mode:** directive.

**Tasks most handed to AI here:**
- Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. _(0.9% of measured AI use; task iteration)_
- Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. _(0.6% of measured AI use; directive)_
- Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. _(0.5% of measured AI use; directive)_
- Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. _(0.5% of measured AI use; task iteration)_
- Develop methods to improve employment policies, processes, and practices, and recommend changes to management. _(0.3% of measured AI use; directive)_
- Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements. _(0.3% of measured AI use)_

**Example prompts (honest phrasings of the tasks above — starting points, not endorsed instructions):**
- Help me mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
- Help me analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
- Help me direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
- Help me prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
- Help me develop methods to improve employment policies, processes, and practices, and recommend changes to management.

## Sources

- **O*NET** (30.3) — U.S. Department of Labor / National Center for O*NET Development. https://www.onetcenter.org/database.html
- **BLS Occupational Employment and Wage Statistics (OEWS)** (May 2024) — U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/
- **BLS Employment Projections** (2024–2034) — U.S. Bureau of Labor Statistics. https://www.bls.gov/emp/
- **Anthropic Economic Index** (v4 (2026-01-15) + v2 (2025-03-27)) — Anthropic. https://www.anthropic.com/economic-index
- **Microsoft “Working with AI”** (working-with-ai) — Microsoft Research. https://www.microsoft.com/en-us/research/
- **“GPTs are GPTs” (Eloundou et al.)** (arXiv 2303.10130) — OpenAI / academic. https://arxiv.org/abs/2303.10130
- **AI Occupational Exposure (AIOE)** (Felten, Raj & Seamans) — academic. https://github.com/AIOE-Data/AIOE
- **Frey & Osborne (2013)** (frey-osborne-automation) — academic. https://www.oxfordmartin.ox.ac.uk/publications/the-future-of-employment/
- **Dingel & Neiman (2020)** (dingel-neiman-workathome) — academic. https://github.com/jdingel/DingelNeiman-workathome

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_Generated from Singulariki's joined dataset; data snapshot 2026-06-02T21:00:32.945303+00:00. https://singulariki.com/roles/role-11-3111-00_