# 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.

- **SOC code:** 13-1141.00
- **Canonical URL:** https://singulariki.com/roles/role-13-1141-00
- **Also known as:** Benefits Analyst, Benefits Specialist, Compensation Analyst, Compensation Specialist, Benefits Consultant, Compensation Consultant, Compensation and Benefits Analyst, Compensation and Benefits Specialist
- **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):
- Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.
- Ensure company compliance with federal and state laws, including reporting requirements.
- Develop and administer compensation programs, such as merit or incentive pay.
- Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.
- Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
- Prepare occupational classifications, job descriptions, and salary scales.
- Consult with, or serve as, technical liaison between business, industry, government, and union officials.
- Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
- Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.
- Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
- Provide advice on the resolution of classification and salary complaints.
- Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.

## Skills, tools, capabilities

**Knowledge, skills & abilities** (O*NET, highest importance first):
- Personnel and Human Resources _(knowledge)_
- Oral Expression _(ability)_
- English Language _(knowledge)_
- Reading Comprehension _(essential_skill)_
- Active Listening _(essential_skill)_
- Speaking _(essential_skill)_
- Oral Comprehension _(ability)_
- Written Comprehension _(ability)_
- Customer and Personal Service _(knowledge)_
- Critical Thinking _(essential_skill)_
- Mathematics _(knowledge)_
- Problem Sensitivity _(ability)_

**Skills in demand:**
- English Language _(Common Skill)_
- Reading Comprehension _(Common Skill)_
- Active Listening _(Common Skill)_
- Mathematics _(Common Skill)_
- Critical Thinking _(Common Skill)_
- Inductive Reasoning _(Common Skill)_
- Deductive Reasoning _(Common Skill)_
- Microsoft PowerPoint _(Common Skill)_
- Microsoft Outlook _(Common Skill)_
- Microsoft Excel _(Common Skill)_
- Writing _(Common Skill)_
- Information Ordering _(Specialized Skill)_

**Tools & technology:**
- Microsoft Excel _(hot technology, in demand)_
- Microsoft Office software _(hot technology, in demand)_
- Microsoft Outlook _(hot technology, in demand)_
- Microsoft PowerPoint _(hot technology, in demand)_
- Workday software _(hot technology, in demand)_
- IBM SPSS Statistics _(hot technology)_
- Kronos Workforce Timekeeper _(hot technology)_
- Microsoft Access _(hot technology)_
- Microsoft Project _(hot technology)_
- Microsoft SharePoint _(hot technology)_
- Microsoft SQL Server _(hot technology)_
- Microsoft Visual Basic _(hot technology)_

## AI exposure & outlook

- **AI task-overlap index:** 77th percentile (High) across all occupations — composite of current-era exposure studies (ai-exposure-index-v1).
- **Overall AI exposure (Felten et al.):** 98th percentile (High) — source: felten_aioe.
- **LLM task exposure, γ (OpenAI / Eloundou):** 74th percentile (High) — source: eloundou_gamma.
- **AI assistant applicability (Microsoft):** 57th percentile (Moderate) — source: microsoft_applicability.
- **Frey–Osborne (2013, historical computerization estimate):** 46th percentile — kept separate from current-era studies.
- **Remote-capable (Dingel–Neiman):** yes — task structure, not who actually works remote.
- **Projected employment (BLS 2024–34):** 5.3% growth (About average); 8.5k annual openings; 107k → 112.7k jobs.
- **Pay & employment (BLS OEWS, May 2024):** median $77,020; 102,370 employed.

## How people actually use AI here

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

- **Automation vs augmentation:** 34% automation, 55% augmentation (usage-weighted).
- **Autonomy median:** 4.0 (higher = AI acts more independently).
- **Dominant collaboration mode:** directive.

**Tasks most handed to AI here:**
- Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government. _(3.2% of measured AI use; learning)_
- Prepare research results for publication in form of journals, books, manuals, and film. _(1.5% of measured AI use; directive)_
- Plan and develop curricula and materials for training programs and conduct training. _(1.0% of measured AI use; directive)_
- Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. _(0.4% of measured AI use; task iteration)_
- Evaluate job positions, determining classification, exempt or non-exempt status, and salary. _(0.4% of measured AI use; task iteration)_

**Example prompts (honest phrasings of the tasks above — starting points, not endorsed instructions):**
- Help me analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.
- Help me prepare research results for publication in form of journals, books, manuals, and film.
- Help me plan and develop curricula and materials for training programs and conduct training.
- Help me plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
- Help me evaluate job positions, determining classification, exempt or non-exempt status, and salary.

## 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-13-1141-00_