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AI Automation Index
Will AI Replace Compensation and Benefits Managers?
Task-level automation exposure for Compensation and Benefits Managers: 22 O*NET tasks scored against their work activities, plus the simulator.
E-E-A-T Verified
Developed & audited by Gini Loh Automation Exposure
56%
weighted task index
22 of 22 tasks scored
Median Salary
$149,230 / year
BLS OEWS, May 2025 — this exact occupation
Employment Level
Low
22,940 people hold this job — size, not growth
Projected 2025–35
+1.1%
employment change
1,600 openings a year · BLS line item
Pay by state
BLS OEWS publishes 46 state estimates for this occupation. Each is its own survey estimate, not the national median adjusted for local prices.
$89,250 – $199,190
Highest medians
Washington $199,190
Connecticut $197,970
Massachusetts $184,070
New York $175,620
New Jersey $168,370
Lowest medians
Mississippi $89,250
Idaho $90,020
Puerto Rico $97,500
South Carolina $99,630
Louisiana $99,840
State figures come from the 11-3111 row in the May 2025 state panel. States where the estimate was suppressed or too small to publish are absent.
What the score is made of
Each task is mapped to its work activities, scored for AI automation potential, and weighted by how important those activities are to the job. These are the components.
Automation potential 56%
Importance-weighted mean of the scored tasks. This is the headline index.
Physical work 0%
Share of weighted tasks in hands-on or machine-operating work activities.
Judgment & influence 69%
Share in analysis, decisions, teaching, directing, advising, or caring for others.
Routine administration 14%
Share in documenting, recording, and administrative activities.
Rewritten by O*NET 0%
Share of weighted tasks O*NET rewrote in a recent update. Reported, not folded into the score.
Consequence of error 5/100
Low
O*NET's own rating of how serious an uncorrectable mistake would be here — respondents, not us. Deliberately not in the index: the score measures what AI can do with the task content, and multiplying it by stakes would be our judgment dressed as data.
Constituent Task Mix
22 tasks for this occupation, weighted by work-activity importance. Shares below are of total task weight, not task count.
High exposure (≥ 60% of the task is automatable) 51%
11 tasks
Medium exposure (≥ 35%) 37%
8 tasks
Low exposure (below 35%) 12%
3 tasks
How would you survive?
Move your week away from the high-exposure tasks and toward the ones that need judgment. The simulator recalculates the index as you shift the mix.
Simulate Upskilling →Constituent Tasks
#3267 · Core · 35% automatable
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
interpersonal — HR management is relational and accountability-bearing
Manage human resources activities.
#3272 · Core · 65% automatable
Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
data analysis — Program metrics analysis, human owns conclusions
Evaluate program effectiveness. Administer compensation or benefits programs.
#3276 · Core · 75% automatable
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
data analysis — Reports and budgets drafted; human owns assumptions
Prepare financial documents, reports, or budgets. Prepare reports related to compliance matters. Maintain regulatory or compliance documentation.
#3273 · Core · 69% automatable
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
information retrieval — AI monitors news and events affecting operations
Monitor external affairs or events affecting business operations. Analyze data to inform personnel decisions.
#3271 · Core · 60% automatable
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
data analysis — Rules-based benefits admin; human handles exceptions
Administer compensation or benefits programs.
#3285 · Core · 35% automatable
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
interpersonal — HR management is relational and accountability-bearing
Manage human resources activities.
#3268 · Core · 65% automatable
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
data analysis — Program metrics analysis, human owns conclusions
Evaluate program effectiveness. Administer compensation or benefits programs.
#3275 · Core · 50% automatable
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
interpersonal — Cross-department liaison is relational brokering
Liaise between departments or other groups to improve function or communication.
#3270 · Core · 33% automatable
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
interpersonal — HR management is relational and accountability-bearing
Supervise employees. Manage human resources activities.
#3283 · Core · 75% automatable
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
text generation — Document organizational procedures from provided content
Document organizational or operational procedures.
#3279 · Core · 59% automatable
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
decision support — Drafts policy options; political judgment owned by human
Develop operating strategies, plans, or procedures. Recommend organizational process or policy changes.
#3274 · Core · 56% automatable
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
decision support — AI drafts strategies; human owns operational judgment
Develop organizational policies or programs. Develop operating strategies, plans, or procedures.
#3290 · Core · 80% automatable
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
information retrieval — AI summarizes developments; human retains expertise
Maintain knowledge of current developments in area of expertise.
#3269 · Supplemental · 45% automatable
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
interpersonal — Program design aided, delivery and engagement are human
Conduct employee training programs.
#3287 · Supplemental · 72% automatable
Prepare budgets for personnel operations.
data analysis — Budget drafting from assumptions; human validates assumptions
Prepare operational budgets.
#3280 · Supplemental · 22% automatable
Negotiate bargaining agreements.
interpersonal — Labor dispute negotiation needs authority and presence
Negotiate labor disputes.
#3288 · Supplemental · 60% automatable
Prepare personnel forecasts to project employment needs.
data analysis — Labor estimates depend on context and human calibration
Estimate labor requirements.
#3277 · Supplemental · 82% automatable
Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
data analysis — Compiling operational data from sources is automatable
Compile operational data. Maintain personnel records.
#3278 · Supplemental · 60% automatable
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.
decision support — Personnel decisions carry accountability and bias risk
Analyze data to inform personnel decisions.
#3289 · Supplemental · 35% automatable
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.
interpersonal — Negotiation needs authority and live give-and-take
Negotiate sales or lease agreements for products or services.
#3266 · Supplemental · 55% automatable
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
decision support — Compliance guidance drafted; human verifies and owns
Advise others on legal or regulatory compliance matters.
#3282 · Supplemental · 30% automatable
Represent organization at personnel-related hearings and investigations.
interpersonal — External representation requires human presence and authority
Represent the organization in external relations.
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How this was scored
- 1. Tasks. O*NET task statements for this occupation, from a release whose newest record is dated 08/2026.
- 2. Work activities. Each task maps to 1–5 Detailed Work Activities; each activity belongs to one of 41 Generalized Work Activities that O*NET rates for importance (1–5) in this occupation.
- 3. Automation potential. Every work activity carries one score for how far current AI can perform it end-to-end. Tasks inherit the mean of their activities.
- 4. Weighting. Task weight = 0.35 + 0.65 × (importance − 1)/4, scaled by how often the task is performed and by 0.7 for Supplemental tasks. Importance is the task's own O*NET rating where it exists (18,369 of 18,838 tasks); the rest inherit their work activities' importance. The index is the weighted mean.
Check: across the 910 occupations where O*NET also rates how far machine speed sets the pace, this index moves opposite to it (Spearman ρ = -0.49). The more a job is paced by equipment, the less of its task content AI can address — the relationship you would expect if the scoring is working.
Sources · O*NET 31.0 (task records to 08/2026) · BLS OEWS May 2025 · BLS projections 2025-2035 · rubric v2.1 · tasks for O*NET, not a forecast
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