AI exposure by occupation, O*NET 13-1141.00

Will AI replace Compensation, Benefits, and Job Analysis Specialists?

Compensation, Benefits, and Job Analysis Specialists: AI can already handle 8 of 22 tasks; the work mostly needs a standard-tier model.

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Every task, scored

The 22 tasks O*NET 30.3 lists for Compensation, Benefits, and Job Analysis Specialists, from most to least exposed. 8 reach 60 or more, the level at which AI already handles a task.

Task AI exposure Evidence Model tier Importance
Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information. 85 Estimated Efficient 2.9
Evaluate job positions, determining classification, exempt or non-exempt status, and salary. 65 Estimated Standard 3.9
Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs. 65 Estimated Frontier 3.8
Assess need for and develop job analysis instruments and materials. 65 Estimated Standard 3.2
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. 65 Estimated Frontier 2.9
Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies. 60 Estimated Standard 4.1
Consult with, or serve as, technical liaison between business, industry, government, and union officials. 60 Estimated Standard 3.9
Advise staff of individuals' qualifications. 60 Estimated Frontier 2.7
Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers. 50 Estimated Frontier 4.5
Develop and administer compensation programs, such as merit or incentive pay. 50 Estimated Standard 4.3
Plan and develop curricula and materials for training programs and conduct training. 50 Estimated Standard 3.0
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs. 40 Observed Standard 3.8
Prepare research results for publication in form of journals, books, manuals, and film. 40 Observed Efficient 1.8
Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances. 35 Estimated Standard 3.3
Ensure company compliance with federal and state laws, including reporting requirements. 30 Estimated Efficient 4.4
Prepare occupational classifications, job descriptions, and salary scales. 30 Estimated Efficient 3.9
Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. 30 Estimated Efficient 3.8
Provide advice on the resolution of classification and salary complaints. 30 Estimated Standard 3.3
Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government. 30 Estimated Efficient 3.3
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. 30 Estimated Efficient 3.1
Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends. 30 Estimated Efficient 2.9
Assist in preparing and maintaining personnel records and handbooks. 20 Estimated Efficient 3.0

Observed: scored from AI use recorded in the Anthropic Economic Index (June 2026 release), 2 of 22 tasks. Estimated: scored from the task's O*NET 30.3 work activity, 20 of 22. Importance is O*NET's 1 to 5 rating of how central the task is. Model tier is the lowest tier that can do the task under the published rubric; "No tier" marks hands-on work.

The model tier this role needs

A standard-tier model or lower covers 82% of the role's importance-weighted task work. 100% of the work is something AI can address at some tier.

Efficient, standard and frontier tiers come from the JobRoute model tier reference. The recommended tier is the lowest one that covers 80% of the work AI can address. How the method works.

Wages, employment and outlook

US employment
112,380
Median annual wage
$78,210
Middle half of earners
$60,890 to $100,400
Projected change, 2024 to 2034
+5.3%

Employment and wages: BLS Occupational Employment and Wage Statistics, May 2025, national. Projection: BLS Employment Projections 2024 to 2034.

Adjacent roles

The occupations that reuse the most of this role's skills, with the usual time to move. These are the first places to look when you plan to redeploy or retrain people in this role.

Skill overlap and transition time from the JobRoute role adjacency graph on O*NET 30.3 skills.

Questions about Compensation, Benefits, and Job Analysis Specialists and AI

Will AI replace Compensation, Benefits, and Job Analysis Specialists?

AI already handles 8 of the 22 tasks O*NET lists for this occupation, at a task exposure of 60 or more, and the role's importance-weighted exposure is 46 out of 100. JobRoute scores tasks, not whole jobs, so the score shows how much of the work changes rather than whether the job disappears. BLS projects employment to change by +5.3% from 2024 to 2034.

What is the AI exposure of Compensation, Benefits, and Job Analysis Specialists?

46 out of 100 on JobRoute's task exposure measure, the importance-weighted average of the role's O*NET task scores. Higher means more of the work is AI-doable today. 2 of the 22 task scores are observed in the Anthropic Economic Index (June 2026 release), and the other 20 are estimated from each task's O*NET work activity.

Which Compensation, Benefits, and Job Analysis Specialists tasks can AI already do?

The tasks with the highest exposure are: Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information; Evaluate job positions, determining classification, exempt or non-exempt status, and salary; Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs. They are three of the 8 tasks that reach 60 or more.

What AI model tier does this role need?

A standard-tier model or lower covers 82% of the role's importance-weighted task work. JobRoute assigns each task the lowest tier that can do it under a published rubric and recommends the lowest tier that covers 80% of the work AI can address.

How many people work as Compensation, Benefits, and Job Analysis Specialists, and what do they earn?

112,380 people in the United States, with a median annual wage of $78,210 (BLS Occupational Employment and Wage Statistics, May 2025). BLS Employment Projections expect a change of +5.3% from 2024 to 2034.

How to cite

Data version 2026-11-02, JobRoute method v1.0.0. Download all occupations or this occupation as JSON. Methodology.

JobRoute (2026). AI exposure: Compensation, Benefits, and Job Analysis Specialists. Data version 2026-11-02, method v1.0.0. Built on O*NET 30.3, BLS OEWS May 2025 and the Anthropic Economic Index (June 2026). CC BY 4.0. https://www.jobroute.ai/jobs/compensation-benefits-and-job-analysis-specialists

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