Compensation, Benefits, and Job Analysis Specialists

Low Risk
Low High

Explore safer careers (4)

Lower estimated automation risk

Human Resources Managers
10% automation risk | Minimal Risk
Pays better More jobs
14.9 pts lower View career
Why it fits

Uses HR policy, compensation programs, employee relations, staffing data, compliance, and program leadership.

Management Analysts
19% automation risk | Minimal Risk
Pays better Higher growth
6.3 pts lower View career
Why it fits

Transfers process review, organization design, job data, metrics, recommendations, and change documentation.

Labor Relations Specialists
12% automation risk | Minimal Risk
Pays better
13 pts lower View career
Why it fits

Applies policy interpretation, classification, employee terms, documentation, negotiations context, and compliance.

Training and Development Specialists
19% automation risk | Minimal Risk
Higher growth More jobs
6 pts lower View career
Why it fits

Uses job analysis, competency frameworks, employee data, HR programs, materials, and performance improvement.

Compare this job with others
or search for another job
Share your results with friends and family.

Occupation snapshot

What does this snowflake show?
The Snowflake is a visual summary of the five badges: Automation Risk (calculated), Risk (polled), Growth, Wages and Volume. It gives you an instant snapshot of an occupations profile. The colour of the Snowflake relates to its size. The better the occupation scores in relation to others, the larger and greener the Snowflake becomes.
JOB SCORE
5.5/10
What's this?
Job Score (higher is better):

We rate jobs using four factors. These are:

- Chance of being automated
- Job growth
- Wages
- Volume of available positions

These are some key things to think about when job hunting.

Risk & user votes

Calculated automation risk

25% (Low Risk)

Low Risk (21-40%): This occupation has a lower risk of full replacement by AI, software, or robotic systems. Some tasks may be automated or assisted, but the role usually still relies on human judgement, communication, responsibility, physical adaptability, or practical decision-making.

More information on what this score is, and how it is calculated is available here.

Human strengths important in this job

These are human abilities and work contexts that are important in this occupation. They may help explain why parts of the role are harder to replace end-to-end, but they are not the only inputs into the automation score.

Decision-making and problem solving

Very important
Why this matters
Analyze information, weigh tradeoffs, and choose the best solution—especially when situations are ambiguous, high-stakes, or have real-world consequences.
Jobs that also use this strength

Thinking creatively

Quite important
Why this matters
Coming up with original ideas and designs—creating new concepts, products, systems, or artistic work. This kind of open-ended invention and taste-based judgment is harder to automate end-to-end than routine, rule-based tasks.
Jobs that also use this strength

Social perceptiveness

Quite important
Why this matters
Noticing others’ emotions and reactions in the moment and adjusting what you say or do based on why they’re responding that way.
Jobs that also use this strength

Persuasion

Quite important
Why this matters
Influencing people to change their minds or behavior through conversation, trust, and negotiation.
Jobs that also use this strength

Communicating with people outside the organization

Quite important
Why this matters
Represents the organization to customers, the public, or government—handling questions, concerns, and relationship-building through conversations, writing, calls, or email.
Jobs that also use this strength
Show 2 more strengths

Consulting and advising others

Quite important
Why this matters
Provide guidance and expert advice to managers or teams on technical, system, or process decisions—explaining options, tradeoffs, and recommended actions.
Jobs that also use this strength

Active learning

Quite important
Why this matters
Keeps learning from new information and applying it to make better decisions now and in the future, especially when situations change.
Jobs that also use this strength

What users think

Based on 32 votes

55% chance of full automation within the next two decades

Our visitors have voted they are unsure if this occupation will be automated. However, employees may be able to find reassurance in the automated risk level we have generated, which shows 25% chance of automation.

What do you think the risk of automation is?

What is the likelihood that Compensation, Benefits, and Job Analysis Specialists will be replaced by robots or artificial intelligence within the next 20 years?

View sentiment trend

Pay & outlook

Wages

High paid relative to other professions

In 2024, the median annual wage for Compensation, Benefits, and Job Analysis Specialists was $77,020 ($37 per hour).

The median annual wage for Compensation, Benefits, and Job Analysis Specialists was 55.6% higher than the national median annual wage, which stood at $49,500.

View wage trend

Wages over time

* Data from the Bureau of Labor Statistics

Growth

Fast growth relative to other professions

The number of 'Compensation, Benefits, and Job Analysis Specialists' job openings is expected to rise 5.3% by 2034

View employment trend

Total employment, and estimated job openings

* Data from the Bureau of Labor Statistics for the period between 2023 and 2033
Updated projections are due 09-2025.

Volume

Greater range of job opportunities compared to other professions

As of 2024 there were 102,370 people employed as 'Compensation, Benefits, and Job Analysis Specialists' within the United States.

This represents around 0.07% of the employed workforce across the country

Put another way, around 1 in 1 thousand people are employed as 'Compensation, Benefits, and Job Analysis Specialists'.

People also viewed

Computer Programmers Lawyers Accountants and Auditors Web Developers Actors

What people are saying (0)

Leave a reply about this occupation
0/8000

Job description

Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.

O*NET-SOC code: 13-1141.00