Fitness and Wellness Coordinators

Low Risk
Low High

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Lower estimated automation risk

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Direct wellness-program move using exercise plans, fitness testing, physiology, outcomes, and safety monitoring.

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Why it fits

Uses health-program operations, staff coordination, quality metrics, budgets, vendors, and participant services.

Recreation Workers
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Why it fits

Transfers activity programming, facility rules, group leadership, participant safety, and scheduling.

Community Health Workers
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Why it fits

Uses wellness outreach, local needs, coaching, referrals, health navigation, and follow-up.

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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
6.2/10
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

20% (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.

Coaching and developing others

Very important
Why this matters
Helps people learn and improve through coaching, mentoring, and feedback. This relies on trust, motivation, and adapting guidance to each person—work that’s hard to replace end-to-end with automation.
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Assisting and caring for others

Quite important
Why this matters
Provide hands-on help, emotional support, or personal care to people—work that depends on empathy, trust, and responding to individual needs in the moment.
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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.
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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.
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Persuasion

Quite important
Why this matters
Influencing people to change their minds or behavior through conversation, trust, and negotiation.
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Show 5 more strengths

Coordinating others’ work

Quite important
Why this matters
Bringing people together, assigning tasks, and keeping a group aligned so work gets done.
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Decision-making and problem solving

Quite 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.
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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.
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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.
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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.
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What users think

Based on 21 votes

43% 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 20% chance of automation.

What do you think the risk of automation is?

What is the likelihood that Fitness and Wellness Coordinators will be replaced by robots or artificial intelligence within the next 20 years?

View sentiment trend

Pay & outlook

Wages

Moderately paid relative to other professions

In 2024, the median annual wage for Personal Service Managers, All Other was $61,340 ($29 per hour).

The median annual wage for Personal Service Managers, All Other was 23.9% higher than the national median annual wage, which stood at $49,500.

* Data from the Bureau of Labor Statistics

Growth

Very fast growth relative to other professions

The number of 'Personal Service Managers, All Other' job openings is expected to rise 6.5% by 2034

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

Volume

Significantly lower range of job opportunities compared to other professions

As of 2024 there were 10,490 people employed as 'Personal Service Managers, All Other' within the United States.

This represents around < 0.001% of the employed workforce across the country

Put another way, around 1 in 14 thousand people are employed as 'Personal Service Managers, All Other'.

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Job description

Manage or coordinate fitness and wellness programs and services. Manage and train staff of wellness specialists, health educators, or fitness instructors.

O*NET-SOC code: 11-9179.01