Employment data isn't available specifically for this occupation from the Bureau of Labor Statistics, so we are using the data from Managers, All Other.

SUMMARY

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

7.2/10

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.

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

7.2/10

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

11% (Minimal Risk)

Minimal Risk (0-20%): This occupation appears difficult to replace end-to-end with current or near-future automation, including AI software and robotics. Roles in this range usually depend on human judgement, creativity, care, leadership, specialist expertise, or adapting to messy real-world situations. AI and machines may still change parts of the work, but the occupation is likely to remain a distinct human role.

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.

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Coordinating others’ work

Very important

Why this matters

Bringing people together, assigning tasks, and keeping a group aligned so work gets done.

Jobs that also use this strength

Communicating with people outside the organization

Very 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

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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Show 3 more strengths

Negotiation

Quite important

Why this matters

Bringing people together to reconcile differences, trade off priorities, and reach agreements—work that depends on trust, persuasion, and reading the situation.

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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 9 votes

What do you think the risk of automation is?

What is the likelihood that Wind Energy Development Managers will be replaced by robots or artificial intelligence within the next 20 years?

Highly likely

Moderate

Uncertain

Low

No chance

Pay & outlook

Wages

Very high paid relative to other professions

In 2024, the median annual wage for Managers, All Other was $136,550 ($66 per hour).

The median annual wage for Managers, All Other was 175.9% higher than the national median annual wage, which stood at $49,500.

* Data from the Bureau of Labor Statistics

Growth

Fast growth relative to other professions

The number of 'Managers, All Other' job openings is expected to rise 4.5% by 2034

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

Volume

Significantly greater range of job opportunities compared to other professions

As of 2024 there were 630,980 people employed as 'Managers, All Other' within the United States.

This represents around 0.41% of the employed workforce across the country

Put another way, around 1 in 244 people are employed as 'Managers, All Other'.

Wind Energy Development Managers

Alternative careers

At a glance

Occupation snapshot

Risk & user votes

Calculated automation risk

Human strengths important in this job

Decision-making and problem solving

Coordinating others’ work

Communicating with people outside the organization

Thinking creatively

Social perceptiveness

Negotiation

Consulting and advising others

Active learning

What users think

What do you think the risk of automation is?

Pay & outlook

Wages

Growth

Volume

People also viewed

What people are saying (0)

Job description