The events of 2020 triggered truly seismic shifts not only in where we work, but how we work — and no one knows that better than the pros in your HR department. From adapting to large-scale remote work environments to creating remote hiring processes to ensuring that diversity and inclusion initiatives are baked into the organization at every level, HR leaders had a very busy year.
So in 2021 and beyond, the "human" in "human resources" needs to be emphasized more than ever. That means creating a culture of caring in which employees feel valued and respected — and showing them the ways your business is investing in their well-being and long-term futures. For those companies not leveraging the power of HR as a trusted advisor to move business forward and drive employee satisfaction, 2021 is only going to prove more challenging.
Benefits offerings are a key driver of talent attraction and retention, so it's not surprising that benefits managers have no shortage of opportunities available to them. Not only were there more than 12,000 job postings for this role in the previous year, but demand is only going to increase moving forward — about five percent over the next decade, a faster pace than most other occupations. And with an average of 51 days to fill this key position, it's clear that finding the right benefits manager is already proving difficult for many companies.
Why is that? Firstly, benefits packages play an increasingly critical role in talent acquisition — in fact, they can make or break a job offer. And since public health issues will likely stay front-page news for the foreseeable future, designing benefits programs that offer peace of mind when it comes to physical and mental health is becoming more important than ever.
Business leaders have been wringing their hands over expanding skills gaps for years. Now, those worries have kicked into overdrive, making the emerging world of continuous learning and development (L&D) even more critical to any company's long-term success. And from the talent perspective, L&D is also a hot topic, given that 80 percent of workers want to acquire more skills — and if their employers don't offer the development opportunities they need, they're ready to look elsewhere.
So it's hardly a surprise that L&D directors are seeing an increasing number of opportunities knocking at their door. Nationally, the BLS is forecasting nearly double the average growth rate for this role over the next 10 years. And in high-growth markets like California, where demand is already four times as high as the next most competitive market, competition for these pros will be fiercer than ever.
HR generalists are the master orchestrators who hold down the day-to-day operations of the HR function — everything from recruitment and onboarding to employee relations, compensation and more. Given the expansiveness of their toolkit, it comes as no surprise that these Jacks- and Jills-of-all-trades are highly in demand, with more than 82,000 jobs posted in just the last 12 months.
This is a role that's also undergone significant change of late. As digital transformation alters the playing field, many HR functions are continuing to trade in manual, paper-heavy processes for new digital tools, leaving HR generalists to adapt to new digital modes of communication and doing business in general. So sourcing a tech-savvy generalist who has their pulse on the latest in HRIS technology — especially in key markets across New York, California and Texas, where demand is highest — will prove even more difficult than in years past.
HR managers are true ambassadors, representing their organization's mission, culture and values to every employee they bring on board. In fact, they're often a new employee's first point of contact upon joining, and the last person to interview them when they leave. And with employer branding playing such a key role in recruitment and employee engagement today, it's important to have a trusted partner managing your human resources operations.
For employers, the good news is that the time to fill this critical role is about six weeks, a shorter timeline than other positions in the HR realm. The not-so-good news, however, is that demand for this role is poised to grow nine percent over the next decade — much higher than the average for all other occupations. So if you're on the hunt for an HR manager in 2021, your best bet is to start recruiting sooner rather than later — and make sure your salary offering aligns with the overall market.
Few positions in the workforce are seeing the demand that's out there for recruiters. Just take a look at the staggering 130,447 jobs posted in the past year alone. And it's easy to see why: The hunt for top talent is incredibly challenging. Not only do recruiters spend their days identifying and building relationships with potential candidates, they also engage with universities and training programs to source exceptional talent, stay abreast of new digital platforms and other emerging HR tech to strengthen the candidate experience — and so much more.
In 2021, demand for recruiters will continue to be highest across the business-development centers of the United States. In states like California, New York, Texas and Florida — home to some of the country's largest commercial hubs, where large businesses are constantly recruiting new talent — expect the talent marketplace for recruiters to be tighter than ever.
Benefits offerings are a key driver of talent attraction and retention, so it's not surprising that benefits managers have no shortage of opportunities available to them. Not only were there more than 12,000 job postings for this role in the previous year, but demand is only going to increase moving forward — about five percent over the next decade, a faster pace than most other occupations. And with an average of 51 days to fill this key position, it's clear that finding the right benefits manager is already proving difficult for many companies.
Why is that? Firstly, benefits packages play an increasingly critical role in talent acquisition — in fact, they can make or break a job offer. And since public health issues will likely stay front-page news for the foreseeable future, designing benefits programs that offer peace of mind when it comes to physical and mental health is becoming more important than ever.
Benefits offerings are a key driver of talent attraction and retention, so it's not surprising that benefits managers have no shortage of opportunities available to them. Not only were there more than 12,000 job postings for this role in the previous year, but demand is only going to increase moving forward — about five percent over the next decade, a faster pace than most other occupations. And with an average of 51 days to fill this key position, it's clear that finding the right benefits manager is already proving difficult for many companies.
Why is that? Firstly, benefits packages play an increasingly critical role in talent acquisition — in fact, they can make or break a job offer. And since public health issues will likely stay front-page news for the foreseeable future, designing benefits programs that offer peace of mind when it comes to physical and mental health is becoming more important than ever.
Business leaders have been wringing their hands over expanding skills gaps for years. Now, those worries have kicked into overdrive, making the emerging world of continuous learning and development (L&D) even more critical to any company's long-term success. And from the talent perspective, L&D is also a hot topic, given that 80 percent of workers want to acquire more skills — and if their employers don't offer the development opportunities they need, they're ready to look elsewhere.
So it's hardly a surprise that L&D directors are seeing an increasing number of opportunities knocking at their door. Nationally, the BLS is forecasting nearly double the average growth rate for this role over the next 10 years. And in high-growth markets like California, where demand is already four times as high as the next most competitive market, competition for these pros will be fiercer than ever.
HR generalists are the master orchestrators who hold down the day-to-day operations of the HR function — everything from recruitment and onboarding to employee relations, compensation and more. Given the expansiveness of their toolkit, it comes as no surprise that these Jacks- and Jills-of-all-trades are highly in demand, with more than 82,000 jobs posted in just the last 12 months.
This is a role that's also undergone significant change of late. As digital transformation alters the playing field, many HR functions are continuing to trade in manual, paper-heavy processes for new digital tools, leaving HR generalists to adapt to new digital modes of communication and doing business in general. So sourcing a tech-savvy generalist who has their pulse on the latest in HRIS technology — especially in key markets across New York, California and Texas, where demand is highest — will prove even more difficult than in years past.
HR managers are true ambassadors, representing their organization's mission, culture and values to every employee they bring on board. In fact, they're often a new employee's first point of contact upon joining, and the last person to interview them when they leave. And with employer branding playing such a key role in recruitment and employee engagement today, it's important to have a trusted partner managing your human resources operations.
For employers, the good news is that the time to fill this critical role is about six weeks, a shorter timeline than other positions in the HR realm. The not-so-good news, however, is that demand for this role is poised to grow nine percent over the next decade — much higher than the average for all other occupations. So if you're on the hunt for an HR manager in 2021, your best bet is to start recruiting sooner rather than later — and make sure your salary offering aligns with the overall market.
Few positions in the workforce are seeing the demand that's out there for recruiters. Just take a look at the staggering 130,447 jobs posted in the past year alone. And it's easy to see why: The hunt for top talent is incredibly challenging. Not only do recruiters spend their days identifying and building relationships with potential candidates, they also engage with universities and training programs to source exceptional talent, stay abreast of new digital platforms and other emerging HR tech to strengthen the candidate experience — and so much more.
In 2021, demand for recruiters will continue to be highest across the business-development centers of the United States. In states like California, New York, Texas and Florida — home to some of the country's largest commercial hubs, where large businesses are constantly recruiting new talent — expect the talent marketplace for recruiters to be tighter than ever.
Ongoing disruption looms on the horizon for everyone in the human resources arena — not only in 2021, but for the foreseeable future. And since organizational redesigns and a concerted push to upskill and reskill employees can drive tremendous business value, only the companies that have the right resources and talent ready to meet those challenges will see growth. That means positioning HR leaders as strategic guides who can manage the shifting demands taking place in the workforce and ensure that employee engagement and retention stay strong. Those who don't will run the risk of falling behind permanently.
This guide presents nationwide pay information for today's most prevalent and in-demand human resources positions.
For non-executive titles (managers and below), annual salaries are organized by interquartile ranges across three levels of professional experience:
entry-level
one year of experience
25th-75th percentile
mid-level
five years of experience
25th-75th percentile
senior-level
10 years of experience
25th-75th percentile
For executive titles (directors and above), annual salaries are organized by interquartile ranges across three levels of company revenue:
small
$50M
25th-75th percentile
mid
$100M
25th-75th percentile
large
$250M+
25th-75th percentile
|
benefits analyst | $51,861 - $61,447 | $60,071 - $71,174 | $69,115 - $81,889 |
benefits assistant/associate | $34,684 - $40,602 | $41,397 - $48,461 | $47,967 - $56,153 |
benefits director | $115,323 - $161,678 | $122,972 - $172,401 | $130,525 - $182,989 |
benefits manager | $85,561 - $103,843 | $98,160 - $119,136 | $112,503 - $136,542 |
retirement specialist | $41,064 - $49,243 | $47,929 - $57,476 | $55,407 - $66,442 |
|
benefits and compensation specialist | $50,847 - $60,974 | $59,304 - $71,115 | $68,897 - $82,620 |
benefits and HRIS specialist | $44,183 - $52,982 | $50,840 - $60,967 | $58,729 - $70,426 |
director of HRIS, benefits, compensation | $115,518 - $161,138 | $123,194 - $171,853 | $131,458 - $183,382 |
manager of HRIS, benefits, compensation | $87,275 - $105,924 | $101,775 - $123,522 | $117,571 - $142,694 |
|
compensation analyst | $58,759 - $70,462 | $70,766 - $84,862 | $82,864 - $99,368 |
compensation director | $123,289 - $166,722 | $131,275 - $177,522 | $140,301 - $189,727 |
compensation manager | $92,615 - $112,405 | $108,223 - $131,349 | $125,104 - $151,836 |
|
employee relations director | $114,668 - $158,838 | $122,437 - $169,598 | $130,894 - $181,314 |
employee relations manager | $84,533 - $103,837 | $96,142 - $118,097 | $109,636 - $134,672 |
labor relations director (JD) | $125,192 - $169,297 | $133,658 - $180,744 | $142,579 - $192,808 |
labor relations manager | $94,761 - $115,009 | $116,757 - $141,706 | $138,881 - $168,557 |
|
HR coordinator | $36,033 - $42,181 | $42,281 - $49,496 | $46,703 - $54,672 |
HR director | $114,668 - $158,838 | $122,437 - $169,598 | $130,894 - $181,314 |
HR generalist | $58,645 - $71,140 | $65,251 - $76,824 | $72,537 - $86,273 |
HR manager | $85,613 - $103,907 | $99,961 - $121,321 | $115,800 - $140,543 |
HR specialist | $41,233 - $49,445 | $48,132 - $57,718 | $55,594 - $66,667 |
vice president of HR | $152,366 - $258,872 | $171,586 - $290,563 | $197,513 - $334,684 |
|
compensation director | $123,289 - $166,722 | $131,275 - $177,522 | $140,301 - $189,727 |
HRIS analyst | $57,781 - $69,290 | $69,089 - $82,850 | $80,688 - $96,758 |
HRIS manager | $83,650 - $101,524 | $98,942 - $120,083 | $115,107 - $139,703 |
|
learning and development director | $136,881 - $170,174 | $145,759 - $181,210 | $156,893 - $195,053 |
learning coordinator | $51,254 - $61,462 | $63,724 - $76,415 | $75,148 - $90,116 |
learning manager | $82,671 - $100,337 | $94,806 - $115,064 | $108,657 - $131,875 |
learning specialist (trainer) | $51,289 - $61,505 | $60,497 - $72,547 | $70,344 - $84,355 |
|
director of talent acquisition | $110,925 - $152,462 | $118,208 - $162,957 | $125,560 - $173,140 |
head of recruitment | $96,772 - $128,449 | $102,586 - $135,856 | $109,500 - $142,993 |
manager of talent acquisition | $85,733 - $102,600 | $97,833 - $119,538 | $112,720 - $136,588 |
recruiter | $51,877 - $62,525 | $60,355 - $72,186 | $69,465 - $83,874 |
recruiting manager | $74,276 - $90,984 | $87,129 - $106,959 | $100,339 - $123,127 |
talent acquisition/staffing specialist | $51,450 - $62,010 | $57,777 - $70,109 | $66,978 - $80,728 |
|
director of talent management/OD | $116,434 - $160,498 | $123,568 - $171,088 | $131,488 - $181,345 |
manager of talent management/OD | $87,833 - $105,925 | $102,431 - $124,261 | $119,271 - $143,691 |
For salary information and titles specific to your region, contact your local Randstad representative today.
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