2025 US Human Resources (HR) Salaries and Hiring Trends

HR leaders are looking for staff to help with enterprisewide compensation and benefits reviews to address issues like pay transparency, pay compression and the need to customize benefits offerings. Managers also seek HR strategy and management professionals to oversee human resources operations and balance budgets.

Hiring priority is given to candidates with experience using AI for various applications, such as compensation reviews and open enrollment. Pent-up demand for HR talent could translate into ramped-up hiring, including engaging contract talent for project-based assignments.

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Enter your city to localize national average salaries. Starting salaries can vary greatly depending on a professional’s skills and experience, the company’s size and industry, and demand for the role.

Compensation and Benefits

Human Resources

Talent Acquisition

HRIS

Position Title

25th Percentile

50th Percentile

75th Percentile

Director of Total Rewards

105750

128750

150500

Stock Administrator

62750

70750

91750

Compensation Manager

77000

92000

115000

Compensation Analyst

53750

59000

71500

Benefits Manager

63250

80750

113000

Benefits Specialist

44500

62500

77000

25th Percentile

The candidate is new to the role and building the needed skills, experience and autonomy.

50th Percentile

The candidate has the experience to perform core responsibilities without direct supervision and is comfortable with the role’s processes and subject matter.

75th Percentile

The candidate delivers value beyond the stated job duties, has advanced qualifications and experience, and is ready for the next career level.

Salary and Hiring Trends in Human Resources

Hiring outlook, challenges

Competition is high for professionals with experience in compensation and benefits reviews, recruiting, and forming strategic business partnerships. Firms also seek talent with skills in software such as ADP, Workday or Paycom for HR system transitions and optimizations. Many companies increase their use of contract professionals during seasonal workload peaks.

Reinforcing your HR team for open enrollment

How much should I pay or earn?

More responsibility = more compensation

Strategic positions such as HR director and manager, as well as roles like coordinator and assistant, are commanding higher starting salaries. Some companies are adding responsibilities from other roles within and outside of human resources departments to HR job descriptions, which could raise pay for those positions as well.

HR strategy Compensation and
benefits management People management HRM knowledge HR strategy Compensation and
benefits management People management HRM knowledge

Upskilling
employees Reskilling
employees
for new roles Using
managed
services Engaging
skilled
contract talent Implementing
mentoring
programs Paying for
professional
certifications Upskilling
employees Reskilling
employees
for new roles Using
managed
services Engaging
skilled
contract talent Implementing
mentoring
programs Paying for
professional
certifications

The hottest HR jobs, skills and industries

Compensation analyst

HR benefits specialist

Talent acquisition manager

ADP

Concur

Human resources information program (HRIP)

Human resources information systems (HRIS)

HR analytics

Professional in human resources (PHR)

SHRM certified professional (SHRM-CP)

Workday

Education

Financial services

Government

Healthcare

Insurance

Nonprofit

Professional services

HR administration HR administration

Compensation and benefits Compensation and benefits

Training and development Training and development

Operations Operations

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The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary ranges. Learn more about our methodology.

The salaries listed in the salary tables represent starting compensation only, meaning pay for someone new to a company in the position listed. Company size, industry and the availability of remote work options can influence salaries. Our estimates do not include bonuses, benefits or perks. We report salaries in percentiles and ranges, recognizing that professionals join companies at varied experience levels.

Non-salary data referenced in this Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents include hiring managers and workers from small (1-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States.