How Much Does HR Make? Your 2024 Salary Guide
Is a six-figure annual salary in your future? From rookies to CPOs, our 2024 pay guide reveals what HR professionals earn today. Unlock HR’s salary secrets and discover your own earning potential.
“How much does HR make?” That’s the million-dollar question for anyone in human resources (or who may be keen on a career in HR). Luckily, you don’t need to guess what your boss or colleagues earn. This article provides an in-depth list of HR roles and their current salaries. With clear foresight and savvy planning, you can use this information to plan your HR career path and progression — much like this cohort of upwardly mobile workers did.
McKinsey’s decade-long study of over four million workers examined career progression and lifelong earnings. The study found that those who earned significantly more over time did two things differently. First, they changed jobs more frequently. Second, they made bolder moves when switching by taking on new positions that required significantly different and more advanced skills.
If you’re inspired to make your own bold career moves, read on to learn more about the salaries for top HR roles and the skills required to excel in these roles.
Contents
Why pursue a career in HR?
Types of HR careers
How much does HR make?
4 tips on choosing the right HR career for you
Why pursue a career in HR?
Forget the stereotype that HR is just about “working with people.” It’s much more than that — it offers varying career paths with specializations to challenge you and facilitate your professional growth. It also demands continuous learning to stay ahead of evolving technology and regulations.
HR professionals are strategic partners who develop concrete plans to align a company’s workforce with its goals. They also help organizations maintain a competitive edge by attracting, developing, and retaining their industry’s top performers.
HR is also at the forefront of organizational change, driving initiatives and adopting technologies that shape the company’s culture and future. Ultimately, their efforts directly impact employee wellbeing and satisfaction, fostering a productive work environment and influencing business performance and sustainability.
Types of HR careers
If you’re looking for HR career options, you won’t be short on choices. HR professionals often take on multiple roles in smaller or rapidly growing companies, performing the role of an HR Generalist.
As organizations expand, however, HR functions become more niche, offering exciting opportunities for specialist roles. These include:
- Strategic HR: Involves partnering with the organization to align its people strategy with its overall business goals.
- Recruitment and talent acquisition: Focuses on building the employer brand and attracting and securing top talent to fill vacant positions.
- Compensation and benefits: Entails designing programs to attract and retain top performers by offering competitive packages and perks.
- Diversity and inclusion efforts: Aims to foster a workplace where everyone feels valued.
- Talent management: Involves overseeing the entire employee lifecycle.
- Training and development: Equips employees with the skills they need to excel and advance.
- Organizational development: Implements changes and transformations.
- Data analytics: Analyzes workforce data to drive smarter HR decisions, improve processes, and measure program impact.
- Industrial relations: Manages employer-employee relationships, addresses concerns, mediates disputes, and negotiates with unions.
- Compliance and risk management: Ensures legal and regulatory compliance.
How much does HR make?
Being informed about HR salary ranges can help you negotiate for better pay, as well as maximize your career success, and ensure financial security. Here, you’ll find out the responsibilities of each HR designation and their average yearly salary in the U.S.
Chief People Officer (CPO)
A Chief People Officer (CPO)—also called a Chief HR Officer (CHRO)—is a C-suite executive who shapes an organization’s entire people strategy. Large, forward-thinking companies that prioritize talent management typically have an HR Director who manages day-to-day HR operations and reports to the CPO.
A top CPO is data-driven, using analytics to make strategic decisions. They also possess strong leadership and communication skills. Their key focus is aligning HR with overall business goals and translating HR strategy into tangible business results.
The average CPO makes $370,947 in total pay, with an estimated salary and bonus range between $283,000 and $498,000.
HR Director
An HR Director oversees the HR department, including all employee-related functions. This involves strategic planning, budget management, and ensuring compliance with labor laws. The director supervises HR Managers, HR Specialists, and Employee Relations Specialists.
Their key skills include strategic thinking to anticipate future workforce needs, implementing proactive solutions, and promoting a positive company culture to foster a high-performing and engaged workforce.
The average HR Director makes $211,645 in total pay, with an estimated pay range between $159,000 and $287,000 in salary and bonuses.
HR Business Partner
An HR Business Partner (HRBP) typically acts as a strategic advisor to specific departments within a company. They bridge the gap between HR and business units in larger organizations, ensuring HR practices align with departmental goals and contribute to the company’s overall success.
An HRBP needs strong business acumen and an understanding of how HR impacts the bottom line. They also need excellent communication and interpersonal skills to build strong relationships with business leaders. Strategic thinking and experience in HR Generalist roles are also valuable assets in this position.
The average HRBP makes $169,444 in salary and bonuses, with entry-level and highest total pay ranging from $131,000 to $222,000.
HR Manager
An HR Manager typically oversees all day-to-day employee-related functions, from recruitment and training to employee relations and benefits. Compared to HR Specialists, HR Managers have a broader portfolio, managing multiple functions and people.
An HR Manager also supervises HR Assistants and Coordinators in handling administrative tasks and supporting core HR functions. Desirable skills for an HR Manager include strong communication, problem-solving, and leadership. They should also be well-versed in employment law and regulations.
The average HR Manager makes $116,037 in salary and bonuses, with an estimated pay range between $87,000 and $156,000 in salary and bonuses.
Benefits Manager
A Benefits Manager oversees employee benefits programs, ensuring they comply with regulations and meet employee needs. They research plans, negotiate with providers, and communicate benefit details to employees. Strong communication and negotiation skills and knowledge of benefits plans and HR laws are essential.
What truly distinguishes an HR Benefits Manager from other HR roles is their expertise in benefit trends and data analysis, which they need to design cost-effective and attractive packages for the company.
The average Benefits Manager makes $130,714 in total pay, with an estimated pay range between $99,000 and $174,000 in salary and bonuses.
Talent Manager
A Talent Manager is responsible for end-to-end talent supply and demand management in alignment with organizational talent requirements and workforce planning. They oversee the development, implementation, and embedding of succession planning practices, talent management, and development programs to enable employee potential and meet future business needs.
A Talent Manager also contributes to the design and implementation of career development strategies, tools, and resources. They must have expert knowledge of the internal talent market for a broad range of functions and advise business teams on trends and opportunities.
The average Talent Manager makes $138,057 in total pay, with an estimated salary and bonus range between $63,000k and $138,000k.
Learning and Development Manager
A Learning and Development Manager cultivates a skilled workforce by identifying employee learning needs and creating training programs to meet those needs. They design and organize sessions, manage budgets, and measure effectiveness to ensure employees have the knowledge and abilities to excel in their roles and contribute to the company’s goals. This role requires strong communication and instructional design skills and expertise in adult learning.
The average Learning and Development Manager makes $137,852 in total pay, with an estimated pay range between $55,000 and $130,000 in salary and bonuses.
Payroll Manager
A Payroll Manager oversees all aspects of employee compensation, ensuring accurate and timely payments, deductions, and tax filings. They also manage payroll software systems, handle employee benefits, and ensure compliance with labor laws. Critical skills include strong accounting and financial knowledge and experience in the relevant payroll software.
The average Payroll Manager makes $$76,127 in total pay, with an estimated pay range between $50,000 and $106,000 in salary and bonuses.
HR Operations Manager
An HR Operations Manager oversees the day-to-day functions of the HR department, ensuring smooth operations in areas like payroll, benefits administration, and record-keeping. Experience with HR software and strong organizational skills are essential for this role. Additionally, knowledge of employment law and a talent for problem-solving are beneficial.
The average Senior HR Operations Manager makes $190,257 in total pay, with an estimated pay range between $131,000 and $268,000 in salary and bonuses.
HR Project Manager
An HR Project Manager leads and oversees initiatives within the HR department. They plan, develop, and execute projects to improve or expand HR programs, such as implementing new software or revamping the recruitment process.
Success in this role requires HR knowledge and project management skills. Strong communication, research, and analytical abilities, as well as experience managing budgets and deadlines, are essential.
The average HR Project Manager makes $154,827 in total pay, with an estimated pay range between $119,000 and $205,000 in salary and bonuses.
HR Scrum Manager
An HR Scrum Manager blends HR practices with the Agile Scrum framework. They facilitate HR processes, manage Scrum teams within HR, and ensure smooth workflows for recruitment, onboarding, and training. Important skills include HR expertise, Scrum certification, and strong communication and collaboration abilities. An HR Scrum manager also needs to be able to coordinate teams to meet strict project deadlines.
The average HR Scrum Manager makes $181,500 in total pay, with an estimated pay range between $147,000 and $228,000 in salary and bonuses.
HR Generalist
An HR Generalist is an all-rounder in the HR world. They are responsible for handling various tasks, including recruitment, onboarding, employee relations, and benefits administration. HR Generalists are common in small and medium-sized businesses that may not need dedicated specialists for each HR function.
An HR Generalist needs hard skills like data analysis and payroll and soft skills like communication to handle employee issues. To excel in this position, an HR Generalist must stay up-to-date on HR regulations and be tech-savvy in navigating HR information systems.
The average HR Generalist makes $77,129 in total pay, with an estimated pay range between $69,000 and $85,000 in salary and bonuses.
Talent Acquisition Specialist
A Talent Acquisition Specialist (also known as a Recruitment Specialist) is responsible for finding qualified candidates to fill open positions. Their focus areas include sourcing applicants through online platforms and professional networks, screening résumés, conducting interviews, and coordinating the hiring process.
A Talent Acquisition Specialist requires strong communication, interpersonal, and organizational skills. Tech-savviness is also essential for using applicant tracking systems (ATS) and social media for recruiting purposes.
The average Talent Acquisition Specialist makes $112,320 in total pay, with an estimated pay range between $86,000 and $149,000 in salary and bonuses.
Compensation and Benefits Specialist
A Compensation and Benefits Specialist is responsible for designing competitive compensation packages, including salaries and benefits, to attract and retain top talent. This involves research, data analysis, and staying abreast of employment laws. This role is more common in larger organizations with complex structures.
A Compensation and Benefits Specialist requires strong analytical abilities to crunch numbers, a keen understanding of the job market, and excellent communication skills to explain complex benefits packages to employees.
The average Compensation Benefits Specialist makes $99,441 in total pay, with an estimated pay range between $76,000 and $132,000 in salary and bonuses.
Industrial Relations Specialist
An Industrial Relations Specialist (also known as an Employee Relations Specialist) acts as a diplomat within the organization on employee issues, and fairness and conflict resolution. They also act as the go-between during disputes with unions.
Industrial Relations Specialists build relationships with employees, managers, and unions, ensure compliance with labor laws, and handle employee grievances and disputes. This role requires strong interpersonal and negotiation skills and an in-depth knowledge of employment laws.
The average Industrial Relations Specialist makes $94,612 in total pay, with an estimated pay range between $72,000 and $126,000 in salary and bonuses.
HR Data Administrator
An HR Data Administrator ensures the accuracy and accessibility of the organization’s HR information. They manage the entire employee data lifecycle, from collection and analysis to storage and retrieval within the HR system.
This also includes maintaining a well-organized electronic filing system for easy access and utilizing HR technologies to generate reports. They also play a crucial role in supporting HR colleagues, managers, and stakeholders by keeping HR information systems running smoothly.
The average HR Data Administrator makes $72,213 in total pay, with an estimated pay range between $56,000 and $94,000 in salary and bonuses.
HR Officer
An HR Officer (also known as an HR Representative) wears many hats. This is usually an entry-level position in the HR department that can be a springboard to higher-level HR roles. An HR Officer typically recruits, screens, and interviews candidates and handles contracts and paperwork.
Additionally, they onboard new hires and answer employee questions about benefits and policies. This role requires strong communication and interpersonal skills, as HR Officers frequently interact with both employees and management.
The average HR Officer makes $77,129 in total pay, with an estimated pay range between $69,000 and $85,000 in salary and bonuses.
HR Administrator
An HR Administrator is the backbone of the HR department. They handle essential administrative tasks. Depending on the company’s size and complexity, this role is typically entry-level or mid-level.
They handle employee records, assist with onboarding new hires, answer questions about HR policies, and sometimes assist with payroll. Strong organization, communication, and computer skills are critical in this role.
On average, an HR Administrator makes $60,750 in total pay, with an estimated pay range between $55,000 and $67,000 in salary and bonuses.
HR Coordinator
An HR Coordinator is an entry-level HR professional who provides administrative support to the HR department. They act as a bridge between employees and HR, answering questions, processing paperwork, managing HR data, evaluating employee relations, and ensuring smooth HR operations. Strong organizational, administrative, and interpersonal skills are key in this position.
The average HR Coordinator makes $53,394 in total pay, with an estimated pay range between $48,000 and $59,000 in salary and bonuses.
4 tips on choosing the right HR career for you
HR offers a wide range of fulfilling career opportunities. But with so many options, figuring out which one is right for you can be tough. Here are some tips to help you pick the best HR path:
1. Complete a self-assessment
- Identify which role suits you: Do you enjoy building relationships, analyzing data, or strategizing? HR offers roles requiring all these diverse skills, so it’s important to find the one that best suits your interests.
- Match your talents and preferences: Are you a detail-oriented problem solver, a persuasive communicator, or a creative thinker? Do you prefer working with data or with people? Consider your strengths and priorities when seeking the perfect HR role.
- Consider what matters in your work environment: Do you thrive in fast-paced roles where you need to juggle tasks and troubleshoot constantly, or do you prefer focus and stability? Factor this in when choosing your ideal role.
HR tip
Set goals frequently to accelerate your career: Regularly set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to stay focused on your HR growth journey. Instead of setting grand, intimidating goals, focus on more manageable and realistic achievements that build and compound the skills and experience you’ll need to progress in your field.
2. Plot your HR career trajectory
AIHR’s purpose-built interactive HR Career Map tool will help you plot your HR career trajectory by visualizing various HR career paths to help you plot where you are now and where you want to be in the future. This tool also allows you to explore and compare different specialties based on your specific interests and skills.
3. Immerse yourself in the discipline
Once you’ve found an HR position that interests you, take the time to explore what it entails. You can do this by reading extensively about the role, actively engaging in professional online communities, watching educational videos, and listening to podcasts. This will help you better understand the role’s daily responsibilities, the essential skills it requires, and the potential career advancement opportunities it offers.
4. Formalize your skills before making a career shift
Don’t jump into a new HR specialization without first sharpening your skill set. Invest in yourself by taking courses or earning certifications to build your confidence so you can transition smoothly into a new role.
Formal education exposes you to the realities of your chosen HR discipline and shows your dedication to hiring teams. By testing the waters first, you can align the path you’re considering with your interests and set yourself up for success in the next phase of your HR journey.
HR tip
Take control of your career progression: Thomas Edison once said: “Good fortune is what happens when opportunity meets with planning.” The sum of any career is simply a collection of experiences, so be deliberate in planning and preparing your career pathway. Doing so will take your résumé from average to exceptional. Use AIHR’s HR Career Map to chart your path to the career of your dreams.
To sum up
Knowing the HR industry’s salary standards can help you plan a rewarding career that provides you with upward mobility and fair compensation. Use the tips in this article to set goals, enhance your skills, and pursue opportunities that will propel you up the HR earnings and career ladder.
At the same time, you can check out AIHR’s wide range of online courses and certificate programs that can help expand your HR skill set and prepare you for your dream career in the field of HR.
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