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Job outlook for employee relations specialists in the United States
Employee relations specialist job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected employee relations specialist job growth rate is -3% from 2018-2028.
About -1,700 new jobs for employee relations specialists are projected over the next decade.
Employee relations specialist salaries have increased 18% for employee relations specialists in the last 5 years.
There are over 27,930 employee relations specialists currently employed in the United States.
There are 30,109 active employee relations specialist job openings in the US.
The average employee relations specialist salary is $56,574.
Are employee relations specialist jobs in demand?
Employee relations specialist job and salary trends over time
Employee relations specialist jobs over time
Employee relations specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 27,930 | 0.01% |
| 2020 | 30,473 | 0.01% |
| 2019 | 32,777 | 0.01% |
| 2018 | 33,350 | 0.01% |
| 2017 | 33,872 | 0.01% |
Average employee relations specialist salary over time
Employee relations specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $56,574 | $27.20 | +6.1% |
| 2024 | $53,314 | $25.63 | +1.8% |
| 2023 | $52,364 | $25.17 | +7.3% |
| 2022 | $48,818 | $23.47 | +1.4% |
| 2021 | $48,131 | $23.14 | +5.9% |
Employee relations specialist jobs by state
Most common states for employee relations specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 185 | 27% |
| 2 | Oregon | 4,142,776 | 264 | 6% |
| 3 | Rhode Island | 1,059,639 | 65 | 6% |
| 4 | Massachusetts | 6,859,819 | 358 | 5% |
| 5 | Minnesota | 5,576,606 | 259 | 5% |
| 6 | Montana | 1,050,493 | 55 | 5% |
| 7 | Alaska | 739,795 | 38 | 5% |
| 8 | Vermont | 623,657 | 34 | 5% |
| 9 | Illinois | 12,802,023 | 524 | 4% |
| 10 | North Carolina | 10,273,419 | 364 | 4% |
| 11 | Virginia | 8,470,020 | 332 | 4% |
| 12 | Arizona | 7,016,270 | 255 | 4% |
| 13 | Colorado | 5,607,154 | 211 | 4% |
| 14 | Iowa | 3,145,711 | 140 | 4% |
| 15 | Utah | 3,101,833 | 139 | 4% |
| 16 | Nebraska | 1,920,076 | 80 | 4% |
| 17 | Maine | 1,335,907 | 53 | 4% |
| 18 | New Hampshire | 1,342,795 | 51 | 4% |
| 19 | Delaware | 961,939 | 42 | 4% |
| 20 | Wyoming | 579,315 | 24 | 4% |
Most common cities for employee relations specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Frankfort | 3 | 11% | $59,167 |
| 2 | Annapolis | 3 | 8% | $47,911 |
| 3 | Dover | 3 | 8% | $63,588 |
| 4 | Juneau | 2 | 6% | $53,830 |
| 5 | Lansing | 3 | 3% | $73,662 |
| 6 | Springfield | 3 | 3% | $55,365 |
| 7 | Baton Rouge | 4 | 2% | $42,459 |
| 8 | Little Rock | 3 | 2% | $51,688 |
| 9 | Tallahassee | 3 | 2% | $43,778 |
| 10 | Hartford | 2 | 2% | $70,777 |
| 11 | Washington | 6 | 1% | $76,301 |
| 12 | Boston | 4 | 1% | $79,665 |
| 13 | Des Moines | 2 | 1% | $60,526 |
| 14 | Los Angeles | 6 | 0% | $68,106 |
| 15 | Indianapolis | 3 | 0% | $50,778 |
| 16 | Phoenix | 3 | 0% | $62,143 |
| 17 | Atlanta | 2 | 0% | $50,307 |
| 18 | Denver | 2 | 0% | $60,763 |
Employee Relations Specialist job outlook: Expert opinions
Our panel of employee relations specialist experts
University of Maine
California Polytechnic State University-San Luis Obispo
The University of Tennessee - Martin
University of Rhode Island
San Jose State University
University of Scranton
Brigham Young University - Idaho
University of Arizona
Earlham College
University of Redlands
Marshall University
Neumann University
Land O Lakes
Temple University
University of Richmond
University of South Carolina - Columbia
What Employee Relations Specialist skills would you recommend for someone trying to advance their career?
Billy Obenauer PhD: In my human resource management class, we discuss skills that cannot be easily substituted by technology. We are consistently seeing technology take over tasks previously filled by humans. Think about things like self-checkout kiosks, HR interfaces where employees elect benefits, chatbots, and warehouses where packages are picked by machines. Technology will continue to take over tasks, but humans should continue to hold unique abilities to connect with each other, inspire, empathize, etc. These soft skills will be particularly relevant to a graduating class that spent so much time in isolation during their developmental years. Graduates who can skillfully interact with others in the workplace will have an advantage.
Wes Love
Organizational Improvement & Transformation SpecialistCalifornia Polytechnic State University-San Luis Obispo
Business Administration, Management And Operations
What general advice would you give to an Employee Relations Specialist?
Wes Love: Look for companies that want to see you grow. Sure, you have to earn it, but too often companies are focused on their bottom line, not the salary or growth potential of their people. It always amazes me that the traditional first interaction after the interview process is the extension of an offer where the company is trying to get the most skill for the least amount of money. Using the relationship metaphor again, could you imagine trying to date someone with the same line of thinking: “What is the bare minimum I can give you so that you will say ‘yes’ to me?” And then it’s the haggling process. And what are we haggling? The value of that person and the work they will be doing! Then once the offer is accepted, we want people to perform above and beyond, go the extra mile, and yet the whole relationship started with trying to get the most for the least amount. It is ridiculous when you say it that way, isn’t it? Look for an organization that is enthusiastic about not only what you can do for them but also who you can become because of them.
Dr. Sean Walker
Professor of Behavioral ManagementThe University of Tennessee - Martin
Business Administration, Management And Operations
What Employee Relations Specialist skills would you recommend for someone trying to advance their career?
Dr. Sean Walker: Problem solving and conflict resolution will be crucial skills in the next 3-5 years. HR professionals need to help organizations operate effectively and efficiently while dealing with increased conflict in the workplace.
What Employee Relations Specialist skills would you recommend for someone trying to advance their career?
Dr Gary Kayakachoian: A graduate will have the opportunity to explore new countries and cultures. Take advantage of such opportunities!
What will help Employee Relations Specialists increase their earning potential?
Dr. Erin Woodhead PhD: Definitely the soft skills are becoming increasingly important as we transition back to in-person work amidst the many tragedies happening in the world. It will become increasingly important to know how to dialogue with coworkers who have different views and life experiences.
What Employee Relations Specialist skills would you recommend for someone trying to advance their career?
Dr. Ale Kennedy: The majority of time is spent listening to customers and providing service, whether it is hiring, classification, training, and/or a difficult employee. Human Resources is relied on heavily to provide guidance during difficult situations and through processes.
What general advice would you give to an Employee Relations Specialist?
Dr. Paul Datti PhD, CRC, HS-BCP: In my experience as Program Director of Scranton’s Counseling and Human Services Program, as well as being a board member of the Council for Standards in Human Services Education (the only accrediting body for human services educational programs), I can tell you that it's really about helping others. That’s what we do! Our students tend to gravitate towards the care of others, and they appreciate that they have been trained well. Part of our program’s mission is to train self-reflective practitioners, competent caregivers, and community leaders, and we believe we are successful at that. Some potential downsides can include long and/or unpredictable work hours, large caseloads, and potential for burn out. For the latter, however, it should be noted that our program (as well as others), train students on how to not only help others to recognize, prevent, and address burnout, but themselves as well.
What will help Employee Relations Specialists increase their earning potential?
Dr. Paul Datti PhD, CRC, HS-BCP: Graduates of The University of Scranton’s Counseling and Human Services program, as well as other similar educational programs, tend to have significant success upon graduation. At Scranton, typically about half to two-thirds of our graduates go on to graduate school, mainly in professional counseling or social work, but some also go on to programs in public administration, applied behavior analysis, child life care, and even law school. The remainder tend to soon get jobs in the field, in positions such as behavioral health technician, community health assistant, rehabilitation aide, child advocate, psychiatric or mental health technician, social work assistant, and more. According to OnetOnline and the Bureau of Labor Statistics, jobs in this area are expected to exponentially grow over the years and are considered “bright outlook” occupations.
Dr. Toni Whitfield
ProfessorWhat will help Employee Relations Specialists increase their earning potential?
Dr. Toni Whitfield: I cover a great deal of tips and specifics about prep for the world of work in several of my classes. The most important is to find a mentor (formal and informal), pay attention to what is going on around you and find a colleague you can ask questions that relate to everyday life and the culture of the organization. Show up! Be seen! Let your supervisor know what you are doing and especially when you are doing things well. Be curious. Dress for the job you want next. Build relationships inside and outside of the organization—this is critical everything is about relationship building. Create a I Love Me file that you can add to all year to prepare for your evaluations and to update your resume.
Matthew Maroon
Chair of the Marketing DepartmentBrigham Young University - Idaho
Business, Management, Marketing, And Related Support Services
What general advice would you give to an Employee Relations Specialist?
Matthew Maroon: Soft skills. More and more tools are becoming simpler to use and more automated. People entering the workforce need to know that things like strong communication/collaboration skills, ability to give and receive feedback, having a "growth" mindset to improve and finding ways to add value to wherever they are, are becoming invaluable skills for many employers. There will always be some level of training that happens in a new job for hard skills, but soft skills can determine whether a hiring manager wants to spend 40 hours a week with someone.
Dr. Song Lee Ph.D.
Associate DeanWhat will help Employee Relations Specialists increase their earning potential?
Dr. Song Lee Ph.D.: The ability to work with others in person or via telecommunication will always be important and prevalent. To advance in your career successfully with fulfillment, the ability to work and support others will help you gain support during difficult times and to seek better opportunities.
What general advice would you give to an Employee Relations Specialist?
Lori Poloni-Staudinger PhD: I would let them know that education in the social sciences has prepared them well for the job market. They have learned the skills employers of today seek. The critical thinking, oral and written communication skills they have learned in the classroom are directly transferable into the workplace. They ability to communicate across different, respect diverse viewpoints and engage in civil discussion will serve them well in their future careers. They have been taught how to think critically and this skill will allow for resilience throughout their careers.
Roger Adkins Ph.D. (DSO, ARO)
Executive Director | Global EducationEarlham College
Drama/Theatre Arts And Stagecraft
What Employee Relations Specialist skills would you recommend for someone trying to advance their career?
Roger Adkins Ph.D. (DSO, ARO): Enhance your relevant experience through training, internships, and leadership opportunities.
Negotiate salary offers to set a higher earning potential for future career growth.
Consider indirect compensation options for negotiation, such as educational benefits, remote work flexibility, and professional development funding.
What general advice would you give to an Employee Relations Specialist?
Dr. Magdy Akladios Ph.D., PE, CSP, CPE, CSHM: Be a people person. Soft skills are extremely important.
Mikela Bjork
Associate Professor of Education Co-director, Center for Educational Justice University of RedlandsUniversity of Redlands
Education
What Employee Relations Specialist skills would you recommend for someone trying to advance their career?
Mikela Bjork: conflict resolution/ restorative justice skills, an emphasis on community-building and cultivating inclusive spaces for everyone, trauma-informed communication skills-building, Ensuring that DEI experts are also provided the internal and external supports they need to thoroughly do their jobs.
Ralph McKinney Ph.D.
Associate Professor of ManagementMarshall University
Health And Medical Administrative Services
What will help Employee Relations Specialists increase their earning potential?
Ralph McKinney Ph.D.: Interpersonal communication skills are essential to success. As people are complex, it is important to
understand the nuances in communications to develop good relationships with coworkers, vendors,
customers, and patients. Specifically, cultural awareness and emotional intelligence are critical
components of stronger interpersonal communications.
With cultural awareness, an individual who understands differences in beliefs and values can effectively
connect faster with people and build stronger relationships. In developing cultural awareness, an
openness is needed to realize that although differences are present, it is possible to collectively work
together. While some individuals think of culture as being defined by a nation or community, it can be
defined by an organization and even a unit. For example: Employees working for the same organization
may have different practices and traditions among the various departments. Generally, when an
individual understands and respects these differences, stronger relationships emerge. This is also
important when working with aging patients. They may have to share more stories before they get to
the point. This may be part of their communication process and it needs be respected.
Emotional intelligence hinges on a good understanding of self and how emotions and moods influence
people's actions and behaviors. Emotional intelligence can reduce conflicts as individuals recognize that
managing their emotions within their surroundings is important in exchanging information with people.
Having "noise", that is those things that cause distractions, can disrupt a message. Good emotional
intelligence focuses on using empathy to understand the feelings and emotions of others to build
relationships. It promotes authentic or true communications that respect differences and finds common
ground for working together. This can be especially important when conveying information about a
patient's health concerns. It may be necessary to reduce the noise before engaging the conversation.
In addition to enhancing interpersonal communication skills, technology skills are going to grow in
importance. For example, artificial intelligence ("AI") has emerged as an effective tool in providing
information for decision-making. Thus, teams are evolving to integrate the machine component as part
of team composition. That is, human and machine teams will work collectively to solve problems. Using
data analytics, human and machine teams will model potential outcomes that will help determine better
decisions. This might be especially important when looking at drugs interactions and patient treatment
plans. In essence, individuals must adapt to work with machines and communicate in their languages by
learning these programs that yet may be developed.
Robert Till Ph.D.
Professor EmeritusNeumann University
Management Department
What hard/technical skills are most important for Employee Relations Specialists?
Robert Till Ph.D.: Employers expect that you will be proficient in Microsoft office, plus exposure to other HR-related software is important. Another hard skill that is highlighted frequently is familiarity with the employment law: HR professionals must be aware of EEO laws, ERISA, FMLA, Fair pay, and healthcare regulations. Finally, a few graduates highlighted the importance of basic financial skills, such as budgeting, forecasting, and basic statistics.
What skills will help Employee Relations Specialists earn the most?
Robert Till Ph.D.: When considering what areas of HR offer the greatest compensation, you need to think about supply and demand. Typically, if you have quantitative or computer skills, your value increases. A simple search of HR jobs suggests that Compensation and Benefits is an area that does pay well.
The graduates felt their CIS course and their HR Courses were helpful to their success, but they would have liked exposure to HR software currently being used in the field and greater exposure to forms typically used in HR departments.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What skills stand out on Employee Relations Specialist resumes?
Philomena Morrissey Satre: Soft skills: The ability to communicate effectively with multiple stakeholders from all levels of the organization, problem-solving skills to resolve employee relations issues. Being resourceful: the ability to have a broad perspective and understand functions of HR, strong administrative and project management skills, ability to build strong relationships, and understanding the business.
What skills will help Employee Relations Specialists earn the most?
Philomena Morrissey Satre: Coachability: listen and receive feedback, communicate effectively, draw on Internship or prior job experience, show that you can manage multiple priorities, and willingness to learn and continue developing skills and manage multiple priorities. Additionally, care and compassion for all. Willingness to do what it takes to get the job done even when it may not be your favorite task or responsibility. Lastly, an innovative mindset!
What soft skills should all Employee Relations Specialists possess?
Daniel Goldberg: The ability to communicate effectively, openly, empathically, and directly (without ambiguity) while making sure members within the organization understand their roles.
What hard/technical skills are most important for Employee Relations Specialists?
John Barr: The most important hard/technical skills are experience and training in such areas as workplace investigations, overseeing various employee programs and documentation related to leaving, handbooks, job descriptions, wages, benefits, hiring, and terminations, developing a diverse workforce, and training in the future of the workforce.
Anthony Nyberg
Department Chair and Professor, Program Director, Master of Human ResourcesUniversity of South Carolina - Columbia
Management Department
What skills will help Employee Relations Specialists earn the most?
Anthony Nyberg: The skills that lead, in the short term, to the highest earnings involve analytical skills. The skills that lead to the highest earnings over time include professionalism and strong interpersonal skills. If you can master both, you have created the foundation for a very strong career in HR.