Human resources analyst vs human resources technician

The differences between human resources analysts and human resources technicians can be seen in a few details. Each job has different responsibilities and duties. While it typically takes 2-4 years to become a human resources analyst, becoming a human resources technician takes usually requires 1-2 years. Additionally, a human resources analyst has an average salary of $69,001, which is higher than the $40,933 average annual salary of a human resources technician.

The top three skills for a human resources analyst include HRIS, customer service and powerpoint. The most important skills for a human resources technician are human resources, customer service, and data entry.

Human resources analyst vs human resources technician overview

	Human Resources Analyst	Human Resources Technician
Yearly salary	$69,001	$40,933
Hourly rate	$33.17	$19.68
Growth rate	11%	-
Number of jobs	90,211	39,846
Job satisfaction	-	-
Most common degree	Bachelor's Degree, 69%	Bachelor's Degree, 56%
Average age	44	43
Years of experience	4	2

What does a human resources analyst do?

A human resources (HR) analyst is an individual who collaborates with a company's HR staff members to identify and assist in solving HR-related issues. HR analysts must provide advice and support to numerous departments in the organization regarding HR policies and best practices. They assist the HR team in the moderation of operating policies, guidelines, and systems to encourage best practices in the company. HR analysts also review data of employees and job candidates while inputting them into the HR database.

What does a human resources technician do?

A human resources technician is primarily responsible for performing clerical support tasks in a human resources office. Their duty revolves around preparing and processing documentation, managing schedules, reviewing requirements and applications, participating in planning and executing HR projects and programs, and gathering information as necessary. They must also update and maintain a database, making sure everything is running smoothly. Should there be any issues or inquiries, it is crucial to address and resolve them right away. Furthermore, a human resources technician may participate in the hiring processes, all while adhering to the company's policies and regulations.

Human resources analyst vs human resources technician salary

Human resources analysts and human resources technicians have different pay scales, as shown below.

	Human Resources Analyst	Human Resources Technician
Average salary	$69,001	$40,933
Salary range	Between $49,000 And $96,000	Between $29,000 And $57,000
Highest paying City	Seattle, WA	Pennsauken, NJ
Highest paying state	Washington	New Jersey
Best paying company	The Citadel	PayPal
Best paying industry	Finance	Government

Differences between human resources analyst and human resources technician education

There are a few differences between a human resources analyst and a human resources technician in terms of educational background:

	Human Resources Analyst	Human Resources Technician
Most common degree	Bachelor's Degree, 69%	Bachelor's Degree, 56%
Most common major	Business	Business
Most common college	Northwestern University	University of Pennsylvania

Human resources analyst vs human resources technician demographics

Here are the differences between human resources analysts' and human resources technicians' demographics:

	Human Resources Analyst	Human Resources Technician
Average age	44	43
Gender ratio	Male, 29.1% Female, 70.9%	Male, 23.0% Female, 77.0%
Race ratio	Black or African American, 8.4% Unknown, 4.5% Hispanic or Latino, 9.2% Asian, 12.0% White, 65.7% American Indian and Alaska Native, 0.2%	Black or African American, 11.1% Unknown, 5.1% Hispanic or Latino, 20.0% Asian, 9.0% White, 53.9% American Indian and Alaska Native, 1.0%
LGBT Percentage	12%	15%

Differences between human resources analyst and human resources technician duties and responsibilities

Human resources analyst example responsibilities.

Manage ADP implementation through completion.
Lead overall Kronos implementation as in-house lead consultant.
Manage annual affirmative action plan including ongoing tracking of EEO information and annual reporting.
Manage leave-of-absence program and work with corporate benefits to administer FMLA notifications and assist with disability relate issues.
Perform weekly quality audit checks for KRONOS to ensure update records are accurate and correct.
Prepare written and electronic reports and presentations in PowerPoint.

Human resources technician example responsibilities.

Manage KRONOS time reporting leave tracking and relate policy for a department, division or section.
Integrate efforts on actions and programs where joint OPM functional effort are necessary to accomplish recruitment and enhance organizational effectiveness.
Develop and implement a training module on payroll and FMLA for new managers.
Conduct KRONOS, digital database and digital recorder training on an as need basis.
Enter all benefit data into PeopleSoft application.
Generate initial paperwork for FMLA and short/long term disability.

Human resources analyst vs human resources technician skills

Common human resources analyst skills

HRIS, 11%
Customer Service, 8%
PowerPoint, 6%
Data Analysis, 6%
Data Integrity, 4%
Process Improvement, 4%

Common human resources technician skills

Human Resources, 15%
Customer Service, 12%
Data Entry, 6%
HRIS, 6%
Payroll System, 6%
Personnel Actions, 6%

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Human Resources Analyst vs Human Resources Technician

Updated January 8, 2025

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