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Job outlook for human resources executives in the United States
Human resources executive job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected human resources executive job growth rate is 7% from 2018-2028.
About 12,600 new jobs for human resources executives are projected over the next decade.
Human resources executive salaries have increased 13% for human resources executives in the last 5 years.
There are over 57,956 human resources executives currently employed in the United States.
There are 109,172 active human resources executive job openings in the US.
The average human resources executive salary is $84,219.
Are human resources executive jobs in demand?
Human resources executive job and salary trends over time
Human resources executive jobs over time
Human resources executive job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 57,956 | 0.02% |
| 2020 | 54,500 | 0.02% |
| 2019 | 53,874 | 0.02% |
| 2018 | 49,969 | 0.02% |
| 2017 | 47,439 | 0.01% |
Average human resources executive salary over time
Human resources executive salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $84,219 | $40.49 | +3.9% |
| 2025 | $81,092 | $38.99 | +3.0% |
| 2024 | $78,716 | $37.84 | +2.9% |
| 2023 | $76,507 | $36.78 | +3.0% |
| 2022 | $74,277 | $35.71 | +2.4% |
Human resources executive jobs by state
Most common states for human resources executives
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | Massachusetts | 6,859,819 | 1,825 | 27% |
| 2 | District of Columbia | 693,972 | 178 | 26% |
| 3 | Delaware | 961,939 | 221 | 23% |
| 4 | Vermont | 623,657 | 142 | 23% |
| 5 | Montana | 1,050,493 | 220 | 21% |
| 6 | North Dakota | 755,393 | 156 | 21% |
| 7 | Minnesota | 5,576,606 | 1,134 | 20% |
| 8 | New Hampshire | 1,342,795 | 271 | 20% |
| 9 | Rhode Island | 1,059,639 | 215 | 20% |
| 10 | Illinois | 12,802,023 | 2,419 | 19% |
| 11 | Virginia | 8,470,020 | 1,648 | 19% |
| 12 | Colorado | 5,607,154 | 1,064 | 19% |
| 13 | Washington | 7,405,743 | 1,364 | 18% |
| 14 | Utah | 3,101,833 | 569 | 18% |
| 15 | Kansas | 2,913,123 | 483 | 17% |
| 16 | Nebraska | 1,920,076 | 331 | 17% |
| 17 | Georgia | 10,429,379 | 1,685 | 16% |
| 18 | Maryland | 6,052,177 | 952 | 16% |
| 19 | Wyoming | 579,315 | 94 | 16% |
| 20 | Arizona | 7,016,270 | 1,061 | 15% |
Most common cities for human resources executives
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Chattanooga | 1 | 1% | $83,017 |
| 2 | Denver | 1 | 0% | $80,161 |
| 3 | Phoenix | 1 | 0% | $102,396 |
Human Resources Executive job outlook: Expert opinions
Our panel of human resources executive experts
California Polytechnic State University-San Luis Obispo
Portland State University
The University of Tennessee - Martin
Saint John Fisher College
University of Colorado at Colorado Springs
San Jose State University
Siena College
Metropolitan State University of Denver
Angelo State University
Utah State University
Temple University
University of Richmond
University of South Carolina - Columbia
Pepperdine University, Seaver College
California State University - Dominguez Hills
The Pennsylvania State University
Wes Love
Organizational Improvement & Transformation SpecialistCalifornia Polytechnic State University-San Luis Obispo
Business Administration, Management And Operations
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Wes Love: Communication, change management, and the full suite of human skills are and will continue to be paramount. But above all, self-awareness. I have a personal value of “don’t take yourself so seriously.” This value helps me constantly realize that in any and all circumstances, I have an opportunity to learn and grow. Under no circumstances should I approach any situation without curiosity. Every single person in my life has something to teach me, and feedback is a gift, not a value judgment. Author and speaker Simon Sinek has an amazing talk called “If you don’t know people, you don’t know business,” and he is correct. Skills can be learned, knowledge can be gained, and experience can be earned. But if we don’t take time to understand ourselves first and then seek to understand others, we are missing the point of not just business but life. Invest time in getting to know yourself, what drives you, what your purpose is, and seek out your blind spots. The rest will follow.
What general advice would you give to a Human Resources Executive?
Talya Bauer Ph.D.: HRM professionals play a strategic role in aligning HR practices with organizational goals, ensuring a positive and productive work environment, and fostering a culture of employee engagement.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Talya Bauer Ph.D.: Entering the Human Resource Management (HRM) field can be an excellent career choice for several compelling reasons, especially in today's dynamic and evolving workplace. Glassdoor.com ranks HR management as one of the nation’s top five career opportunities based on average starting salary, job satisfaction, and employer demand.
What will help Human Resources Executives increase their earning potential?
Talya Bauer Ph.D.: Individuals like many things about being an HRM professional, such as having diverse responsibilities, good pay, opportunities to build relationships, and feeling like they are making a positive impact. Some challenges include handling difficult employment situations and conversations, administrative burdens, navigating organizational politics and multiple stakeholders, and dealing with employee grievances and terminations.
Dr. Sean Walker
Professor of Behavioral ManagementThe University of Tennessee - Martin
Business Administration, Management And Operations
What will help Human Resources Executives increase their earning potential?
Dr. Sean Walker: Find skills that make you more marketable and invest in yourself through formal education or advanced certifications. Possessing additional knowledge and skills will make you a more attractive candidate.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Ron Sicker: Be day one ready! That means be professional, motivated, and hard working. Capitalize on the opportunities given to you and take advantage of every opportunity.
What general advice would you give to a Human Resources Executive?
Jill Bradley-Geist PhD: Stay connected with your university network of faculty and fellow students through online tools like LinkedIn as well as in-person events like alumni networking socials, career fairs, and local Society for Human Resource Management (SHRM) meetings. Not only does networking help with job search, your network can provide mentoring opportunities and answers and support to questions you encounter in your work. If you are still a student, you can get a great discounted rate on a SHRM membership which allows you access to articles, data, templates, and newsletter updates with important HR information in specific areas related to your particular function/area within HR, such as compensation and benefits, workplace safety, or employee relations. Your employer might also pay for your SHRM membership.
What general advice would you give to a Human Resources Executive?
Dr. Erin Woodhead PhD: My advice is to think broadly about how a psychology degree applies to many different types of fields. Employers are increasingly considering the impact of 'soft skills' which means that a potential employee is aware of how groups interact, how to effectively engage coworkers interpersonally, and other skills and knowledge that are typically included as part of a psychology degree. These skills can be valuable in settings such as tech and human resources.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Dr. Eric Landis: Research the average salary for the position that you are interviewing for. Know how much money that you need to be paid in order to cover your living expenses and share that information with the person interviewing you. Do not negotiate salary during your interview rather negotiate salary after they have given you an offer.
What will help Human Resources Executives increase their earning potential?
Dr. Eric Landis: Critical thinking skills and interpersonal communication skills. Continue to educate yourself in technology.
David Liebschutz JD/MPP/BCC
Adjunct Professor of BusinessSiena College
Management Sciences And Quantitative Methods
What Human Resources Executive skills would you recommend for someone trying to advance their career?
David Liebschutz JD/MPP/BCC: Human resource management is going to be a crucial skill given the large turnover in the workforce as the baby boomers start to retire in large numbers. Also, the management of the hybrid and flexible workspace will also be crucial to those starting out in the workforce. Things like how to make a good impression on your colleagues when you are not in the office is going to be even more important.
What will help Human Resources Executives increase their earning potential?
Aaron Richmond Ph.D.: I would give the advice early. Meaning, in their second/sophomore year, I start discuss career plans. Psychology and Human Development and Family Studies applies to 100s if not 1000s of different careers that do not require a graduate degree. They could be specific jobs like a Child Life Specialist, or more general jobs like human resources. The key is understanding the skills and knowledge that students learn while pursuing their undergraduate degree and how to leverage these skills to apply for positions. I advise and teach my students to be problem-solvers. To be able to adapt to situations and think out of the box.
What general advice would you give to a Human Resources Executive?
Shannon Ahrndt: I would say don't be afraid to ask questions to learn more on the job. Lots of employees are afraid to look stupid but asking questions shows curiosity and eagerness to learn more about the field. Don't be worried if you don't get your dream job or salary straight out of college...you need to start somewhere and you never know what opportunities might unfold by taking a position - you have lots of years to work and it's common to change what you want to do as you grow in your career. Make sure to network with coworkers and try to find a mentor. Learning from someone you look up to who is a few stages ahead of you in your career can be invaluable.
What general advice would you give to a Human Resources Executive?
Alex Johnson: We're researching an article for graduates entering the job market with a degree in Human Resources Management, and hope to quote a professor at Saint Peter's University.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Alex Johnson: We are looking for insights into what Human Resources Management majors can expect at their jobs. I have two weeks before the article is due :)
What will help Human Resources Executives increase their earning potential?
Alex Johnson: I hope you are well. Would you be able to assist with the request?
John Wegner
Professor, English and Modern LanguagesAngelo State University
English Language And Literature
What will help Human Resources Executives increase their earning potential?
John Wegner: Cliched though it may sound, I tell our soon-to-be graduates that 'Hustle beats talent unless talent hustles.' As new employees in any job, we encourage our graduates to find a mentor, ask questions, and be willing to work hard enough to display your skillset. Employers are often a bit skeptical about humanities majors, but an English major should have the ability to understand her audience and communicate effectively with diverse groups of people. Most importantly, English majors need to explain how their skills reading complex novels and poetry translate to analytics, sales, management, and other professions.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
John Wegner: As artificial intelligence begins dominating and replacing technological skills, people who can display empathy, critical thinking skills, creativity, and innovatively adapt data to appear to diverse audiences will be increasingly in demand. In many ways, the advent of the AI world, I suspect, will put Humanities majors in more demand than ever. While I don't think AI will replace coders or data analysts, we should note that machine learning is quickly leveling the playing field with regards to those specific skill sets. AI, though, can not use the data creatively or in ways that connect to another human being.
What general advice would you give to a Human Resources Executive?
John Wegner: New workers must be willing to advocate for their own workloads and accomplishments. Too often managers privilege charisma over competence. When we start our career, we should keep updating our resumes and continue logging accomplishments. Be willing to volunteer for tasks others might avoid. Learn all the aspects of your job possible so you can work effectively on multiple teams within the organization. That knowledge and achievements can become part of a personnel file or portfolio for promotion or a new job search. The fastest way to increase your salary is to prove you are in demand by getting other job offers.
Bruce Boucher
Lecturer and Director, Professional Master of Human Resource ProgramUtah State University
Management, Master of Human Resources Departments
What skills stand out on Human Resources Executive resumes?
Bruce Boucher: Actually working in HR, having additional credentials like an MHR, SPHR, and having specific experiences in specific areas of HR.
What soft skills should all Human Resources Executives possess?
Bruce Boucher: Being an Entrepreneur of Talent, being comfortable working in teams, enlisting trust through actions, being empathetic.
What hard/technical skills are most important for Human Resources Executives?
Bruce Boucher: HAVE to know the HR basics. Experience with HRIS, Benefits renewals, pay, etc. REALLY know coaching and a variety of tools available to aid the business and the human capital.
What skills will help Human Resources Executives earn the most?
Bruce Boucher: Being a legitimate business partner and being concerned for the overall welfare of the business. Wearing well and helping over time. Too many young consultants who know 1 or 2 things well and not much more.
What hard/technical skills are most important for Human Resources Executives?
Daniel Goldberg: Having an in-depth knowledge of how the most important areas of production operate.
What skills stand out on Human Resources Executive resumes?
Daniel Goldberg: a) Understanding the legal aspects of Human Resources as well as the nuances of the organization you work for or to which you are applying.
b) Knowing how to lead and work productively within the culture, vision, and mission of organizations.
What soft skills should all Human Resources Executives 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 skills will help Human Resources Executives earn the most?
Daniel Goldberg: If you can show that you have mastered the above skills, you should be in a good position to get a well-paying position.
What hard/technical skills are most important for Human Resources Executives?
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.
What skills will help Human Resources Executives earn the most?
John Barr: Companies are focused on their bottom line. If you can help the company improve its performance by hiring and retaining quality candidates while demonstrating an ability to save it money by dealing with workplace conflicts and legal requirements before these explode into litigation, you should be well placed to earn a high level of compensation.
What skills stand out on Human Resources Executive resumes?
John Barr: Skills such as an ability to conduct workplace investigations, develop a diverse workforce, and an ability to help a company meet its various goals while complying with its legal obligations are vital aspects of any resume.
What soft skills should all Human Resources Executives possess?
John Barr: The ability to get along with people. HR managers frequently must resolve workplace conflicts, investigate incidents of harassment or discrimination, or deal with employees who are in danger of losing their job. A critical soft skill is managing these issues when emotions may be running high while focusing on protecting the company's interests and advancing its various goals.
Anthony Nyberg
Department Chair and Professor, Program Director, Master of Human ResourcesUniversity of South Carolina - Columbia
Management Department
What skills stand out on Human Resources Executive resumes?
Anthony Nyberg: The most important skill for HR managers as they enter the workforce is professionalism (and everything that goes into this, including being on time, doing what one says they will do, etc.)
This shows up on resumes by having held responsible positions for an appropriate period, leading to positive recommendations from prior employers, teachers, leaders, etc. The item that stands out most on a resume is a strong HR internship.
What soft skills should all Human Resources Executives possess?
Anthony Nyberg: In general, the "soft" skills are actually the hardest, and the most important of these skills involves strong communication and an ability to work in teams - most jobs and all companies require people to work together, and this is a very challenging skill, but imperative in the modern workforce.
What hard/technical skills are most important for Human Resources Executives?
Anthony Nyberg: HR, like many work environments, is driven by using data to address challenges. This requires a strong analytical foundation.
What skills will help Human Resources Executives 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.
What will help Human Resources Executives increase their earning potential?
Steven Bauer: I believe that skills needed to be a good team player will be critical in the years ahead. These particularly include the abilities to be flexible and have empathy for others. It will be very important to have skills which help enable a sense of community with fellow workers in your organization.
What are the biggest trends we'll see in the Human Resources Executive job market given the pandemic?
Thomas Norman: Remote interviews will become the norm.
Flexible work arrangements will expand and many jobs will become 100% remote forever. Managers will need to learn how to keep remote employees motivated.
Resilience (aka anti-fragility) will compete with the focus on optimal efficiency.
Employers will focus like never before on diversity and inclusion at all levels up to the C-Suite and Board of Directors.
Employers will increase the amount data collection on employees and their work.
More full-time jobs will be replaced by freelancers, temporary and other contingent workers. A 2020 Gartner survey of 800 HR professionals found that 32% of organizations were planning to replace full-time position with contingent workers to reduce costs.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Thomas Norman: LinkedIn finds the following five skills are most demanded by employers of recent graduates: customer service, leadership, communication, problem-solving and project management.
These skills can be developed via retail and hospitality jobs once those sectors rebound.
A graduate might try to find a job in these sectors in a foreign country. Travel and improving verbal fluency in a new language would be a great use of a gap year. Employers are increasingly interested in certificate and micro-credentials so graduates might explore sites like EdX and Coursera to earn credentials to fill out their resume or learn about block chain, crypto currency, AI or Augmented Reality. A gap year is also a great time to start a company on a shoe string budget which would develop all five of the key skills.
What general advice would you give to a Human Resources Executive?
Thomas Norman: Your career should be viewed as a marathon and not a sprint. It is as OK to experiment with starter jobs as it is to start college without declaring a major. The goal is make work fit your goals and dreams and review your progress annually. Learn which types of companies fit you along with which types of jobs and occupations feel good. Internship, Job Shadowing and Informational Interviews are tools to get a feel for a job and an employer. My students work on an Odyssey Plan where they map out three very different career paths thinking through the resources, experience and education they will need over the next five years to reach a specific job. Then they rate each path in terms of how they compare in terms of earnings, happiness, coherence and their confidence they can achieve the goal. The next step is jump out of the nest and try one, reflect on the fit and try something new if things are not meeting your goals.
What are the biggest trends we'll see in the Human Resources Executive job market given the pandemic?
Denise Potosky Ph.D.: In order to effectively staff positions that are essential to the business, HR managers will need to pay close attention to the dramatic shifts and increased volatility we've seen in the job market over the past two years. During and immediately following the 2008 recession, the labor market was "loose," meaning that there were fewer job openings than there were people who could fill those positions. In the years prior to the pandemic, the labor market was relatively "tight" for many skilled positions in that there were more job openings than qualified job applicants. Many organizations focused on their internal labor markets to develop talent from within as a way to ensure staffing key roles. The pandemic has abruptly altered both internal and external labor markets, and the path forward is not always clear. Individuals who are seeking careers in HRM will need to bring a strong understanding of labor economics and staffing strategies in order to estimate and moderate fluctuating talent needs. Some creativity and fresh ideas for recruiting and developing employees who may need to step into new ways of working or step up to new roles would also help.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Denise Potosky Ph.D.: The landscape for human resource management has been changing rapidly, and there are some specific things someone who is interested in working as an HR manager could focus on during a gap year. Anyone who plans to apply for an HR role should prepare to answer the question, "What actions would you recommend to foster diversity and inclusion in this organization?" In order to answer this question, it is important to keep track of the changes to the legal framework for HRM, to develop assessment and data analysis skills that will enable HR managers to monitor and demonstrate progress toward diversity goals, and to participate in activities that enable HR job candidates to show that they can listen to different perspectives but also lead with character and empathy.
In addition, future HR managers could use a gap year to explore the various ways to design work arrangements and address the needs of a post-pandemic workforce. PPEs, social distancing requirements, and remote work arrangements are likely to continue for some time to come, and HR managers will need to balance policies and protocols with empathy and flexibility. For example, every college student experienced the lockdowns, safety restrictions, social distancing requirements, and shifts to online learning from a student's perspective, and they might not have had the opportunity to consider the university's or the faculty and staff's perspective. As we move out of the pandemic, organizations will likely try to optimize their new workflows and prepare to address the next big threat. A gap year could be used to review what worked and what didn't, where improvements are still needed, and how to integrate different vantage points during a change experience.
What general advice would you give to a Human Resources Executive?
Denise Potosky Ph.D.: Prepare to lead. An article in HR Executive (Brooks, 2020: hrexecutive) observed that the COVID-19 crisis served as a "massive catalyst" for transforming the HR function in organizations. HR managers have had to figure out how to protect essential workers and shift to remote work where possible, develop protocols for infected and/or distressed employees and their loved ones, deal with layoffs, closures, and rapidly changing laws, and encourage everyone to pull together to fulfill the demands of the business while supporting employee well-being and culture of the organization. This is an exciting time to begin a career in HRM, and it is an exceptionally demanding field of work. Seek opportunities to lead change, champion new initiatives, and help others manage conflict and stress. If you want to be hired into HRM, you need to be able to show that you can take responsibility for implementing and revising solutions that others have supported and appreciated.
Kristi Yowell
Coordinator & Senior Adjunct Lecturer, Graduate Human Resources Management ProgramWhat are the biggest trends we'll see in the Human Resources Executive job market given the pandemic?
Kristi Yowell: I think it goes without saying that the pandemic has forced employers to make overnight changes with regard to how business is conducted, including but not limited to where and how work is done. With much of the country working remotely during this time, it's a change we can expect to see continue post-pandemic. Employers have found that productivity has remained high, and in many cases, increased. Employers are discussing where they can continue to utilize remote workforces to reduce overhead costs as well as offer more flexibility to their workforce moving forward.
Continuing with the theme of flexibility, age-old policies and practices requiring employees to separate work and personal, such as managing parental responsibilities during working hours, have been challenged. Over the past 10 months, we've found that it's necessary for employees to simultaneously juggle these responsibilities - with access to childcare and in-person K-12 school schedule disruptions - and that, while exhausting, they are able to balance without the oversight of rigid policies. We've also all seen high unemployment rates and hiring freezes during the pandemic.
With news of the vaccine becoming available and additional guidance being released and clarified from the CDC, we can expect to see job restoration and new positions posted again as we head toward spring.
What Human Resources Executive skills would you recommend for someone trying to advance their career?
Kristi Yowell: If we're discussing a gap year between high school and college, obtaining work experience can be very beneficial to understanding concepts and having additional context during college. Similarly, volunteering can be equally beneficial. Young adults can use this time to experience various professions as well as industries to begin understanding how they are the same and different, and where their professional interests may align.
A gap year (or several) between undergraduate and graduate studies can also be beneficial. Similar to the above, having an opportunity to join the workforce and have working experience to apply to graduate studies can help apply learning in a more practical sense.
Gap years or breaks in service can happen several times in a career - post-studies, between studies, parental obligations, and so on. Being and remaining engaged during that time is imperative - reading, learning, participating in learning and development events, volunteering, conducting information interviews, etc. These are all positive and proactive activities to engage in during these times.
What general advice would you give to a Human Resources Executive?
Kristi Yowell: Be open and flexible! Hardly ever do I encounter a seasoned professional whose career has gone exactly as they expected. Rather, some of the most exciting and lucrative opportunities are unplanned. Unplanned does not mean unprepared. It's important to know your strengths, continue to learn - formally and informally, network, and be professionally engaged in professional associations, workplace committees and task forces, and so forth. It's through these engagements that we expand and grow and position ourselves for some of the "unplanned." When able, say "yes" to opportunities to engage, join, and collaborate.