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Job outlook for human resources trainers in the United States
Human resources trainer job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected human resources trainer job growth rate is 0% from 2018-2028.
About -5,200 new jobs for human resources trainers are projected over the next decade.
Human resources trainer salaries have increased 11% for human resources trainers in the last 5 years.
There are over 25,394 human resources trainers currently employed in the United States.
There are 61,462 active human resources trainer job openings in the US.
The average human resources trainer salary is $38,100.
Are human resources trainer jobs in demand?
Human resources trainer job and salary trends over time
Human resources trainer jobs over time
Human resources trainer job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 25,394 | 0.01% |
| 2020 | 26,803 | 0.01% |
| 2019 | 28,994 | 0.01% |
| 2018 | 30,788 | 0.01% |
| 2017 | 33,252 | 0.01% |
Average human resources trainer salary over time
Human resources trainer salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $38,100 | $18.32 | +4.4% |
| 2024 | $36,497 | $17.55 | +2.6% |
| 2023 | $35,581 | $17.11 | +2.3% |
| 2022 | $34,779 | $16.72 | +1.2% |
| 2021 | $34,374 | $16.53 | +2.4% |
Human resources trainer jobs by state
Most common states for human resources trainers
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 217 | 31% |
| 2 | Delaware | 961,939 | 163 | 17% |
| 3 | New Hampshire | 1,342,795 | 170 | 13% |
| 4 | Massachusetts | 6,859,819 | 840 | 12% |
| 5 | Minnesota | 5,576,606 | 648 | 12% |
| 6 | Iowa | 3,145,711 | 380 | 12% |
| 7 | Illinois | 12,802,023 | 1,386 | 11% |
| 8 | Virginia | 8,470,020 | 962 | 11% |
| 9 | Washington | 7,405,743 | 785 | 11% |
| 10 | Colorado | 5,607,154 | 603 | 11% |
| 11 | Connecticut | 3,588,184 | 411 | 11% |
| 12 | Kansas | 2,913,123 | 323 | 11% |
| 13 | Rhode Island | 1,059,639 | 119 | 11% |
| 14 | North Dakota | 755,393 | 86 | 11% |
| 15 | Alaska | 739,795 | 78 | 11% |
| 16 | Vermont | 623,657 | 70 | 11% |
| 17 | Wyoming | 579,315 | 64 | 11% |
| 18 | Arizona | 7,016,270 | 695 | 10% |
| 19 | Maryland | 6,052,177 | 632 | 10% |
| 20 | Wisconsin | 5,795,483 | 588 | 10% |
Most common cities for human resources trainers
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Dalton | 1 | 3% | $29,626 |
| 2 | Elgin | 1 | 1% | $36,097 |
| 3 | Los Angeles | 1 | 0% | $39,541 |
Human Resources Trainer job outlook: Expert opinions
Our panel of human resources trainer experts
The University of Tennessee - Martin
Oklahoma State University Institute of Technology - Okmulgee
University of Arizona
Carthage College
University of Arizona
Indiana University Southeast
Neumann University
Washington State University- Vancouver
Land O Lakes
Temple University
Springfield College
University of Richmond
University of South Carolina - Columbia
Grand Valley State University
Saint Leo University
University of Maine at Machias
Kansas State University
Zones, LLC
Superior Restaurant Group
University of Pittsburgh
Dr. Sean Walker
Professor of Behavioral ManagementThe University of Tennessee - Martin
Business Administration, Management And Operations
What general advice would you give to a Human Resources Trainer?
Dr. Sean Walker: Human Resources is a broad career path that provides many enriching and fulfilling options. Starting off, especially for smaller organizations, you can plan on doing a lot of things in HR. My best advice is to be patient and find your passion.
What general advice would you give to a Human Resources Trainer?
Dr. Heather Yates CPC: This isn’t your last job. Look for a good match with your personality and the company culture. It is about culture, not money. Look for a mentor. Watch the leaders you work for as they can be great examples or terrible warnings, both are valuable.
What will help Human Resources Trainers increase their earning potential?
Timothy Ottusch Ph.D.: This one I'll less confident in asking, aside from advocating for yourself in the interview process for pay
Dr. Stephanie Mitchell
Professor of HistoryCarthage College
History
What will help Human Resources Trainers increase their earning potential?
Dr. Stephanie Mitchell: When I talk with Carthage students about vocational exploration and discernment, I think the most important thing for them to know is that most people's paths aren't straight. Everyone will have at least three vocations over the course of their lives, corresponding to three separate spheres: domestic, economic, and civic. The best way to seek these vocations with integrity is through experience, with confidence. Start anywhere, form meaningful relationships with people who have jobs you find interesting, and check in with yourself from time to time to see if you like the path you're on, or whether you should make a change.
What Human Resources Trainer skills would you recommend for someone trying to advance their career?
Lori Poloni-Staudinger PhD: Do not be afraid to advocate for your own worth. Do your homework and understand going rates in the field and if possible in the organization in which you seek employment. If salary increases are not possible, consider other aspects of compensation that may be important to you and ask for this. Practice your ask-with a mentor, family or friend-- before your negotiation.
Dr. Gregory Kordsmeier
Director, Institute for Learning and TeachingIndiana University Southeast
Sociology
What Human Resources Trainer skills would you recommend for someone trying to advance their career?
Dr. Gregory Kordsmeier: Many employers are looking for the skills that sociology majors have developed over the course of their major, but many of these employers will not phrase it as looking for a sociology major. Skills like working in teams, data analysis and communication, written and oral visualization, and an ability to work with diverse populations are all prized by employers and common among sociology majors. Your job as a recent graduate is helping translate the work that you did and the skills you developed in college into terms that prospective employers can understand.
Robert Till Ph.D.
Professor EmeritusNeumann University
Management Department
What soft skills should all Human Resources Trainers possess?
Robert Till Ph.D.: When considering key soft skills for an entry-level HR position, good communications skills are of paramount importance. All of our graduates who were contacted highlighted this factor. Another important characteristic mentioned by most graduates is integrity. When working in HR, you are privy to sensitive information, including compensation, evaluations, background information, etc. As such, being trustworthy is critical. Other soft skills highlighted are time management, organization, problem-solving, and attention to detail.
What skills will help Human Resources Trainers 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.
Adriana Thomas
Advisor, Internship Coordinator, InstructorWashington State University- Vancouver
Department of Human Development
What skills stand out on Human Resources Trainer resumes?
Adriana Thomas: Organization. Students are often interested in administrative work, supporting a company and employees (the company may be working with clients, so the HR department is supporting them in that work), policies.
What soft skills should all Human Resources Trainers possess?
Adriana Thomas: People skills. Communication, collaboration.
What skills will help Human Resources Trainers earn the most?
Adriana Thomas: Leadership skills. Drive, ambition, and commitment to a company. Students may start in an entry-level position and then are often promoted over time.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What skills stand out on Human Resources Trainer 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 soft skills should all Human Resources Trainers possess?
Philomena Morrissey Satre: Inquisitive, ability to operate within ambiguity, strong customer service aptitude, strong cultural competency skills, agility, and adaptability to change.
What hard/technical skills are most important for Human Resources Trainers?
Philomena Morrissey Satre: Ability to learn and work with HR Systems like payrolls systems: HRIS and Learning and Development Platforms. Can work effectively with data, understanding and applying knowledge, juggling multiple priorities, and problem-solving.
What skills will help Human Resources Trainers 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 Human Resources Trainers possess?
Daniel Goldberg: The ability to communicate effectively, openly, empathically, and directly (without ambiguity) while making sure members within the organization understand their roles.
Megan Harvey Ph.D.
Assistant Professor of Health ScienceSpringfield College
School of Health Sciences
How have salaries changed over time for Human Resources Trainers?
Megan Harvey Ph.D.: They've generally increased but not equally in all professions. Some professions are highly paid (physicians) and some are not well paid at all (community health workers). We would argue that both are extremely important health professionals! We also see inequity within fields - surgeons are paid far more than family practice physicians, but we need many more family practice physicians. I hope we will see some of this inequity addressed moving forward - it would help with recruitment and retention.
What are the biggest trends we'll see in the Human Resources Trainer job market given the pandemic?
Megan Harvey Ph.D.: I suspect we'll see an increase in people who are interested in joining the health professionals, particularly nursing and public health professions (both applied and research oriented).
What soft skills should all Human Resources Trainers possess?
Megan Harvey Ph.D.: There was an awesome Google study released a few years ago that we focus on teaching our health science students about. Employers care about content expertise, but they really need employees who can communicate well, listen to others, elevate and encourage their peers (rather than be competitive), being a good team player, and brainstorm solutions to problems and try things before asking for help.
What soft skills should all Human Resources Trainers 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.
What hard/technical skills are most important for Human Resources Trainers?
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 soft skills should all Human Resources Trainers 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 skills will help Human Resources Trainers 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.
Dan Wiljanen Ph.D.
Affiliate of Practice Professor, SHRM Student Chapter AdviserGrand Valley State University
Seidman College of Business
What skills stand out on Human Resources Trainer resumes?
Dan Wiljanen Ph.D.: The categories below stand out on Human Resource Coordinator resumes. Specific skills vary from resume to resume, but the categories have been relatively stable over time.
What soft skills should all Human Resources Trainers possess?
Dan Wiljanen Ph.D.: Soft Skills
-Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
-Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
-Service Orientation - Actively looking for ways to help people.
-Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
-Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
-Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
-Coordination - Adjusting actions concerning others' actions.
-Time Management - Managing one's own time and the time of others.
-Competencies - Blend of skills, abilities, and knowledge
-Integrity - Job requires being honest and ethical.
-Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
-Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
-Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
-Adaptability/Flexibility - Job requires being open to change (positive or negative) and considerable variety in the workplace.
-Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high-stress situations.
-Concern for Others - Job requires being sensitive to others' needs and feelings and understanding and helpful on the job.
-Social Orientation - Job requires preferring to work with others rather than alone and being personally connected with others on the job.
-Analytical Thinking - The job requires analyzing information and using logic to address work-related issues and problems.
Initiative - Job requires a willingness to take on responsibilities and challenges.
-Persistence - Job requires persistence in the face of obstacles.
What hard/technical skills are most important for Human Resources Trainers?
Dan Wiljanen Ph.D.: Knowledge of the HR Discipline
-Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
-Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
-Law and Government - Knowledge of laws, government regulations, and executive orders.
-Education and Training - Knowledge of principles and methods for training design, implementation, and evaluation.
Technology Skills
-Enterprise resource planning ERP software
-Human resources software - Human Resource Information Systems (HRIS)
-Office suite software
-Project management software
-Web page creation and editing software
-Word processing software
What skills will help Human Resources Trainers earn the most?
Dan Wiljanen Ph.D.: For college graduates seeking the HR Coordinator job role, the following might help them stand out and therefore get a higher starting salary:
-Internship experience
-Actual job experience in HR
-Supervisory experience
-Study abroad
-Active membership in a student chapter of the Society for Human Resource Management (SHRM)
-Being a member of the national and local SHRM chapter
-Participant in a mentorship program
-Major or minor in Human Resource Management
-Grade point average
Additional Information
Skills that will help an HR coordinator earn the most can be found in the SHRM Competency Model for early career professionals. To get hired at a higher pay rate or earn more money in the early career stage, the SHRM competency model is a good guide. It represents what employers are seeking in HR candidates.
The SHRM Competency Model - Please review the competencies for "early-career" professionals, pages 12 - 55. You will find Competency clusters, sub-competencies, and behaviors. The information includes the proficiencies expected of entry-level HR professionals.
J. Adam Shoemaker Ph.D.
Associate Professor of Management & Human ResourcesSaint Leo University
Management & Operations Department
What hard/technical skills are most important for Human Resources Trainers?
J. Adam Shoemaker Ph.D.: Even though these skills are much more trainable, it helps if HR professionals are familiar with HR information systems.
There are too many to name them all here (sorry, no free advertising)! It would be difficult for a candidate to be familiar with every platform a company might use for their HRIS, but it is good to know that they generally work in the same ways.
If the company asks if you have experience with a particular platform that you have never heard of, always be truthful but still be ready to ask intelligent questions about it: "I'm not too familiar with that platform, but I'd be curious to know about your employees' experiences with it. How long have you been using it, and how robust is the self-service interface?"
What skills stand out on Human Resources Trainer resumes?
J. Adam Shoemaker Ph.D.: First and foremost, communication skills - this is what you will see somewhere on every HR coordinator job posting. But there's a difference between simply saying you have "excellent communication skills" and providing evidence!
In your resume, be sure to highlight how you used your communication skills to get things done in your previous job titles. Write something like: "Effectively communicated complex plans and new initiatives verbally and in writing to diverse teams across the organization." This tells me that this candidate knows how to talk to and write to people in very different roles in ways that they will understand.
What soft skills should all Human Resources Trainers possess?
J. Adam Shoemaker Ph.D.: FYI, soft skills are a lot more difficult to train than hard skills. This is part of the reason that there is so much demand for soft skills - for the most part, they need to be innate to the candidate.
Here again, communication comes up - and here, it is important to recognize that communication is much more than just telling people. A good communicator is a great listener. He knows when to speak his mind and when to wait and see what happens. She knows how to collaborate effectively with people and how to take action when needed.
What skills will help Human Resources Trainers earn the most?
J. Adam Shoemaker Ph.D.: In any field, it helps to be able to demonstrate you are qualified by presenting professional certification. Certification is shorthand for all soft and hard skills that an employer would want a new hire to have. You can say that you have the skills; you can demonstrate that you have the skills if you get the chance. Alternatively, you can show that an external organization has assessed your skills and found you worthy by presenting your certificate. Most upper-level HR professionals hold one or more certifications in compensation, strategic human resources, or talent development, demonstrating that they have the experience and the know-how to get the job done.
Robert Tropea
Assistant Professor of Management and Entrepreneurial Studies.University of Maine at Machias
Department of Business and Professional Studies
What skills stand out on Human Resources Trainer resumes?
Robert Tropea: The Human Resource Coordinator provides clerical duties for the organization's human resource department. This individual provides administrative support and assistance to the HR Manager in recruiting projects to fill open positions within the company. The HR Coordinator may likely also assist in guiding new employees through many other human resource processes to include benefits, payroll, and a whole variety of the duties and responsibilities associated with the position the individual has been hired for. In essence, the coordinator must be aware of and possess much of the HR Managers skill set."
Although work experience in a particular field would stand out most in an individual's resume, these experiences may not exist for a recent college graduate. So, lacking specific experience, among the more important skills to provide, could include an "internship" opportunity within an HR department or specific courses in your school related to the HR function. In my opinion, however, is my strong belief in "Certifications" For example at our university we offer a "Certification" in Human Resource Management.
Human Resource Management Certificate - 18 credits
Complete all of the following:
-BUS 324 - Labor Relations Management
-BUS 325 - Business Ethics & Social Responsibility
-MAN 301 - Management
-MAN 315 - Essentials of Negotiation
- MAN 332 - Human Resource Management
Complete one of the following:
-BUS 332 - Leadership
-MAN 313 - Managerial Decision Making
-MAN 318 - Human Behavior in Organizations
-MAN 321 - Operations & Project Management
Since all these courses are offered within most Business Degree programs as either required or elective, a student can earn this or most "Certifications" with careful planning.
The completion of a certificate of this sort is a very close equivalent to the actual experience in the field.
What are the biggest trends we'll see in the Human Resources Trainer job market given the pandemic?
Anthony Ferraro Ph.D.: One of the things that we are seeing at the moment is a move toward remote work. Over the last year we saw many of our student internships and work placements operating in a remote space. There is some suggestion that this style work may continue. Reducing overhead for physical spaces when work can be done remotely and comfort-level with remote work has increased is likely a contributing factor there. Given some of the trends we are seeing in mental health and demands on counseling services, I foresee increased opportunity in that space. One of the things that is most appealing about each of these trends to our students is that in either scenario being "location locked" (due to family obligations or unwillingness to relocate) will not be an issue and that these emerging professionals will be able to make a difference in their own communities. Many of our students place a high value on impacting change, particularly at the local level.
What technical skills for a Human Resources Trainer stand out to employers?
Anthony Ferraro Ph.D.: Transferable skills sounds like a cliche but it is one of the strengths for our students which allows a diverse range of career options both within our field and outside of it. Some of the most consistent skills that we attempt to foster and seem to be important for prospective employers include: strong interpersonal communication skills including listening and advanced technical writing, understanding of program development and evaluation, community outreach, etc. While I wouldn't quite consider these skills, many of our students demonstrate high levels of empathy, have firm knowledge of social issues and human development processes, as well as a baseline understanding of the policymaking process in the U.S. and within our state. This combination of skills and knowledge lends itself well to work with nonprofit organizations, public and private agencies, and work with the cooperative extension network most directly. However, many of our students also use these skills to move into health-related professions, including occupational therapy and nursing, as well as counseling professions including marriage and family therapy, school counseling, social work, etc. Many students will complement their undergraduate studies in HDFS with graduate degrees that will further enhance their competitiveness and/or provide the technical training, certification, and/or licensure needed.
How have salaries changed over time for Human Resources Trainers?
Anthony Ferraro Ph.D.: This is a hard question as I feel as though the reach of our field has pretty drastically shifted over time, with more and more of our students moving across sectors (really to my point about transferable skills above). As such, I would say the best description would be that the range of earning potential has increased, with less restriction on what the top end of salary potential can be. As far as projecting forward, there is high demand in the workforce for our students and overwhelming most have jobs lined up or are already in positions prior to graduation.
What soft skills should all Human Resources Trainers possess?
Adrianne Keeler: Soft skills that all graduates should possess and make sure they display during the interview process are public speaking/presentation skills (and specifically the ability to speak and present to various levels of audiences), persuasion/hunting/competitive mentality (especially when targeting working for sales organizations like Zones! We want to know that this soft skill set is natural for you!), coachability (graduates are going to have to learn and retain a lot of information, and are bound to need coaching- are they going to take it?), and lastly a flexible positive attitude. (These times demand flexibility in the workplace, things are pivoting all the time! And the ability to remain positive is key to success with both internal and external customers.)
How have salaries changed over time for Human Resources Trainers?
Adrianne Keeler: Salaries in our field have gotten more and more competitive, and have continued to rise. Not only with the base wage, but really with the commission side of earnings. To remain a competitive employer in our industry, companies have made the commissions uncapped and thrown other incentives into the wages as well.
What are the biggest trends we'll see in the Human Resources Trainer job market given the pandemic?
Adrianne Keeler: The biggest trends in the job market due to the pandemic that I think we will see are candidate demanded workplace flexibility/remote work options, as well as increased importance put on work life balance as candidates pick their employers.
-The pandemic had the workforce as a whole sitting back and examining what is important to them in both life and work, and as I speak to candidates the importance of things like PTO, working from home, flexible hours, benefits and more have become increasingly important.
-Remote work for roles that have never been remote before is surging post pandemic! Again, candidates want to be where they want AND they want the jobs they want--and this is driving employers to offer roles as a remote option in order to obtain the best talent on the market.
What are the biggest trends we'll see in the Human Resources Trainer job market given the pandemic?
Brandi Sechrist: The trend we are currently seeing due to the pandemic is lack of applicant flow. I would encourage those coming into the restaurant business to think outside of the box on attracting candidates.
What certifications/licenses/courses can have the biggest impact for Human Resources Trainers?
Brandi Sechrist: We don't require any certain certifications/licenses/courses to obtain a management position. While in training, all managers must complete achieve Servsafe certification.
How have salaries changed over time for Human Resources Trainers?
Brandi Sechrist: Salaries have risen over the years but not drastically.
What will help Human Resources Trainers increase their earning potential?
Nisha Nair Ph.D.: Highlighting competencies for managing under uncertainty, effective collaboration, being a self-starter and an ability to multitask are likely to weigh in one's favor for effective salary negotiations.
Will there be an enduring impact of the coronavirus pandemic on Human Resources Trainers?
Nisha Nair Ph.D.: I imagine there will be an impact of the pandemic on graduating students.
From job prospecting to interviewing for jobs, an adjustment to remote modes in this very important first step of their career has many graduates feeling disadvantaged as they enter the workforce.
With most career and job fairs going remote, job prospecting has been different with the pandemic, offering limited opportunities for interaction with organizations and their recruiters.
Those who do get hired are likely to have to pivot to remote work without adequate onboarding and socialization into the culture of the organization. Much of the tacit, informal modes of acculturation that a real-world interaction accords will be missing in the socialization of graduates in their jobs amidst the pandemic.
The resulting connections and sense of identification with the organization is also likely to be weaker owing to the pandemic-necessitated restrictions at work.
What certifications/licenses/courses can have the biggest impact for Human Resources Trainers?
Nisha Nair Ph.D.: Given the effects of the pandemic on the transition to remote or flexible work formats, I would imagine an ability to work effectively in a changing landscape would be a skillset that will be valued.
So, change management certifications and agility-related trainings may be valued more.