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Job outlook for personnel analysts in the United States
Are personnel analyst jobs in demand?
Personnel analyst job and salary trends over time
Personnel analyst jobs over time
Personnel analyst job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 684 | 0.00% |
| 2020 | 685 | 0.00% |
| 2019 | 696 | 0.00% |
| 2018 | 651 | 0.00% |
| 2017 | 628 | 0.00% |
Average personnel analyst salary over time
Personnel analyst salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $52,176 | $25.08 | +4.1% |
| 2025 | $50,134 | $24.10 | +2.5% |
| 2024 | $48,923 | $23.52 | +0.5% |
| 2023 | $48,674 | $23.40 | +1.0% |
| 2022 | $48,208 | $23.18 | +2.0% |
Personnel analyst jobs by state
Most common states for personnel analysts
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 331 | 48% |
| 2 | Virginia | 8,470,020 | 939 | 11% |
| 3 | Maryland | 6,052,177 | 494 | 8% |
| 4 | Massachusetts | 6,859,819 | 470 | 7% |
| 5 | Delaware | 961,939 | 64 | 7% |
| 6 | Colorado | 5,607,154 | 297 | 5% |
| 7 | New Hampshire | 1,342,795 | 62 | 5% |
| 8 | Alaska | 739,795 | 39 | 5% |
| 9 | New York | 19,849,399 | 800 | 4% |
| 10 | Illinois | 12,802,023 | 518 | 4% |
| 11 | Georgia | 10,429,379 | 434 | 4% |
| 12 | North Carolina | 10,273,419 | 387 | 4% |
| 13 | New Jersey | 9,005,644 | 331 | 4% |
| 14 | Washington | 7,405,743 | 270 | 4% |
| 15 | Arizona | 7,016,270 | 267 | 4% |
| 16 | Oregon | 4,142,776 | 154 | 4% |
| 17 | Connecticut | 3,588,184 | 126 | 4% |
| 18 | Rhode Island | 1,059,639 | 47 | 4% |
| 19 | North Dakota | 755,393 | 33 | 4% |
| 20 | Vermont | 623,657 | 26 | 4% |
Most common cities for personnel analysts
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Riverside | 2 | 1% | $57,948 |
| 2 | Syracuse | 1 | 1% | $57,469 |
| 3 | Los Angeles | 4 | 0% | $58,537 |
| 4 | Jacksonville | 1 | 0% | $43,194 |
| 5 | Tampa | 1 | 0% | $43,038 |
Personnel Analyst job outlook: Expert opinions
Our panel of personnel analyst experts
University of Minnesota - Duluth
University of South Carolina
University of San Francisco
What Personnel Analyst skills would you recommend for someone trying to advance their career?
John Clark Ph.D., CFA, CFP®: In the next 3-5 years, I think the finance industry will see a number of opportunities develop for tech savvy graduates. In many areas, incorporating data analytics and understanding how to handle big data will become an important skill. Banks and insurance companies will continue to develop tools for underwriting and credit analysis. Investment firms will begin to utilize the tools of big data to provide clients greater customization at lower costs. Corporations will desire these skills to provide better data for decision making and to help deliver better outcomes for their customers.
Ahmed Maamoun Ph.D.
Assistant Professor of Marketing & 8X Recipient of the University of Minnesota’s Certificate for “Outstanding Teaching and Dedication to Helping Students Learn”University of Minnesota - Duluth
Marketing
What will help Personnel Analysts increase their earning potential?
Ahmed Maamoun Ph.D.: The news from the job market is quite startling. A recent study from McKinsey & Company
estimates that nearly half of all U.S. jobs will be automated by 2030. Artificial Intelligence,
machine learning, and robots will make routine and conventional jobs obsolete. Most of what
students are learning will be irrelevant and dated by the time they graduate. This highlights the
need for emphasizing not just the academic abilities of graduates, but their soft and professional
skills as well. Graduates (regardless of their undergraduate major) who demonstrate a capacity to
think critically, communicate clearly, learn adaptively, make ethical decisions, work well with
others, and solve complex problems will stand a better chance of surviving in that ever-changing
job market. For example, in one survey, 93% of employers reported that "a candidate's
demonstrated capacity to think critically, communicate clearly, and solve complex problems is
more important than his or her undergraduate major."
What general advice would you give to a Personnel Analyst?
Joel Stevenson: I would not enter the job market at this time. I would apply to the Masters of Human Resources Program at U of SC. If I could not get into the program, I would take an HR job and apply again to the Master's Program. Reason...with a Master's in HR, the starting salary is right at $85,000 per year. Cost and amount of time it takes to get your Master's, $25,000, and 15 months.
Dr. Richard Greggory Johnson III
Department Chair & Professor Director, USF Institutional Review Board (IRB/Ethics) Social Equity Fulbright ScholarUniversity of San Francisco
Department of Public & Nonprofit Management
How do you envision technology impacting Personnel Analysts in the next 5 years?
Dr. Richard Greggory Johnson III: I teach a graduate course called Emerging Technologies, and there is no doubt that tech is here to stay, and graduates will have to be more adaptable to the changes tech will bring in the workplace.