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Job outlook for program managers/human resources in the United States
Program manager/human resources job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected program manager/human resources job growth rate is 7% from 2018-2028.
About 12,600 new jobs for program managers/human resources are projected over the next decade.
Program manager/human resources salaries have increased 13% for program managers/human resources in the last 5 years.
There are over 63,635 program managers/human resources currently employed in the United States.
There are 106,891 active program manager/human resources job openings in the US.
The average program manager/human resources salary is $119,154.
Are program manager/human resources jobs in demand?
Program manager/human resources job and salary trends over time
Program manager/human resources jobs over time
Program manager/human resources job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 63,635 | 0.02% |
| 2020 | 59,840 | 0.02% |
| 2019 | 59,152 | 0.02% |
| 2018 | 54,865 | 0.02% |
| 2017 | 52,087 | 0.02% |
Average program manager/human resources salary over time
Program manager/human resources salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $119,154 | $57.29 | +3.9% |
| 2024 | $114,731 | $55.16 | +3.0% |
| 2023 | $111,369 | $53.54 | +2.9% |
| 2022 | $108,244 | $52.04 | +3.0% |
| 2021 | $105,088 | $50.52 | +2.4% |
Program manager/human resources jobs by state
Most common states for program managers/human resources
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 323 | 47% |
| 2 | Delaware | 961,939 | 255 | 27% |
| 3 | New Hampshire | 1,342,795 | 352 | 26% |
| 4 | Montana | 1,050,493 | 240 | 23% |
| 5 | Rhode Island | 1,059,639 | 237 | 22% |
| 6 | Minnesota | 5,576,606 | 1,121 | 20% |
| 7 | Oregon | 4,142,776 | 846 | 20% |
| 8 | Colorado | 5,607,154 | 1,050 | 19% |
| 9 | Nebraska | 1,920,076 | 373 | 19% |
| 10 | Connecticut | 3,588,184 | 636 | 18% |
| 11 | Utah | 3,101,833 | 572 | 18% |
| 12 | South Dakota | 869,666 | 159 | 18% |
| 13 | Arizona | 7,016,270 | 1,110 | 16% |
| 14 | Idaho | 1,716,943 | 274 | 16% |
| 15 | Maine | 1,335,907 | 215 | 16% |
| 16 | Illinois | 12,802,023 | 1,982 | 15% |
| 17 | Georgia | 10,429,379 | 1,546 | 15% |
| 18 | New Mexico | 2,088,070 | 306 | 15% |
| 19 | New Jersey | 9,005,644 | 1,252 | 14% |
| 20 | Massachusetts | 6,859,819 | 959 | 14% |
Most common cities for program managers/human resources
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Menlo Park | 1 | 3% | $154,802 |
| 2 | Bethesda | 1 | 2% | $106,220 |
| 3 | Mountain View | 1 | 1% | $154,691 |
| 4 | Atlanta | 1 | 0% | $130,873 |
| 5 | Jacksonville | 1 | 0% | $111,261 |
Program Manager/Human Resources job outlook: Expert opinions
Our panel of program manager/human resources experts
Portland State University
Angelo State University
Utah State University
Temple University
University of Richmond
University of South Carolina - Columbia
University of New Mexico (UNM)
Freed-Hardeman University
Oklahoma Baptist University
University of Tennessee
Swarthmore College
Auburn University at Montgomery
The Touro College
Western Carolina University
Auburn University at Montgomery
Maryville University
Davenport University
Azusa Pacific University
What general advice would you give to a Program Manager/Human Resources?
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 Program Manager/Human Resources 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 Program Managers/Human Resources 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.
Vidya Kalaramadam Ph.D.
Associate Professor of Women’s and Gender StudiesWhat Program Manager/Human Resources skills would you recommend for someone trying to advance their career?
Vidya Kalaramadam Ph.D.: Double major or at least pick up a couple minors and alternate credentials such as certificates. For instance, combine your degree in Race, Gender and Minority Studies with a degree in Business or Public Health or Criminal Justice or Psychology
Learn a second language to some degree of fluency
Get work experience / internship experience that connects to your broader career goals and skillset
What general advice would you give to a Program Manager/Human Resources?
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 Program Manager/Human Resources 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 Program Managers/Human Resources 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 general advice would you give to a Program Manager/Human Resources?
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.
What Program Manager/Human Resources 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 will help Program Managers/Human Resources 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.
Bruce Boucher
Lecturer and Director, Professional Master of Human Resource ProgramUtah State University
Management, Master of Human Resources Departments
What skills stand out on Program Manager/Human Resources 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 Program Managers/Human Resources 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 Program Managers/Human Resources?
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 Program Managers/Human Resources 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 Program Managers/Human Resources?
Daniel Goldberg: Having an in-depth knowledge of how the most important areas of production operate.
What skills will help Program Managers/Human Resources 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 skills stand out on Program Manager/Human Resources 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 Program Managers/Human Resources 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 Program Managers/Human Resources 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 Program Manager/Human Resources 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 Program Managers/Human Resources 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 Program Managers/Human Resources?
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 stand out on Program Manager/Human Resources 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 Program Managers/Human Resources 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 Program Managers/Human Resources?
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 Program Managers/Human Resources 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 certifications/licenses/courses can have the biggest impact for Program Managers/Human Resources?
Elsa Maria Castillo: In addition to the standard engineering coursework, it is important that students invest some time in the development of tech skills and digital skills that go beyond coursework such as conducting undergraduate research and receiving training in project management, additional programming languages, internet of things, machine learning, finite element analysis as well as the development of soft skills that could make a bigger impact on the job prospects. This is why at UNM Engineering we have partnered with alumni from various industries to offer some additional engineering skills workshops to help enhance our students learning experience and better prepare them to enter the workforce. Students should also aim to participate in internship opportunities or seek out and connect with professional mentors who could give students an insight into career opportunities and take advantage of networking opportunities offered through their school. We also recommend our students to create professional online profiles in apps such as LinkedIn and the schools' Office of Career Services digital platforms.
Will there be an enduring impact of the coronavirus pandemic on Program Managers/Human Resources?
Kristen Roberson: The workplace will forever be altered due to the pandemic, and the effects of those in career transitions, not just those graduating now, will be impacted for some time. It will take some time for the new normal to be normal.
Dr. Daryl Green
Associate Professor of BusinessOklahoma Baptist University
College of Business
What soft skills should all Program Managers/Human Resources possess?
Dr. Daryl Green: The National Association of Colleges and Employers (NACE) has identified eight competencies associated with career readiness. These soft skills include career management, communication, critical thinking, cultural intelligence, digital literacy, leadership, professionalism, and teamwork. Sadly, most students are not aware of employers' expectation of career readiness competencies. College students who develop these career readiness competencies will be better prepared to compete for future job opportunities.
What's a day at work look like for a Program Manager/Human Resources?
Dr. Daryl Green: Given the on-going threats of Covid-19, recent graduates can expect varying work days. Some students are working remotely (instead of an office space). Therefore, some recent graduates may still be living with their parents. We are still adjusting to 'The New Normal.' Given this reality, students need to be flexible and adaptable to their employment situation.
Scott Gilpatric
Professor and Department HeadUniversity of Tennessee
Department of Economics, Haslam College of Business
What's a good job out of college for Program Managers/Human Resources?
Scott Gilpatric: That really depends on the individual. The most important factor in a first job coming out of college might be the opportunity to learn about yourself, learn what you are good at, and find a good direction for furthering your own growth in skills and understanding what you want your career to be. Obviously compensation matters, but often the work environment will impact job satisfaction more than money. Finding a place where you look forward to working with your colleagues most days is incredibly valuable, and a lot of compensation is required to offset the unpleasantness if you dread going to work every morning.
What will help Program Managers/Human Resources increase their earning potential?
Scott Gilpatric: The easy answer is being really proficient with handling data, including being comfortable with learning to code in whatever manner might be needed. There's no question those skills are likely to open doors. But in a very different way, one thing that really matters is being able to talk comfortably about ideas and developments in economics, business, or policy areas, signaling a strong base of knowledge. Towards that end, reading deeply, not just the headlines but long-form analysis in places like The Economist and other high-quality publications can be really beneficial.
What technical skills for a Program Manager/Human Resources stand out to employers?
Stephen O'Connell: The organization, presentation and interpretation of data are probably particularly valued. Comfort with all kinds of online productivity tools. As always, capacity for critical thinking. For now especially, ability to work independently within a team that meets only remotely.
Brett Lehman Ph.D.
ProfessorAuburn University at Montgomery
Department of Sociology, Anthropology, and Social Work
What certifications/licenses/courses can have the biggest impact for Program Managers/Human Resources?
Brett Lehman Ph.D.: Sociology students with research and public speaking experience will have improved job prospects. This could be developed in many courses, though some core areas for us are Research Methods and Statistics. Most employers collect and analyze data of some kind. Then they have to organize the results properly and present the findings to a variety of audiences. Any course that require students to do their own projects, make difficult decisions, justify those decisions, and then explain the results give students a leg up in critical thinking skills and much more. Students might also have similar experiences through community service, independent/supervised research projects, or an internship.
What's a good job out of college for Program Managers/Human Resources?
Brett Lehman Ph.D.: There is a business side and a human side to this answer. On the business side, I hope graduates are provided benefits like health insurance, a gainful salary, and opportunities for advancement. The way to hit a home-run is to get a job where those needs are taken care of and you still get to use your skills for something you feel is important. Most sociology students get into the subject because they care about the human side, want to help people, and see opportunity for creating positive social change. You'll get motivated sociology graduates when you show them a path towards achievement on the human side; then when we there's less worry about the business side, some impressive results could follow!
What are the biggest trends we'll see in the Program Manager/Human Resources job market given the pandemic?
Jodi Smolen: Given the pandemic, new employees must be very proactive. They may be working from home--so they need to speak up, ask for advice and make sure they are delivering what is needed. They are missing out on those chance meetings in the hallway--so they may have to schedule Zoom sessions with peers or supervisors to touch base more often.
Students in marketing need to be savvy with social media. They need to be comfortable posting and following on Twitter, Instagram, Facebook and LinkedIn. Companies are looking for ways to meet their clients in comfortable spaces.
Given the pandemic, I think job trends are subject to change. Companies are still figuring out when/if they will be able to return to the office. Some firms are fully in-person while others are rotating staff in and out of the office, so they are not at full capacity. As business picks up for companies, I see they will be able and willing to hire more employees to handle the influx. At Touro College, our students receive a superior education. As marketing students, they should compile a portfolio of class projects as they move through their classes and add anything they create on their own time as well.
What technical skills for a Program Manager/Human Resources stand out to employers?
Angela Sebby Ph.D.: Business, creative, and organizational skills - I would recommend that upcoming graduates are proficient in Word, Excel (highly used), Powerpoint, Outlook (especially how to send meeting requests and calendar organization), TEAMS, Gantt charts for team management, Mindmapping for creativity, and design software. Additionally, I would recommend that they learn how to properly utilize social media for marketing and PR, not just personal posting. Finally, email etiquette would be essential.
What soft skills should all Program Managers/Human Resources possess?
TeWhan Hahn Ph.D.: Writing skills including email writing, being able to work in teams, and knowing the workplace etiquettes.
What's a day at work look like for a Program Manager/Human Resources?
TeWhan Hahn Ph.D.: They should be able to contribute to the increase in productivity and learn how to be patient.
Meaghan Goodman Ph.D.
Program Director & Assistant ProfessorMaryville University
Speech-Language Pathology
What's a day at work look like for a Program Manager/Human Resources?
Meaghan Goodman Ph.D.: A bachelor's in communication sciences and disorders can prepare you for three different tracks. First, it can prepare you to become a licensed Speech-Language Pathology Assistant (SLPA). This is someone who works under a fully credential speech-language pathologist. Often times, they carryout intervention plans developed by a fully credentialed speech-language pathologist. If graduate school is on your horizon, a bachelor's degree in communication sciences and disorders will prepare you for acceptance into a Speech-Language Pathology program, or an Audiology program. If you are not accepted into a graduate program right away, working as a speech-language pathology assistant (SLPA) is a great way to get experience in the field!
What soft skills should all Program Managers/Human Resources possess?
Todd Terry: Graduates as they prepare to enter the workforce should pay particular attention to their ability to communicate with coworkers. This communication could happen through face-to-face interactions, remote meetings with the aid of technology for example, meeting by computer software, written communication through instant messaging, or emails. Also, part of communicating is being a good listener.
Graduates should have good critical thinking skills. They will need to be adaptive and able to analyze data to make good informed decisions.
In today's work environment, working on teams is a regular function. Therefore, employers are looking for the candidate who can professionally interact with other team members, have a positive attitude and a good work ethic.
What's a day at work look like for a Program Manager/Human Resources?
Todd Terry: What once was well defined with working hours, an office space, coworkers being close by to develop relationships with seems to be misplaced during the current working environment. In the working situation we are in today, graduates will need to be flexible with working hours as work hours may not be defined and could change by day. Office space may mean that one is working remotely from home. Building of relationships with coworkers will be done using technology as coworkers may be located in many different areas or time zones.
In general business will continue to function remotely. The pandemic has created a sense of creativity in how business is done. The one major component the pandemic has created is where large and small businesses are conducting daily business functions from remote locations. This practice has proven that business can be effectively done without having to travel to distant locations. Consequently, business travel will be continue to be slow.
What certifications/licenses/courses can have the biggest impact for Program Managers/Human Resources?
Bala Musa Ph.D.: Digital literacy, cultural literacy, information technology, data management and human communication skills courses and certifications will continue to be relevant in the workplace.
What's a good job out of college for Program Managers/Human Resources?
Bala Musa Ph.D.: A good job out of college is one that allows you to apply creative and critical thinking skills. Future work environments will require employees to innovate and adapt. Any job that helps you cultivate, sharpen and apply those skills will serve you and your organization well. It will prepare you to adapt in the face of change and future disruptions.