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Water resource manager vs regional human resources manager

The differences between water resource managers and regional human resources managers can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a water resource manager and a regional human resources manager. Additionally, a regional human resources manager has an average salary of $88,466, which is higher than the $81,009 average annual salary of a water resource manager.

The top three skills for a water resource manager include GIS, water quality and business development. The most important skills for a regional human resources manager are performance management, succession planning, and EEO.

Water resource manager vs regional human resources manager overview

Water Resource ManagerRegional Human Resources Manager
Yearly salary$81,009$88,466
Hourly rate$38.95$42.53
Growth rate7%7%
Number of jobs23,62563,987
Job satisfaction--
Most common degreeBachelor's Degree, 62%Bachelor's Degree, 74%
Average age4747
Years of experience66

Water resource manager vs regional human resources manager salary

Water resource managers and regional human resources managers have different pay scales, as shown below.

Water Resource ManagerRegional Human Resources Manager
Average salary$81,009$88,466
Salary rangeBetween $46,000 And $140,000Between $65,000 And $120,000
Highest paying City-San Francisco, CA
Highest paying state-Nevada
Best paying company-Bunge
Best paying industry-Manufacturing

Differences between water resource manager and regional human resources manager education

There are a few differences between a water resource manager and a regional human resources manager in terms of educational background:

Water Resource ManagerRegional Human Resources Manager
Most common degreeBachelor's Degree, 62%Bachelor's Degree, 74%
Most common majorCivil EngineeringBusiness
Most common collegeNorthwestern UniversityNorthwestern University

Water resource manager vs regional human resources manager demographics

Here are the differences between water resource managers' and regional human resources managers' demographics:

Water Resource ManagerRegional Human Resources Manager
Average age4747
Gender ratioMale, 76.7% Female, 23.3%Male, 41.0% Female, 59.0%
Race ratioBlack or African American, 7.7% Unknown, 5.1% Hispanic or Latino, 11.1% Asian, 5.7% White, 70.0% American Indian and Alaska Native, 0.4%Black or African American, 7.7% Unknown, 5.1% Hispanic or Latino, 11.1% Asian, 5.7% White, 70.0% American Indian and Alaska Native, 0.4%
LGBT Percentage18%18%

Differences between water resource manager and regional human resources manager duties and responsibilities

Water resource manager example responsibilities.

  • Manage operations and logistics, coordinating transportation of personnel, equipment, and supplies to ensure on-time arrival/departure.
  • Review, consult and work with reclamation district representatives or their contractors when performing field geotechnical studies and/or geophysical measurements.
  • Operate and maintain the entire 0.20 MGD water and 0.20 MGD wastewater systems.

Regional human resources manager example responsibilities.

  • Manage and publish several cost-savings models for Sr. level management.
  • Provide oversight of all programs and departments.
  • Coach and educate managers on topics such as the FMLA, ADA, steps of progressive discipline and termination process.
  • Interpret and update employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
  • Provide oversight of regional benefits administration.
  • Orchestrate successful implementation of new HRIS system to monitor company-wide employee information.
  • Show more

Water resource manager vs regional human resources manager skills

Common water resource manager skills
  • GIS, 22%
  • Water Quality, 17%
  • Business Development, 12%
  • Autocad, 10%
  • Geotechnical, 9%
  • Surface Water, 5%
Common regional human resources manager skills
  • Performance Management, 12%
  • Succession Planning, 6%
  • EEO, 5%
  • Payroll, 5%
  • Employee Engagement, 4%
  • Labor Relations, 4%

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