The document is a 2016 human resources salary guide that provides:
1) An overview of the most in-demand HR positions for 2016 according to staffing experts, including HR Generalist, HR Business Partner, and Learning and Development Manager.
2) Compensation ranges for over 40 geographic U.S. markets divided into 5 pay zones, with average salary data provided for various HR roles in industries like non-profit, manufacturing, healthcare and financial services.
3) Tips for using the salary data to evaluate current pay rates and ensure competitive compensation to attract and retain top talent.
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Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
Welcome to the 2019 Indigo’s C-Level Salary Guide. Forming an effective compensation strategy is not as easy as it appears. Some managers habitually throw a dollar figure at an employment contract. However, successful salary planning requires a thorough understanding of factors that influence the amount required to secure the appropriate talent.
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2. 2 2016 Human Resources Salary Guide
Welcome
to the 2016
Salary Guide
At a time when lean practices and agile teams create the
expectation of doing more with less, employers need to develop
strategies to attract and retain the best employees in a competitive
talent market.
Randstad’s 2016 Salary Guide highlights the human resources
profession’s most in-demand positions, as identified by our staffing
and recruitment experts throughout the United States. We also
present compensation ranges for this year’s “hot jobs,” plus other
HR positions.
As was the case in 2015, employers are likely to increase base
pay by an average of 3 percent in 2016, and this guide provides
anticipated average salary data for various geographic regions so
you can compare compensation for your local area.
We invite you to browse the guide’s contents, bookmark
knowledge points and connect with us to discuss how we can
assist in building a strong human resources team poised to achieve
ambitious business objectives.
3. 32016 Human Resources Salary Guide
With a nationwide network of offices, Randstad
Professionals’ HR staffing and recruiting specialists
observe current dynamics within the industry on a daily
basis. We’ve tapped into our subject matter experts
to share their insights on some of the latest national
trends, with a specific focus on human resources.
Given their knowledge of current market trends, our
teams predict the jobs outlined on the following pages
are a few of the positions that will remain hot in 2016.
2016’s most
in-demand
positions
4. Human Resources
Generalist
Recent employment legislation and changes
to healthcare, retirement plans and the way
employers approach employee safety and wellness
programs have created a steady need for skilled
human resources generalists. Frequently assigned
a variety of responsibilities, the HR generalist role
requires a broad base of knowledge, as these
individuals are usually employees’ point of contact
for policies, procedures and regulations. They may
also administer benefits programs and maintain
HR-related documentation. Depending on the
organization, the HR generalist may also
be involved to some extent in talent acquisition
and development.
• An ideal candidate will have three to five
years of experience and a bachelor’s degree in
human resources or business.
• Candidates with a Professional Human
Resources (PHR) or Senior Professional Human
Resources (SPHR) certification typically have a
better chance to land a quality job than those
without advanced education or certification.
The average starting salary for an HR generalist
with four to five years of experience ranges from
$45,000 to $67,000, depending on the market and
the industry.
5. 52016 Human Resources Salary Guide
Human Resources
Business Partner
Learning and
Development
Manager
Taking a strategic approach to human capital,
the HR business partner focuses on building
relationships and truly understanding how the
workforce affects an organization’s objectives.
Armed with a high-level perspective on the
company’s resources and areas of opportunity,
a business partner assists in developing an
overall talent strategy and acts as a liaison for
collaboration between departments. These roles
are also usually included in business forecasting and
assessing talent development progress.
• Approximately seven to ten years of complex,
strategic HR experience is preferred, including
exposure to organization effectiveness, staff relations,
compensation, staff development and recruitment.
Knowledge of applicable employment laws and
regulations is expected.
• A bachelor’s degree is required; a master’s degree
or MBA is desirable. A Senior Professional in Human
Resources (SPHR) certification is highly preferred.
The average starting salary for an HR business
partner with seven to ten years of experience
ranges from $85,000 to $120,000, depending on
the market and the industry.
Many employers admit that their succession
planning activities bring to light a limited pipeline
of candidates ready to assume critical leadership
roles. It’s also no secret that finding new, right-fit
talent in a tight labor market can be a struggle.
For those reasons, the demand for learning and
development managers is increasing within
organizations looking to ensure a capable, high-
performing workforce in years to come. Whether
developing today’s employees into tomorrow’s
leaders or simply providing career pathway options
through skills development, these managers
produce the learning frameworks that encourage
employee advancement.
• A bachelor’s degree is required, and a master’s is
often preferred, with at least five years of experience
in design and execution of training programs and
initiatives.
• In most cases, an ideal candidate will have utilized
LMS tools and be current on learning theory trends.
The average starting salary for a learning and
development manager with five to nine years
of experience ranges from $65,000 to $90,000,
depending on the market and the industry.
Learning and development specialists in director-
level positions with over 10 years of experience can
expect to earn $130,000 or more.
6. Factoring
in salaries
Knowing which jobs will likely be in high demand in 2016 will help
you create a strong recruitment strategy for those particular positions
and attract top candidates to your organization. Additionally, the
salary information in this guide provides a benchmark for assessing the
strength of your compensation rates against those of your competitors,
many of whom frequently vie for the same talent as you.
We hope this year’s salary guide provides valuable insight, and we offer
a few last tips for your consideration:
1. Review the salary data common for your area and compare against
your organization’s current pay rates.
2. If your salaries are below average, calculate if the cost of losing
talent to competitors justifies salary adjustments for new or existing
employees.
3. Remember that salaries are more important to some employee
demographics than others. For example, some employees would
prefer greater flexibility over salary, and others will respond
favorably to professional development opportunities that ultimately
expand their career options.
Please contact your local Randstad office today if you have any questions
about this guide or how our staffing and recruiting specialists can help
you build and maintain a strong talent attraction and retention strategy.
7. 72016 Human Resources Salary Guide
Within this section, you will find compensation
information for key human resources positions
that are the most prevalent or in demand. Salary
details are provided for over 40 geographic
markets located within five pay zones, as
outlined on the following salary key.
Compensation for human resources
professionals is driven more by industry than
company size. Therefore, the use of salary
ranges accounts for differences created by
job tenure, internal transfers, company size
and other factors. The data reflects base
compensation only and is derived from a
combination of private and public companies.
Because every organization structures its human
resources departments differently, the job titles
presented here may not be an exact match to
those within your organization. For descriptions
of the job titles used or to request a market-
specific analysis, please contact one of our
staffing and recruitment specialists at your local
Randstad Professionals office.
The geographic areas highlighted in this guide
are separated into comparable markets or “pay
zones.” These zones represent U.S. cities or
metropolitan areas that offer similar pay rates to
one another.
Randstad Professionals currently operates in all
of the geographic markets for which 2016 salary
data is provided. Pay zones were determined
by examining several elements for each market,
including but not limited to: cost of living,
availability of talent, local economic factors and
Randstad Professionals’ own data.
About the
salary guide
Market Pay Zone
Arizona – Phoenix Metro Area 3
California – Los Angeles Metro Area 2
California – Orange County Area 2
California – San Diego Area 3
California – San Fernando Valley Area 2
California – San Francisco Area 1
California – San Jose Area 1
California – San Mateo County 2
California – Ventura/Santa Barbara County Area 2
Colorado – Denver Metro Area 4
Connecticut – Fairfield County Area 1
Delaware – Wilmington Area 3
Florida – Jacksonville Area 5
Florida – South Florida (Fort Lauderdale/Miami) 3
Florida – Tampa Bay Area 5
Georgia – Atlanta Metro Area 3
Illinois – Chicago Metro Area 2
Maryland – Baltimore Area 3
Maryland – Montgomery County Area 3
Massachusetts – Greater Boston Area 2
Michigan – Greater Detroit Area 4
Minnesota – Minneapolis Area 3
Missouri – St. Louis Area 4
Nevada – Southern Nevada Area 5
New Jersey – Edison Area 2
New York – New York City Area 1
New York – Westchester County Area 1
North Carolina – Charlotte Area 4
North Carolina – Raleigh-Durham Area 3
Ohio – Cincinnati Metro Area 4
Ohio – Columbus Metro Area 5
Ohio – Toledo Area 5
Pennsylvania – Central Pennsylvania Area 5
Pennsylvania – Southeastern Pennsylvania Area 3
Rhode Island – Providence Area 5
Tennessee – Nashville Area 4
Texas – Dallas Area 3
Texas – Houston Area 3
Virginia – Northern Virginia Area 2
Virginia – Richmond Area 4
Washington – Seattle/Bellevue Area 3
Washington, DC – Washington, DC Area 2
Salary Key
15. 152016 Human Resources Salary Guide
Randstad US is a wholly owned subsidiary of Randstad
Holding nv, a $22.9 billion global provider of HR services.
As one of the largest staffing organizations in the United
States, Randstad provides temporary, temporary-to-hire
and permanent placement services each week to over
100,000 people through its network of more than 900
branches and client-dedicated locations.
Employing over 5,300 recruiting experts, the company is
a top provider of outsourcing, staffing, consulting and
projects and workforce solutions within the areas of
Engineering, Finance & Accounting, Healthcare, Human
Resources, IT, Legal, Manufacturing & Logistics, Office &
Administration, Pharma and Sales & Marketing.
Learn more at www.randstadusa.com and access
Randstad’s panoramic U.S. thought leadership
knowledge center through its Workforce360 site that
offers valuable insight into the latest economic indicators
and HR trends shaping the world of work.
About
Randstad US
