Explore national salary, projected growth, education requirements, and career opportunities across the United States.
A concise view of this occupation’s national scale, compensation, and projected demand.
National median annual wage for this occupation.
Estimated jobs currently supported nationwide.
Projected employment change through 2034.
Estimated openings created each year.
The typical education, prior experience, and on-the-job training associated with entry into this career.
Bachelor's degree
5 years or more
None
These are the highest-rated capabilities associated with success in this occupation. Scores are derived from occupational skill analysis and are measured on a 100-point scale.
Based on skills, knowledge, and work activities, these occupations are the closest match to your current career.
Explore the states and metropolitan areas offering the strongest combination of salary, employment, demand, and long-term opportunity.
Discover metro markets where compensation, hiring demand, and long-term momentum align.
Understand the salary, outlook, education, and geographic opportunities shaping this career.
Human resources managers oversee people-related functions at an organizational leadership level. This role offers a strong combination of pay, positions, and forward-looking demand. Nationally, there are about 222,000 jobs in this occupation, with a median annual salary of $140,030. Projected employment growth of 5.0% and 18,000 annual openings point to ongoing opportunities for both experienced professionals and career changers with the right background. The role draws heavily on leadership, interpersonal skills, and problem solving, along with speaking, listening, and strong writing and reading abilities. Critical and analytical thinking, project management, adaptability, and creativity and innovation are also central to success. For those interested in people, strategy, and organizational performance, human resources management can provide a long-term career path with room for advancement. It also shares some common ground with related careers such as management analysts, marketing managers, social and community service managers, and education administrators.
Human resources managers earn a national median annual salary of $140,030, indicating substantial earnings potential. Pay varies significantly by location. Among the top states, median salaries range from $165,530 in Washington and $166,400 in Colorado to $170,080 in California, $176,650 in New York, and $181,780 in Massachusetts. At the metro level, salary levels can be even higher. San Jose–Sunnyvale–Santa Clara, CA reports a median of $220,460, while San Francisco–Oakland–Fremont, CA is at $209,340. The New York–Newark–Jersey City metro shows a median of $185,100, with Washington–Arlington–Alexandria at $177,960 and Boston–Cambridge–Newton at $184,990. These figures highlight notable differences in compensation depending on where you work, with several large metro areas offering significantly higher median pay than the national level. Overall, the role provides strong financial incentives, especially in higher-paying regions.
Human resources managers show a solid employment outlook supported by both current employment levels and projected growth. National employment stands at about 222,000 positions. Projected employment growth of 5.0% suggests a positive trajectory, and 18,000 annual openings indicate ongoing hiring needs from new positions, turnover, and career movement. The same 5.0% growth rate appears in several key states and major metro areas, including California, Massachusetts, New York, Colorado, Washington, and leading metros such as San Jose, New York–Newark–Jersey City, San Francisco–Oakland–Fremont, Washington–Arlington–Alexandria, and Boston–Cambridge–Newton. For job seekers and professionals planning ahead, this combination of established employment, consistent projected growth, and substantial annual openings supports the idea that human resources management can offer stable, long-term career potential in many regions across the country.
Location can significantly shape your experience as a human resources manager, especially in terms of salary levels and concentration of jobs. Among states, California stands out with 27,450 employed human resources managers, a median salary of $170,080, and a CareerGPS opportunity score of 67.38. New York (17,920 jobs, $176,650 median salary, 65.78 score) and Massachusetts (7,540 jobs, $181,780 median salary, 65.87 score) also show strong combinations of pay and opportunity. Colorado and Washington offer median salaries of $166,400 and $165,530, with opportunity scores of 56.97 and 56.29, respectively. At the metro level, San Jose–Sunnyvale–Santa Clara, CA leads with a median salary of $220,460 and an opportunity score of 77.42. The New York–Newark–Jersey City metro follows closely with an opportunity score of 77.27 and median pay of $185,100. San Francisco–Oakland–Fremont, Washington–Arlington–Alexandria, and Boston–Cambridge–Newton also combine high salaries with strong opportunity scores and sizable employment.
Human resources managers typically need a bachelor’s degree, making this career accessible to those who complete a four-year college program. However, education alone is not enough. This role relies on a broad, well-developed skill set that blends people skills, communication, and analytical thinking. Key strengths include leadership and interpersonal skills, which support guiding teams and working with people at all levels of an organization. Speaking and listening, along with strong writing and reading, are important for clear communication and documentation. Problem solving and decision making, critical and analytical thinking, and project management help human resources managers address complex organizational challenges. Adaptability and creativity and innovation support working through change, while a customer service orientation helps in responding to the needs of employees and stakeholders. For those building toward this career, focusing on both formal education and these core skills can improve readiness for management-level HR roles.
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