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Job Descriptions: Human Resources, Training, and Labor Relations Managers and Specialists |
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Earnings*
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DEOMIGRAD says, “If you have management telling you, as HR, to go out there
and create some dedication and commitment, then you are going to also be considered as the scapegoat
if it doesn't happen as they expect. You become an easy 'fall guy' for management to go
to their boards and blame for the high turnover or poor morale.”
Employee Commitment
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Annual salary rates for human resources workers vary according to occupation, level of experience, training, location, and size of the firm, and whether they are union members. Median annual earnings of human resources managers were $59,000 in 2000. The middle 50 percent earned between $43,600 and $80,390. The lowest 10 percent earned less than $33,360, and the highest 10 percent earned more than $104,020. Median annual earnings in the industries employing the largest numbers of human resources managers in 2000 were:
| Computer and data processing services |
$75,140 |
| Telephone communication |
71,340 |
| Local government |
61,730 |
| Management and public relations |
57,240 |
| Hospitals |
55,490 |
Median annual earnings of training and development specialists were $40,830 in 2000. The middle 50 percent earned between $30,450 and $54,390. The lowest 10 percent earned less than $23,520, and the highest 10 percent earned more than $69,230. Median annual earnings in the industries employing the largest numbers of training and development specialists in 2000 were:
| Computer and data processing services |
$48,660 |
| Hospitals |
44,460 |
| Local government |
41,800 |
| State government |
39,960 |
| Commercial banks |
36,070 |
Median annual earnings of employment, recruitment, and placement specialists were $36,480 in 2000. The middle 50 percent earned between $28,040 and $51,500. The lowest 10 percent earned less than $22,520, and the highest 10 percent earned more than $71,040. Median annual earnings in 2000 in personnel supply services, the industry employing the largest numbers of employment, recruitment, and placement specialists, were $34,680.
Median annual earnings of compensation, benefits, and job analysis specialists were $41,660 in 2000. The middle 50 percent earned between $32,120 and $53,620. The lowest 10 percent earned less than $25,170, and the highest 10 percent earned more than $68,480. Median annual earnings in 2000 in local government, the industry employing the largest numbers of compensation, benefits, and job analysis specialists, were $46,430.
According to a 2001 salary survey conducted by the National Association of Colleges and Employers, bachelor's degree candidates majoring in human resources, including labor relations, received starting offers averaging $31,963 a year.
According to a 2001 survey of compensation in the human resources field, conducted by Abbott, Langer, and Associates of Crete, Illinois, the median total cash compensation for selected personnel and labor relations occupations were:
| Compensation directors |
$109,975 |
| Benefits directors |
105,865 |
| Training directors |
84,516 |
| Compensation managers |
79,958 |
| Industrial and labor relations supervisors |
72,800 |
| Recruitment and interviewing managers |
70,000 |
| Regional/divisional/subsidiary human resources managers |
66,504 |
| Human resources information systems supervisors |
64,209 |
| Benefits supervisors |
60,393 |
| Training material development specialists |
58,403 |
| Recruitment and interviewing specialists (executive, managerial and professional jobs) |
51,669 |
| Training generalists (computer) |
43,388 |
| Job evaluation specialists |
43,155 |
| Classroom instructors |
37,740 |
| Human resources records specialists |
32,732 |
The average salary for personnel managers
employed by the Federal Government was $64,411 in 2001. The average salary
for occupational analysis specialists was $63, 713; for employee relations
specialists, $57,621; for labor relations specialists, $65,498; and for
employee development specialists, $62,234. Salaries were slightly higher
in areas where the prevailing local pay level was higher. There are no
formal entry-level requirements for managerial positions. Applicants must
possess a suitable combination of educational attainment, experience, and
record of accomplishment.
*Information is reprinted from the Occupational Outlook Handbook with thanks.
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