21 Highest-Paying HR Jobs in 2024

Are you interested in a rewarding career in HR? Or maybe you’re already in an entry-level HR position and wondering which specialization to pursue for higher pay?

This article will explore 21 high-paying HR jobs that offer salaries ranging from over $100,000 to well above $400,000 per year. Get ready to discover the job descriptions, salary ranges, and skills required to excel in these top-paying roles. Let’s dive in.

Contents
Highest-paying HR jobs
– Top 10 HR jobs
– HR jobs in16th to 21st place
Tips on how to break into high-paying HR roles

Highest-paying HR jobs

Top 15 HR jobs

1. Vice President, Talent Acquisition

Salary: $283,000 – $498,000

Job description

A VP of Talent Acquisition oversees a team of talent acquisition specialists tasked with recruiting candidates for executive and management positions. They focus on the strategic side of hard-to-fill positions and forecast future workforce requirements based on business needs. 

Skills required to earn within the 75th percentile:

• Talent acquisition strategy: Develop and implement a comprehensive talent acquisition strategy aligned with the company’s business goals.
• Leadership and management: Excellent leadership skills to guide the talent acquisition and recruitment team to meet hiring objectives.
• Employer branding: Build a positive reputation to attract and retain top candidates.
• Recruitment Analytics: Measure the effectiveness of sourcing strategies, removing hiring bottlenecks, and making data-driven decisions to improve overall recruitment results.

2. Chief People Officer 

 Salary: $245,000 – $450,000

 Job description

The Chief People Officer works with senior management to plan and execute workforce planning and talent acquisition strategies to ensure the company has the right talent for the right position. They are also responsible for building a workplace culture that engages all employees.

Skills required to earn within the 75th percentile:

• Strategic human resource management: Develop HR strategies to support the company’s long-term growth and success.
• Leadership and management: Guide talent acquisition and recruitment teams to achieve hiring objectives.
• Talent acquisition and development: Build a strong talent pipeline and implement effective learning and development programs.
• Organizational culture and employee engagement: Foster a positive work environment and promote employee engagement.

3. VP, Human Resources

 Salary: $241,000 – $420,000

Job description

A VP of Human Resources is responsible for the effective operations of the company’s HR department. They work with the company’s CEOs, COOs, and other C-suite leaders in its overall planning and strategy. 

Skills required to earn within the 75th percentile:

• Strategic HR management: Align HR initiatives to overall organizational strategy. Create HR strategies that support company goals, including workforce planning, talent management, and organizational development. 
• Leadership: Strong decision-making skills and the ability to influence the company’s direction. 
• Employee engagement: Implement programs to enhance employee satisfaction and overall well-being. 
• Change management: Implement change management strategies and build an agile workforce. 

4. Chief Talent Officer

Salary: $237,000 – $436,000

Job description

The Chief Talent Officer manages the recruitment, development, and retention of executives and business leaders in an organization. They can propose HR policy changes and recommend HR best practices to support the company’s goals. 

Skills required to earn within the 75th percentile:

• Human resource expertise: Solid HR knowledge of talent acquisition, performance management, compensation and benefits, employee relations, talent development, and workforce planning.
• Recruitment and talent and acquisition: Supervise the different facets of recruitment and talent acquisition: sourcing, recruitment marketing, candidate management, and onboarding. 
• Leadership and management: Collaborate with the CEO and C-suite to address HR priorities. 
• Strategic thinking: Develop executive talent management and retention strategies.

5. Change Management Director 

Salary: $178,000- $299,000

Job description

The Change Management Director leads the change management process in an organization. They evaluate the challenges of implementing change and developing solutions. They assist employees in adjusting to work changes like having new health care benefits or performance review procedures. 

Skills required to earn within the 75th percentile:

• Change management expertise: In-depth knowledge of change management principles and best practices so they have the ability to design and execute change strategies to help companies undergo transitions successfully. 
• Stakeholder management: Build good relationships with stakeholders. Skilled in identifying key stakeholders, understanding their perspectives, and involving them in the change process.
• Leadership and management: Guide teams during periods of change. Strong communication skills are also critical to communicating the vision for change, addressing concerns, and engaging stakeholders at all levels.
• Strategic thinking: Strategically align change initiatives with the organization’s goals and objectives by understanding the business context and developing adaptive change plans.

6. Compensation Director

Salary: $168,000- $278,000

Job description

A Compensation Director manages and implements the organization’s compensation strategy and incentive programs. They aim to ensure the company offers competitive compensation for candidate attraction and employee retention. 

Skills required to earn within the 75th percentile:

• Compensation strategy and design: An expert in compensation strategy. Has the ability to design and execute competitive and effective compensation programs that align with business goals. 
• Market research and benchmarking: Research and analyze compensation trends to ensure the company’s compensation packages are competitive within the industry.
• Data analysis: Strong analytical skills to comprehend compensation data and make informed decisions about compensation structures and adjustments. 
• Total rewards management: Well-versed in handling all aspects of total rewards, which includes benefits, incentives, bonuses, and recognition programs. 

7. Stock Plan Administration Manager 

Salary: $140,000- $239,000

Job description

The Stock Plan Administration Manager oversees the administration of the company’s equity and compensation plans. They design, implement, and monitor employees’ equity and compensation plans. 

Skills required to earn within the 75th percentile:

• Equity compensation expertise: Knowledge of different types of equity awards like stock options, restricted stock units (RSUs), performance shares, and employee stock purchase plans.
• Stock plan administration: Highly proficient in administering equity plans, including processing grants, exercises, releases, and cancellations.
• Legal and regulatory knowledge: Familiarity with legal and regulatory requirements related to equity compensation, including tax implications, securities laws, and accounting standards (such as ASC 718).
• Equity plan design: Understand equity plan design considerations, such as vesting schedules, performance metrics, and plan documents.

8. Global HR Manager

Salary: $139,000- $228,000

Job description

A Global HR Manager develops and manages the organization’s international HR strategies. They ensure all HR activities support the company’s overall business objectives and establish a framework for international employment contracts. 

Skills required to earn within the 75th percentile:

• International HR expertise: Extensive knowledge of international employment laws and regulations that impact HR policies and practices in different regions. 
• Cross-cultural communication: Practical communication skills to interact with diverse teams and navigate cultural differences in a global context. 
• Global HR strategy: Develop and implement HR strategies that align with the company’s global business goals and workforce planning.
• Talent management: Execute talent management practices across regions, including recruitment, development, and succession planning. 

9. Labor Relations Manager

Salary: $125,000- $206,000

Job description

A Labor Relations Manager oversees the company’s labor relations policies and procedures. They manage the administration and interpretation of labor contracts to employees and the resolution of employee grievances. 

Skills required to earn within the 75th percentile:

• Labor relations expertise: Understand labor laws and regulations to effectively manage labor relation matters and union interactions. 
• Negotiation and conflict resolution: Strong negotiation and conflict resolution skills to handle labor negotiations and resolve labor disputes. 
• Employee relations: Cultivate and sustain positive employee relations to promote a harmonious work environment. 
• Labor market research: Stay updated with the latest labor market developments and trends to understand labor market conditions and position the company objectively.

10. Diversity Manager

Salary: $116,000- $191,000

Job description

A Diversity Manager oversees the company’s diversity and inclusion activities according to diversity standards and objectives. They supervise the creation of fair and equitable company policies and the implementation of inclusion programs to boost the company’s commitment to diversity. 

Skills required to earn within the 75th percentile:

• Diversity and inclusion expertise: An in-depth understanding of diversity, equity, and inclusion principles, as well as knowledge of best practices, strategies, and trends in the field.
• Cultural competency: Develop cultural awareness and sensitivity to effectively communicate and collaborate with individuals from diverse backgrounds.
• Strategic planning: Develop and implement diversity strategies tailored to the organization’s needs and objectives. 
• Training and education: Design and deliver training programs to foster understanding and promote an inclusive work environment.

11. Human Resources Information Systems Manager

Salary: $102,000- $162,000

Job description

The HRIS Manager leads the rollout and maintenance of the company’s HRIS software. They support specialized internal HR systems and applications used in employee data management, including recruitment, compensation, benefits, and performance management. 

Skills required to earn within the 75th percentile:

• HRIS expertise: Experience with HRIS software and systems (configuration, implementation, and administration) to manage HR data effectively. 
• Data management and reporting: Robust data analysis and reporting skills to extract insights and generate relevant reports for decision-making. 
• Systems implementation and integration: Lead the process of HRIS system implementations and integrations with other HR and business systems. 
• Security and compliance: Ensure data security and strict adherence to data protection regulations and privacy laws. 

12. Safety Director

Salary: $94,000- $161,000

Job description

The Safety Director develops and manages occupational health policies and procedures to promote and ensure effective safety operations in the workplace. 

Skills required to earn within the 75th percentile:

• Occupational health and safety expertise: Knowledge of occupational health and safety regulations, standards, and best practices. Knowledge of local, state, and federal safety laws to ensure compliance. 
• Risk assessment and hazard analysis: Perform risk assessment and hazard analysis to determine potential work hazards and strategies to mitigate risks. 
• Safety program development and implementation: Develop and implement safety programs and initiatives customized to the organization’s specific needs. 
• Safety training and education: Conduct safety training and education for employees at all levels.

13. Human Resources Business Partner Manager

Salary: $93,000- $147,000

Job description

An HRBP Manager manages the performance of HRBP partners under the direction of the management to fulfill business objectives. They provide support on HR policy guidance to managers and ensure they are well-implemented. 

Skills required to earn within the 75th percentile:

• HR expertise: Must have a strong foundation in recruitment, employee relations, performance management, and compensation benefits to provide strategic HR support to the company. 
• Business acumen: Understand the organization’s business goals and operations to align HR strategies with the overall company goals. 
• Strategic HR planning: Develop and implement HR strategies to help in the company’s workforce planning and achieving long-term objectives.
• Employee engagement and retention: Create and implement employee engagement and retention strategies to increase employee satisfaction.

14. Organizational Development Manager

Salary: $92,000- $152,000

Job description

An Organizational Development Manager designs and executes organizational development policies aligning with company goals. They review current company practices and develop training programs to improve the organization’s performance. 

Skills required to earn within the 75th percentile:

• Organizational development expertise: Solid knowledge of organizational development principles and practices to drive positive change in the organization.
• Change management: Implement and manage change strategies to ensure a smooth transition and successful implementation.
• Strategic thinking: Must be able to develop strategies to position OD efforts within the company’s overall goals. 
• Data analysis and evaluation: Analyze organizational data, conduct needs assessments, and assess the effectiveness of development interventions.

15. Employee Relations Manager

Salary: $92,000- $147,000

Job description

The Employee Relations Manager builds and maintains positive employee relationships to engage and retain employees. They partner with senior managers to develop and implement employee relations programs and initiatives. 

Skills required to earn within the 75th percentile:

• Employee relations expertise: In-depth understanding of employment laws and best practices related to employee relations, including disciplinary actions and grievances.
• Conflict resolution: Strong conflict resolution skills to effectively address employee disputes, mediate conflicts, and find mutually beneficial solutions.
• Investigation skills: Proficient in conducting fair and comprehensive workplace investigations in response to employee complaints. 
• Labor relations knowledge: Familiarity with labor laws, collective bargaining agreements, and union interactions (if applicable) with the organization.

16th to 21st place HR jobs

16. Recruiting Manager

Salary: $90,000- $148,000

Job description

A Recruiting Manager supervises a group of recruiters and plans and implements recruiting strategies. They manage the sourcing, screening, and interviewing process. 

Skills required to earn within the 75th percentile:

• Recruitment strategy: Develop and implement effective recruiting practices that align with company goals and workforce requirements.
• Talent acquisition expertise: Highly proficient in talent acquisition methods and sourcing techniques to attract and hire top talent.
• Candidate experience: Implement different techniques to provide a seamless application process for the candidates. 
• Employer branding: Build and promote a strong employer brand to attract and retain high-quality candidates in a tight labor market.

17. Benefits Manager 

Salary: $90,000- $145,000

Job description

The Benefits Manager leads the administration of the company’s benefits programs and procedures, including retirement plans, leave policies, insurance plans, and wellness programs. 

Skills required to earn within the 75th percentile:

• Benefits administration: Knowledge of various employee benefits, including health insurance, retirement plans, wellness programs, and other work perks.
• Regulatory compliance: Knowledge of labor laws and regulations related to employee benefits to ensure compliance with legal requirements.
• Benefit plans design and management: Can design, implement, and manage benefits plans that meet the needs of employees.
• Vendor management: Negotiate contracts, resolve benefits issues, and ensure smooth benefits administration. 

18. HR Shared Services Manager 

An HR Shared Services Manager develops and executes a shared services strategy into an HR function. Their job is to ensure the successful back-end operations of HR information systems and processes. 

Salary: $86,000- $132,000

Job description

The HR Shared Services Manager position involves overseeing a centralized hub that handles various HR functions such as payroll, benefits administration, employee inquiries, and data management. The HR Shared Services Manager is responsible for streamlining processes, ensuring accuracy and compliance, and enhancing the overall efficiency of HR services. 

They lead a team of HR specialists, establish service level agreements, and implement technology solutions to deliver high-quality support to employees and other HR stakeholders. Additionally, they analyze metrics and feedback to continuously improve HR service delivery and contribute to the organization’s strategic HR objectives. 

Skills required to earn within the 75th percentile:

• HR operations expertise: Solid understanding of HR processes, operations, and best practices to ensure smooth HR service delivery. 
• Shared Services management: Experience in managing HR shared services responsible for handling HR inquiries, benefits and administration, payroll, and other HR services. 
• Service delivery optimization: Improve HR service delivery processes to deliver a positive employee experience.
• Service Level Agreements (SLA): To ensure accurate and prompt HR service delivery, adhere to SLAs. 

19. Professional Development Manager 

Salary: $82,000- $138,000

Job description

A Professional Development Manager is tasked with creating and supporting the organization’s professional development needs. They aim to enhance the employees’ knowledge and skills to increase the company’s productivity and growth. 

Skills required to earn within the 75th percentile:

• Learning and development expertise: Have an in-depth understanding of adult learning principles, instructional design methods, and various training delivery approaches to create practical learning experiences. 
• Training needs analysis: Perform comprehensive training needs assessments to identify skills gaps and learning requirements within the organization.
• Training program design and implementation: Review and approve the design, development, and execution of different training programs that address specific learning needs.
• Learning technology: Should be familiar with learning management systems to track and manage learner’s progress. 

 20. Workforce Development Manager 

Salary: $53,000- $80,000

Job description

The Workforce Development Manager leads an organization’s workforce development programs and initiatives. They also coordinate with line managers to identify areas of improvement and plans for workforce training and upskilling. 

Skills required to earn within the 75th percentile:

• Workforce development expertise: Good understanding of workforce development principles, strategies, and best practices to design and implement effective talent development programs.
• Talent management: Identify and nurture top employees, and implement talent development plans that support career development. 
• Learning and development strategies: Create and implement comprehensive L&D strategies aligned with organizational goals.
• Data analysis and evaluation: Assess the effectiveness of training initiatives to measure the impact on employee performance and organizational outcomes.

21. HR Analyst

Salary: $64,000- $101,000

Job description

An HR Analyst gathers and evaluates HR data to review current practices and make recommendations to improve HR processes like recruitment, performance management, and retention.

Skills required to earn within the 75th percentile:

• Data analysis: Proficient in analyzing HR data to identify trends, patterns, and insights to form HR strategies and business decisions.
• Statistical analysis: Perform statistical analysis to come up with meaningful conclusions from HR data like compensation trends or employee turnover rates.
• HR metrics and KPIs: Analyze key HR metrics and key performance indicators to measure the effectiveness of HR initiatives. 
• Data visualization: Present complex HR data using data visualization tools like graphs and charts to communicate findings to stakeholders. 

Tips on how to break into high-paying HR roles

To secure high-paying HR roles, there are several essential actions you can take to prepare. These include upskilling, networking, gaining relevant experience, and strategically planning your career. 

Let’s look at some of the ways to gain the above: 

1. Determine your career progression

When it comes to determining the right HR career path for you, there is no one-size-fits-all solution. Your path will be shaped by your ambitions, interests, and skills. It is important to remember that what is right for you may differ greatly from what is right for another HR professional, even if you have similar starting points and experience. Embrace your uniqueness and forge your own path in the world of HR.

We have created a handy HR Career Path tool to help you plot your career progression. This tool helps you to analyze the skills and experience you would like to have and pinpoint roles that would help you acquire them.

2. Obtain relevant education and certifications

In addition to having a bachelor’s degree in HR, Business Administration, or a relevant field, you must further your knowledge by enrolling in certifications that align with your desired HR career.

Certifications like HR Business Partner, HR Manager Certificate Program, and HR Metrics Certificate Program can enhance your credibility and help you develop specialized skills in demand for high-paying roles like HR analytics, labor relations, or global HR management. 

3. Build a strong relationship within the HR industry

Join HR events and conferences to connect with fellow HR professionals to learn about industry trends and best practices.

4. Look for opportunities to gain experience

Look for opportunities to obtain experience in your chosen HR specialization. Begin with entry-level positions to build a strong foundation, and then search for roles that provide exposure to the high-level strategic HR specialty of your choice.

5. Find a mentor in the HR field

Find a mentor in the HR field who can advise you while navigating your HR career path and making strategic decisions.

6. Develop strong leadership and soft skills

Develop strong leadership and soft skills, such as communication, negotiation, and strategy. These skills are crucial for high-level HR roles that involve managing teams and driving organizational change.

Key takeaway

The human resource department has increasingly become more important to organizations because it attracts and retains top talent. Hence, employers offer high remuneration for specialized HR professionals. 

To be promoted to high-paying HR roles, you need to hone skills that will allow you to think strategically and demonstrate leadership. You also need to have a solid understanding of how HR operates and how it contributes to organizational success. Your journey requires continuous learning and a proactive approach to career development.