The Ultimate Guide to a Human Resources Salary: Entry-Level...

Are you drawn to a career that sits at the very heart of an organization, a role that shapes culture, nurtures talent, and ensures fairness and growth? If you possess a unique blend of empathy, strategic thinking, and business acumen, a career in Human Resources (HR) might be your calling. But beyond the satisfaction of helping people and businesses thrive, there's a practical question every aspiring professional must ask: What can you realistically expect to earn, especially when you're just starting? The human resources salary entry level professionals command is a critical piece of the puzzle, and this guide is designed to give you the complete picture.

A career in HR is far more than just administrative tasks; it's a dynamic field with significant potential for financial and professional growth. For those entering the field, salaries typically start in the range of $48,000 to $65,000 per year, but this is just the beginning. With the right skills, strategy, and specialization, your earning potential can climb well into the six-figure range. I once mentored a young HR Assistant who was initially overwhelmed by the sheer volume of compliance paperwork. By helping her see how each form represented a person's livelihood, a family's health benefits, or a new hire's first step on their career journey, she transformed her perspective. Today, she is a highly compensated HR Director for a major tech firm, a testament to the fact that understanding the *human* element is the key to unlocking this career's immense potential.

This article is your definitive roadmap. We will dissect every factor influencing an entry-level HR salary and map out the entire career trajectory, from your first day as an HR Coordinator to your potential future as a Chief Human Resources Officer (CHRO). We will rely on hard data from the most trusted sources to provide a clear, authoritative, and actionable guide to help you launch and accelerate your career in this vital profession.

### Table of Contents

[What Does an Entry-Level HR Professional Do?](#what-does-a-human-resources-salary-entry-level-do)
[Average Human Resources Salary: A Deep Dive](#average-human-resources-salary-entry-level-salary-a-deep-dive)
[Key Factors That Influence Your HR Salary](#key-factors-that-influence-salary)
[Job Outlook and Career Growth in HR](#job-outlook-and-career-growth)
[How to Get Started in Your HR Career](#how-to-get-started-in-this-career)
[Conclusion: Is a Career in HR Right for You?](#conclusion)

What Does an Entry-Level HR Professional Do?

Before we delve into the numbers, it's essential to understand what the job actually entails. An entry-level HR position is your foundational training ground. While you won't be crafting company-wide compensation strategies on day one, you will be the engine that keeps the HR department running smoothly. These roles are the backbone of the employee lifecycle, providing critical support across various functions.

Common entry-level job titles include HR Assistant, HR Coordinator, HR Administrator, or Junior HR Generalist. Regardless of the title, your responsibilities are designed to expose you to the core pillars of Human Resources.

Core Responsibilities and Daily Tasks:

Recruitment and Talent Acquisition Support: This is often a major component of an entry-level role. You'll be responsible for posting job openings on career sites (like LinkedIn, Indeed, etc.), screening resumes to identify qualified candidates, scheduling interviews between candidates and hiring managers, and conducting initial phone screens. You are the first point of contact for many applicants, making your role crucial in shaping the company's employer brand.
Onboarding and New Hire Orientation: You will be the friendly face that welcomes new employees. This involves preparing onboarding packets, processing new hire paperwork (I-9 forms, tax forms), coordinating orientation schedules, and ensuring the new team member has the necessary equipment and access on their first day.
HRIS and Data Management: Modern HR runs on data. You will be tasked with maintaining the accuracy of the Human Resources Information System (HRIS), which is the central database for all employee information. This includes entering new hire data, updating employee records (promotions, transfers, address changes), and generating basic reports for the HR team.
Benefits Administration: You'll assist employees with their benefits-related questions, such as inquiries about health insurance plans, retirement accounts (401k), and paid time off (PTO) policies. During open enrollment periods, you'll help communicate changes and ensure employees complete their selections on time.
Employee Relations Support: While complex investigations are handled by senior staff, you may be involved in documenting employee concerns, scheduling meetings for HR managers, and helping to administer company policies and procedures. You'll learn the importance of confidentiality and meticulous record-keeping.
Compliance and Record-Keeping: HR is a field governed by a web of local, state, and federal laws. A key part of your job is ensuring personnel files are complete, compliant, and up-to-date. This includes tracking required training, managing I-9 documentation, and maintaining other legally required records.

> A Day in the Life of an HR Coordinator

> 8:30 AM: Arrive and scan emails. A hiring manager has confirmed interview times for a Marketing Associate role. You immediately log into the applicant tracking system (ATS) to send calendar invites to the three candidates.

> 9:30 AM: A new hire, Sarah, is starting today. You greet her at the reception, provide her with her welcome packet, and walk her through the essential new hire paperwork. You give her a tour of the office and introduce her to her new team.

> 11:00 AM: You dedicate an hour to resume screening for a newly opened Customer Service position, sorting through 50+ applications in the ATS and flagging the top 10 for the recruiter to review.

> 12:00 PM: Lunch.

> 1:00 PM: An employee stops by your desk with a question about their dental insurance coverage. You look up the plan details in the benefits portal and provide them with the information and the correct form to submit a claim.

> 2:00 PM: Your HR Manager asks for a report on employee turnover for the last quarter. You use the HRIS to pull the data, format it into a simple spreadsheet, and send it over.

> 3:00 PM: You spend time updating employee records in the HRIS—processing a recent promotion, updating an employee's new address, and ensuring all data is accurate.

> 4:30 PM: You do a final check of tomorrow's schedule, confirming an orientation session and preparing the necessary materials. You send a reminder email to the participants before wrapping up for the day.

This example illustrates the dynamic, multi-faceted nature of an entry-level HR role. It's a blend of administrative excellence, interpersonal communication, and process management that provides the perfect launching pad for a long and successful career.

Average Human Resources Salary: A Deep Dive

Now, let's get to the core of your query: the salary. The compensation for an HR professional is not a single number but a spectrum that grows significantly with experience, skill, and specialization. We'll start with the entry-level baseline and then explore the full career trajectory.

It's important to note that salary data is an aggregate; it blends information from different industries, locations, and company sizes. We will use data from several reputable sources to provide a balanced and realistic view.

National Averages for Entry-Level HR Roles

For positions like HR Coordinator or HR Assistant (typically requiring 0-2 years of experience), here's what the data shows as of late 2023 and early 2024:

Payscale: Reports the average base salary for an HR Coordinator in the U.S. is approximately $53,810 per year, with a typical range of $44,000 to $68,000.
Salary.com: Provides a more granular look, stating the median salary for an "HR Coordinator" is $56,478, with the range typically falling between $50,560 and $63,391. For an "HR Assistant I," the median is slightly lower at $49,040.
Glassdoor: Based on user-submitted data, the "total pay" (including bonuses and other compensation) for an HR Coordinator in the U.S. is estimated to be around $60,544 per year, with a base salary average of $54,166.

Taking these sources together, a reasonable expectation for a human resources salary entry level position in the United States is between $48,000 and $65,000 annually. Where you fall in this range will depend heavily on the factors we'll discuss in the next section.

The HR Salary Growth Trajectory

An HR career offers a clear and promising path for salary growth. As you gain experience and take on more strategic responsibilities, your compensation will increase accordingly.

Here's a breakdown of the typical salary progression, citing data from the U.S. Bureau of Labor Statistics (BLS) and other aggregators for more advanced roles. The BLS reported a median annual wage for Human Resources Specialists (a broad category that includes generalists and specialists) of $67,760 in May 2023. For Human Resources Managers, the median annual wage was significantly higher at $136,350.

This table illustrates the journey from entry-level to senior leadership:

| :--- | :--- | :--- | :--- | :--- |

| Senior Professional| Senior HR Generalist, HR Manager, HR Business Partner (HRBP) | 5-10 years | $85,000 - $130,000+ | Strategic partnership with business units, managing HR teams, complex employee relations, compensation planning. |

| Executive/Leadership| HR Director, Vice President of HR, Chief Human Resources Officer (CHRO) | 10+ years | $150,000 - $300,000+ | Setting company-wide HR strategy, executive leadership, organizational design, talent management strategy. |

*Source: Data compiled and synthesized from BLS, Salary.com, Payscale, and Glassdoor (2023-2024).*

Beyond the Base Salary: Understanding Total Compensation

Your salary is just one piece of your total compensation package. Especially as you advance, other components become increasingly significant.

Bonuses: Annual performance-based bonuses are common in HR. At the entry level, this might be a modest 3-5% of your base salary. For an HR Manager or Director, this can easily reach 10-25% or more, tied to both individual and company performance.
Profit Sharing: Some companies offer a profit-sharing plan, where a portion of the company's profits is distributed among employees. This directly ties your financial success to the organization's success.
Stock Options/Restricted Stock Units (RSUs): Particularly prevalent in publicly traded companies and tech startups, equity can be a substantial part of compensation for mid-career and senior HR professionals. This gives you an ownership stake in the company.
Benefits Package: Never underestimate the value of a strong benefits package. This includes:
Health Insurance: Medical, dental, and vision coverage. A company that covers 100% of premiums is offering a significant financial benefit.
Retirement Savings: A 401(k) or 403(b) plan, especially with a generous company match (e.g., matching 100% of your contributions up to 6% of your salary), is essentially free money for your future.
Paid Time Off (PTO): A generous PTO policy (vacation, sick days, personal days) has a real monetary and wellness value.
Tuition Reimbursement & Professional Development: Many companies will pay for you to pursue further education or professional certifications (like the SHRM-CP or PHR), a direct investment in your future earning potential.

When evaluating a job offer, always look at the total compensation package, not just the base salary. A job with a $60,000 salary and a fantastic benefits package might be worth more than a $65,000 salary with subpar benefits.

Key Factors That Influence Your HR Salary

Why does one HR Coordinator earn $50,000 while another in the same city earns $65,000? The answer lies in a combination of factors that collectively determine your market value. Mastering these variables is the key to maximizing your income throughout your career. This section provides an exhaustive breakdown of what truly drives HR salaries.

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Level of Education

Your educational background is the first filter many employers use. It establishes a baseline of knowledge and commitment to the field.

Associate's Degree: While it can be a foot in the door for an HR Assistant role, particularly in smaller companies, an Associate's degree will generally place you at the lower end of the entry-level salary spectrum. You may find it challenging to advance to higher-level roles without further education.
Bachelor's Degree (The Standard): A bachelor's degree is the standard requirement for most professional-track HR roles, including HR Coordinator and Generalist positions. The most relevant majors are:
Human Resources: Provides the most direct and specialized knowledge in employment law, compensation, and organizational behavior.
Business Administration/Management: Highly valued because it provides a strong understanding of the business context in which HR operates.
Psychology/Sociology: These degrees are excellent for roles specializing in employee relations, training, and organizational development, as they provide a deep understanding of human behavior.
Communications: Strong communication skills are non-negotiable in HR, making this a very relevant degree.
Master's Degree (The Accelerator): A master's degree (e.g., Master of Human Resources - MHR, Master of Science in HR Management - MSHRM, or an MBA with an HR concentration) is typically not required for an entry-level position. However, it can provide a significant salary advantage, sometimes allowing you to bypass entry-level roles for "HR leadership development programs" or more specialized analyst positions. For mid-career professionals looking to move into management, a master's degree can be a powerful salary booster and career accelerator, often being a prerequisite for Director and VP-level roles.
Professional Certifications (The Differentiator): Certifications are a powerful way to signal expertise and increase your earning power at any stage.
For Entry-Level: The aPHR (Associate Professional in Human Resources) from HRCI (HR Certification Institute) is designed specifically for those starting their careers. It demonstrates foundational knowledge and commitment.
For Mid-Career and Beyond: The SHRM-CP (Certified Professional) from the Society for Human Resource Management and the PHR (Professional in Human Resources) from HRCI are the industry-standard credentials. Studies consistently show that certified professionals earn more than their non-certified peers. Payscale data suggests that holding a SHRM-CP can add several thousand dollars to your annual salary.

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Years of Experience

This is, without a doubt, the most significant factor in salary growth. Experience translates directly to a proven ability to handle complexity, exercise judgment, and deliver results.

0-2 Years (The Foundation): As discussed, this is the HR Coordinator/Assistant stage, with salaries in the $48k - $65k range. Your focus is on learning the fundamentals, mastering administrative processes, and proving your reliability.
2-5 Years (The Specialist/Generalist): This is where you make your first significant salary jump, moving into the $65k - $85k range. You'll transition into an HR Generalist role, managing your own portfolio of responsibilities, or you might choose to specialize in an area like Talent Acquisition or Benefits. You are now an independent contributor, expected to manage projects with less supervision.
5-10 Years (The Manager/Strategic Partner): At this stage, you move into leadership and strategic roles like HR Manager or HR Business Partner (HRBP). Salaries typically range from $85k - $130k+. Your focus shifts from executing tasks to influencing business outcomes, managing people and programs, and advising senior leaders.
10+ Years (The Executive): As an HR Director or VP, you are a senior leader responsible for the entire HR function. Your compensation package, often in the $150k - $300k+ range, will be heavily weighted with bonuses and equity, reflecting your impact on the entire organization's strategy and success.

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Geographic Location

Where you work matters—a lot. Salaries are adjusted for the local cost of living and the demand for talent in that specific market. An HR salary in San Francisco, CA, will be vastly different from one in Omaha, NE.

High-Paying Metropolitan Areas: Major tech hubs and financial centers consistently offer the highest HR salaries to compensate for a high cost of living and intense competition for talent.
San Jose/San Francisco Bay Area, CA: Often leads the nation in salary levels across all professions.
New York City, NY: A global hub for finance, media, and other high-paying industries.
Boston, MA: A center for biotech, education, and technology.
Seattle, WA: Home to major tech giants and a thriving startup scene.
Washington, D.C.: A strong market due to government contractors, non-profits, and large associations.

Mid-Tier Metropolitan Areas: Large cities with a lower cost of living than the top-tier hubs offer a strong balance of salary and affordability. Examples include Dallas, TX; Atlanta, GA; Chicago, IL; and Denver, CO.

Lower-Paying Areas: Rural areas and smaller cities in the South and Midwest generally have a lower cost of living and, consequently, lower average salaries.

Salary Comparison Across Major U.S. Cities (HR Coordinator)

| City | Median Salary | % Difference from National Average |

| :--- | :--- | :--- |

| San Jose, CA | $71,500 | +27% |

| New York, NY | $66,800 | +19% |

| Boston, MA | $64,200 | +14% |

| Washington, D.C. | $63,000 | +12% |

| National Average | $56,478 | 0% |

| Chicago, IL | $58,900 | +4% |

| Dallas, TX | $56,600 | +0.2% |

| Miami, FL | $54,100 | -4% |

| St. Louis, MO | $52,500 | -7% |

*Source: Data adapted from Salary.com's "HR Coordinator" salary tool, March 2024. Percentages are approximate.*

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Company Type & Size

The type of organization you work for has a profound impact on your compensation structure and overall experience.

Large Corporations (Fortune 500): These companies (5,000+ employees) typically offer higher base salaries, well-defined salary bands, and exceptionally robust benefits packages. The work is often more specialized, and there are clear paths for promotion. They have the resources to invest heavily in HR technology and programs.
Tech Startups: Salaries at startups can be a mixed bag. A well-funded, late-stage startup might offer competitive or even market-leading salaries to attract top talent. An early-stage startup might offer a lower base salary but compensate with significant stock options (high risk, high potential reward). The work is often fast-paced and requires wearing many hats.
Small to Medium-Sized Businesses (SMBs): These companies (50-500 employees) are where many HR professionals get their start. Salaries are typically at or slightly below the market average. The major benefit is the breadth of experience you gain; you may be one of only a few HR people, giving you exposure to everything.
Non-Profit Organizations: Driven by mission rather than profit, non-profits generally offer salaries that are 10-20% lower than their for-profit counterparts. They often compensate for this with a strong sense of purpose, a collaborative culture, and sometimes better work-life balance or generous PTO policies.
Government (Federal, State, Local): Government HR jobs are known for their stability, excellent benefits (pensions are common), and work-life balance. Salaries are determined by rigid pay scales (like the GS scale for federal jobs) and are often very transparent. While the base salary might not reach the peaks of the private sector, the total long-term value of the benefits can be very high.

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Area of Specialization

As you move beyond the entry-level Generalist path, specialization becomes a key lever for increasing your salary. Some specialties are more technical and in-demand, commanding higher pay.

Talent Acquisition (Recruiting): Specialists in this area can be highly compensated, especially "technical recruiters" who find software engineers and other in-demand tech talent. Compensation is often heavily commission-based.
Compensation and Benefits: This is one of the most lucrative HR specializations. It's highly analytical and requires strong quantitative skills. Professionals who can design executive compensation plans, conduct salary benchmarking studies, and manage complex benefits programs are always in high demand.
HRIS / HR Analytics: This is a rapidly growing and high-paying field. As companies seek to make data-driven decisions about their workforce, HR professionals who can manage complex HR Information Systems (like Workday, SAP SuccessFactors) and analyze people data to provide business insights are incredibly valuable.
Employee Relations & Labor Relations: Specialists in this area manage complex employee issues, conduct investigations, and, in unionized environments, negotiate with labor unions. This requires deep knowledge of employment law and strong conflict-resolution skills.
Learning & Development (L&D): These professionals focus on training, upskilling, and developing the workforce. While often seen as less directly tied to revenue, a strong L&D program is critical for retention and performance, and skilled L&D managers are well-compensated.

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In-Demand Skills

Finally, your specific skill set can make you a more attractive and higher-paid candidate, even at the entry level.

Hard Skills:
HRIS/ATS Proficiency: Experience with specific platforms like Workday, Oracle, SAP SuccessFactors, or even common applicant tracking systems like Greenhouse or Lever can make you stand out.
Data Analysis: Even basic proficiency in Microsoft Excel (VLOOKUPs, pivot tables) is a must. Advanced skills in data visualization tools (like Tableau) or statistical software are a huge plus.
Knowledge of Employment Law: A solid understanding of key laws like FMLA, ADA, FLSA, and Title VII is crucial and demonstrates your professionalism.
Project Management: The ability to manage HR projects, like implementing a new performance review process or running the open enrollment cycle, is highly valued.
Soft Skills:
Business Acumen: The ability to understand how the business makes money and how HR decisions impact the bottom line. This is the single most important skill for advancing to senior leadership.
Communication (Written and Verbal): You must be able to communicate clearly and effectively with everyone from new hires to the CEO.
Empathy and Emotional Intelligence (EQ): The "human" part of Human Resources. The ability to understand and manage your own emotions and those of others is critical for building trust and resolving conflicts.
Conflict Resolution and Negotiation: Essential for handling employee disputes, negotiating job offers, and managing relationships with stakeholders.

By understanding and actively developing these areas, you can strategically position yourself for the highest possible human resources salary entry level and build a foundation for a lucrative and rewarding career.

Job Outlook and Career Growth

Investing time and money into a career path requires a confident look at its future. Fortunately, the outlook for Human Resources professionals is positive and stable, with the field evolving to become more strategic and indispensable than ever before.

The Data-Driven Outlook

The U.S. Bureau of Labor Statistics (BLS) is the gold standard for projecting job growth, and its data paints a healthy picture for the HR profession.

For Human Resources Specialists: The BLS projects employment in this category to grow by 6 percent from 2022 to 2032, which is faster than the average for all occupations. This translates to about 81,800 new jobs over the decade. The BLS states, "Overall employment of human resources specialists is projected to grow as organizations continue to need human resources specialists to handle employee relations, and to help recruit and retain talent."
For Human Resources Managers: The outlook is similarly strong, with projected growth of 5 percent over the same period. This will result in approximately 18,700 new jobs. This growth is driven by the need for strategic workforce planning, especially as companies navigate complex issues like remote work, talent retention, and succession planning.

This steady growth indicates that HR is not a stagnant field. It is a core business function that organizations will continue to invest in, ensuring a consistent demand for skilled professionals at all levels.

Emerging Trends and the Future of HR

The Ultimate Guide to a Human Resources Salary: Entry-Level to Expert in 2024

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