Business
What HR workers make in 18 major industries
Chances are that at some point in your career, you’ve interacted with someone in human resources. When a company needs to hire the perfect person for the job, handle an employee’s questions about pay, develop onboarding training for new hires, implement an employee well-being program, or consult on benefits packages, they typically look to their human resources professionals. HR professionals are responsible for a range of tasks that are essential for communicating between the company’s administration and employees.
There are about 805,000 human resources worker jobs across the United States. It’s one of the most common roles for people with a bachelor’s degree in business. There are also differences between human resources managers, specialists, and assistants, whose many responsibilities can include recruitment and employee personnel matters. Some HR professionals may also decide not to work in-house at one company and instead work as a consultant or for external recruiting firms.
Human resources workers earn an average of nearly $62,500 annually in the U.S. But there is a wide range of pay in this field, and one of the factors that may determine how much an HR worker is paid relates to their geographic location and their company’s industry.
Pyn used Bureau of Labor Statistics data to rank the median annual salaries for human resources workers across 18 major U.S. industries. The analysis also provides a breakdown of median compensation for three of the subcategories of HR workers: managers, specialists, and assistants. Due to standard errors in the data, there may be some variation in actual rankings.
Click through for a look at what HR workers make in 18 major industries.
Elle Aon // Shutterstock
#18. Agriculture, forestry, fishing, and hunting
– Median salary for human resources workers: $48,690
— Human resources managers: $101,640
— Human resources specialists: $49,410
— Human resources assistants (except payroll/timekeeping): $38,220
Working in human resources in the agriculture, forestry, fishing, and hunting sectors encompasses a wide variety of jobs. HR workers who are looking to fill jobs in forestry, for example, will likely be looking to hire people based in part on their physical capacity to perform labor.
Agriculture, on the other hand, also includes office and executive jobs in agribusiness, and human resources professionals working on such tasks will have to hire for completely different competencies, such as project management. Working in outdoor environments also comes with a unique set of challenges for safety and onboard training, so HR workers with experience in these special fields are likely in higher demand.
Lee Charlie // Shutterstock
#17. Administration, support, and waste management
– Median salary for human resources workers: $48,970
— Human resources managers: $99,080
— Human resources specialists: $48,970
— Human resources assistants (except payroll/timekeeping): $38,190
Administration, support, and waste management support includes a vast array of jobs that help other businesses and organizations function, such as sanitation workers and temporary support roles to clean up after concerts and other large events. As such, those who work in the human resources field often need the professional range to address the concerns of employers ranging from commercial offices to residential real estate buildings, as well as health and safety training requirements for workers.
Jacob Lund // Shutterstock
#16. Retail
– Median salary for human resources workers: $49,410
— Human resources managers: $102,490
— Human resources specialists: $49,410
— Human resources assistants (except payroll/timekeeping): $37,250
Specialists in retail HR work within an ever-evolving ecosystem of retail staffers. Certain times of year that typically have more shoppers mean that HR professionals will have to be particularly adept at anticipating their companies’ seasonal needs. Stores typically need more retail assistance during the autumn and winter holidays of Thanksgiving through New Year’s Day, so those working in retail HR will need to be able to calibrate hiring accordingly and be well-versed in policy and personnel matters specific to part-time workers.
SeventyFour // Shutterstock
#15. Arts, entertainment, and recreation
– Median salary for human resources workers: $52,770
— Human resources managers: $99,510
— Human resources specialists: $52,500
— Human resources assistants (except payroll/timekeeping): $38,210
Jobs in the arts, entertainment, and recreation can span everything from working artists to managers and docents at museums and theaters. Those who work hiring artists and performers will likely need to know about how to recruit and analyze job experience based on candidates’ previous roles, on-set and theatrical experiences, and depth of knowledge in a style of art or performance.
In addition to office and administrative workers, HR professionals in these fields would also need to be familiar with specialized workplace environments in recreational or entertainment fields that may require different types of safety training and hours of operation.
Andrey_Popov // Shutterstock
#14. Accommodation and food services
– Median salary for human resources workers: $57,040
— Human resources managers: $99,540
— Human resources specialists: $56,820
— Human resources assistants (except payroll/timekeeping): $36,910
The accommodation and food services industry typically encompasses everything from hotels and resorts to sit-down restaurants and outdoor cafes. HR workers in the sector will need to be aware of how demand in these sectors fluctuates through the year and in different regions of the country. For example, they will likely need to be able to provide more of their services in the summer months in vacation towns and be prepared to meet travel demand in popular winter holiday locations.
Pixel-Shot // Shutterstock
#13. Health care and social assistance
– Median salary for human resources workers: $58,120
— Human resources managers: $99,870
— Human resources specialists: $57,720
— Human resources assistants (except payroll/timekeeping): $40,230
Health care and senior care are rapidly growing sectors in the United States. The top-growing professions within the sector include nurses and nurse’s aides who assist the elderly. With the rise in burnout and stress among frontline medical workers, HR professionals in this industry often need an understanding of the complexity of working with patients, which can be a high-stress environment where safety protocols and proper training are essential. HR professionals also need to be aware of mental health and family support services for medical professionals, and may be called upon to build staff well-being and diversity and inclusion initiatives.
mavo // Shutterstock
#12. Educational services
– Median salary for human resources workers: $61,850
— Human resources managers: $119,620
— Human resources specialists: $61,660
— Human resources assistants (except payroll/timekeeping): $47,520
Educational services jobs include those who are looking to be professors and teachers. Academic careers are often extremely competitive, with academic institutions seriously considering the caliber of faculty they are hiring. HR professionals in this industry may also be the bridge between administrators and faculty and teachers’ unions, ensuring that benefits administration, required training, employee handbooks, and policies and procedures are in compliance.
fizkes // Shutterstock
#11. Construction
– Median salary for human resources workers: $62,310
— Human resources managers: $102,900
— Human resources specialists: $62,320
— Human resources assistants (except payroll/timekeeping): $42,650
Many construction jobs are physically demanding, and as such will require those working in HR to be on top of policies for workplace safety, training, and processing injury or accident cases. Human resources professionals who recruit for construction jobs will have to look for those who encompass a wide variety of skill sets. As with most jobs, they will have to find people who are properly trained, skilled, and dependable enough to accomplish the tasks required in construction work.
GaudiLab // Shutterstock
#10. Real estate and rental/leasing
– Median salary for human resources workers: $64,120
— Human resources managers: $125,430
— Human resources specialists: $64,120
— Human resources assistants (except payroll/timekeeping): $47,180
Those working in real estate, rental, and leasing occupations are typically involved in helping others find the perfect home or apartment to buy or rent. HR professionals in this field help a real estate agency or office with internal operations, ranging from legal compliance to tracking commissions and payroll processes. Staff recruiters in these fields need to have good judgment as they screen potential applicants, and it may help to know the market for potential homes.
Jirapong Manustrong // Shutterstock
#9. Wholesale trade
– Median salary for human resources workers: $67,340
— Human resources managers: $128,060
— Human resources specialists: $67,130
— Human resources assistants (except payroll/timekeeping): $46,910
People in the wholesale trade industry are typically those who work in occupations like wholesale merchandise. HR recruiters who hire for the industry will need to make sure that they find candidates who have a good sense of how global events may impact shipping and supply chains. In recent years the pandemic and related labor shortages have slowed shipping down, which has also impacted wholesaling. HR professionals placing people in wholesale trade will want to make sure they are hiring candidates with a solid understanding of the trends in logistics and global trade.
wavebreakmedia // Shutterstock
#8. Manufacturing
– Median salary for human resources workers: $73,040
— Human resources managers: $125,080
— Human resources specialists: $72,370
— Human resources assistants (except payroll/timekeeping): $44,260
The manufacturing sector is made up of those who are engaged in the physical, mechanical, or chemical production of autos, electronics, and other finished products. A wide variety of occupations count as manufacturing, from those who work primarily with their hands in factories to engineers who work mainly with chemicals and need specialized degrees and training. As employees work in an environment with equipment and machinery, HR workers need to ensure that company policies around workplace safety, employee health, and new hire training are always up to date, among other duties.
mavo // Shutterstock
#7. Federal, state, and local government
– Median salary for human resources workers: $75,170
— Human resources managers: $102,520
— Human resources specialists: $74,840
— Human resources assistants (except payroll/timekeeping): $47,600
Those who work in the federal, state, and local government sectors do everything from managing parks and recreation departments to managing caseloads in the federal judiciary. The federal government typically has preset pay bands for employees, so salaries are less subject to market fluctuations and performance than those in other industries. Though HR managers will not need to focus on compensation issues as they would in the private sector, they still have to ensure that policies meet federal standards, especially around ensuring equal opportunity hiring.
Pixel-Shot // Shutterstock
#5. Management of companies and enterprises (tie)
– Median salary for human resources workers: $76,040
— Human resources managers: $130,340
— Human resources specialists: $75,650
— Human resources assistants (except payroll/timekeeping): $46,640
With typically higher salaries than others in their organizations, HR professionals in the business sector often oversee the complex internal operations of companies across many kinds of industries, sales, and services. Whether working at a small business with less than 100 people or a multinational corporation with thousands, HR managers must work closely with executive leadership to develop strategic planning for hiring, assist with organizational structure and manager training, implement employment benefits programs, develop diversity and inclusion policies, and also field any personnel or compliance issues that may arise. Recruiting C-suite and executive roles is one of the most specialized in the HR field, as well as the highest paying for outside recruiters.
Branislav Nenin // Shutterstock
#5. Mining (tie)
– Median salary for human resources workers: $76,040
— Human resources managers: $126,650
— Human resources specialists: $76,040
— Human resources assistants (except payroll/timekeeping): $48,470
Mining has historically been a dangerous industry for workers who’ve had to run operations deep underground, or—when it comes to global job placement for mining engineers—in remote conditions or the extreme weather of Arctic or tropical environments. With such high-risk work sites, HR professionals need to ensure that they have safety and job site training policies up to industry standards, and may need to be well-versed in workers’ benefits and benefits policy requirements across different countries or states.
Prostock-studio // Shutterstock
#4. Finance and insurance
– Median salary for human resources workers: $76,700
— Human resources managers: $131,710
— Human resources specialists: $76,450
— Human resources assistants (except payroll/timekeeping): $46,960
Finance and insurance are typically two highly compensated industries, so companies need to work with their HR professional to ensure they offer competitive benefits, well-being programs, and compensation to attract workers. As with many industries that work with financial services, HR professionals also need to be well-versed in compliance issues and ensuring that employee handbooks and workplace training ensure that employees are aware of ethics, best practices, and legal requirements in their work. Human resources departments are also the link between staffers and administrators when it comes to mediating any personnel matters, as well as implementing diversity, equity, and inclusion programs and benefits administration.
fizkes // Shutterstock
#3. Professional, scientific, and technical services
– Median salary for human resources workers: $76,920
— Human resources managers: $133,980
— Human resources specialists: $76,920
— Human resources assistants (except payroll/timekeeping): $46,910
The professional, scientific, and technical services industry encompasses everything from scientists who work for labs, to pharmacologists who synthesize new drugs. HR professionals may also need to be aware of special training requirements, particularly in health and safety regulations, for employees who will be in lab settings and working with chemicals or highly sensitive equipment. For those who are tasked with hiring the ideal candidates to fulfill highly skilled roles may need specialized technical or scientific knowledge themselves, and may be compensated accordingly well.
fizkes // Shutterstock
#2. Utilities
– Median salary for human resources workers: $81,050
— Human resources managers: $132,270
— Human resources specialists: $80,510
— Human resources assistants (except payroll/timekeeping): $61,100
Those who work in utilities play a part in the provision of everything from natural gas to electric power to steam supply. These positions are often highly lucrative and require many years of training and study. The overall high salaries of those engaged in the field may be responsible in part for the higher salaries commanded by HR workers in the energy and utilities field.
DC Studio // Shutterstock
#1. Information
– Median salary for human resources workers: $82,240
— Human resources managers: $163,360
— Human resources specialists: $81,660
— Human resources assistants (except payroll/timekeeping): $47,330
People in the information industry capture value from knowledge and data. This has become a particularly lucrative and popular sector in the internet age, with companies looking to use data to drive sales and accomplish other business goals. This means that companies may be willing to pay more to HR workers who can help them develop office benefits, well-being, and compensation programs to help retain highly sought-after tech workers. In this competitive field, negotiating salaries, successfully recruiting in-demand workers, and retaining employees will all be essential skills.
This story originally appeared on Pyn and was produced and
distributed in partnership with Stacker Studio.
You walk into a fast-food restaurant on your lunch break. You don’t see a cashier but instead a self-service kiosk, a technology that is becoming the new norm in eateries across the country. The kiosks usually offer customers a menu to scroll through and pictures of meals and specials with prompts to select their food and submit their payment in one place.
Self-service kiosks are big business. In fact, the market for self-service products is expected to grow from a $40.3 billion market value in 2022 to $63 billion by 2027, according to a report from BCC Research. Consumers do have mixed opinions about the kiosks, but about 3 out of 5 surveyed consumers reported that they were likely to use self-service kiosks, according to the National Restaurant Association. The technology, while expensive, can boost businesses’ bottom lines in the long run.
Task Group summarized the rise in digital ordering over the past couple of years, its acceptance among customers, and a cost analysis of adopting the technology.
Self-service kiosks—digital machines or display booths—are generally placed in high-traffic areas. They can be used for different reasons, including navigating a store or promoting a product. Interactive self-service kiosks in particular are meant for consumers to place orders with little to no assistance from employees.
The idea of kiosks isn’t new. The concept of self-service was first introduced in the 1880s when the first types of kiosks appeared as vending machines selling items like gum and postcards. In the present age of technology, the trend of self-service has only grown. Restaurants such as McDonald’s and Starbucks have already tried out cashierless technology.
From a business perspective, the kiosks offer a huge upside. While many employers are looking for workers, they’re having a hard time finding staff. In the midst of the COVID-19 pandemic, employers struggled with a severe employee shortage. Since then, the problem has continued. In 2022, the National Restaurant Association reported that 65% of restaurant operators didn’t have enough workers on staff to meet consumer demand. With labor shortages running rampant, cashierless technology could help restaurants fill in for the lack of human employees.
The initial investment for the kiosks can be high. The general cost per kiosk is difficult to quantify, with one manufacturer estimating a range of $1,500 to $20,000 per station. However, with the use of kiosks, restaurants may not need as many cashiers or front-end employees, instead reallocating workers’ time to other tasks.
In May 2022, the hourly mean wage for cashiers who worked in restaurants and other eating establishments was $12.99, according to the Bureau of Labor Statistics. Kiosks could cost less money than a cashier in the long run.
But how do the customers themselves feel about the growing trend? According to a Deloitte survey, 62% of respondents report that they were “somewhat likely” to order from a cashierless restaurant if given the chance to do so. The same survey reported that only 19% of respondents had experience with a cashierless restaurant.
What would it mean for society if restaurants did decide to go completely cashierless? Well, millions of positions would likely no longer be necessary. One report suggests 82% of restaurant positions could be replaced by robots, a prospect making automation appealing to owners who can’t find staff to hire.
Due to the ongoing labor shortage, employers have tried raising employee wages. Papa John’s, Texas Roadhouse, and Chipotle were among the restaurant companies that increased employee pay or offered bonuses in an attempt to hire and retain more workers. Meanwhile, some companies have decided to use technology to perform those jobs instead, so that they wouldn’t have to put effort into hiring or focus their existing staff on other roles.
Story editing by Ashleigh Graf and Jeff Inglis. Copy editing by Tim Bruns.
It’s well-documented that the surest, and often best, return on investments comes from playing the long game. But between stocks and real estate, which is the stronger bet?
To find out, financial planning firm Wealth Enhancement Group analyzed data from academic research, Standard and Poor’s, and Nareit to see how real estate compares to stocks as an investment.
Data going back to 1870 shows the well-established power of real estate as a powerful “long-run investment.” From 1870-2015, and after adjusting for inflation, real estate produced an average annual return of 7.05%, compared to 6.89% for equities. These findings, published in the 2019 issue of The Quarterly Journal of Economics, illustrate that stocks can deviate as much as 22% from their average, while housing only spreads out 10%. That’s because despite having comparable returns, stocks are inherently more volatile due to following the whims of the business cycle.
Real estate has inherent benefits, from unlocking cash flow and offering tax breaks to building equity and protecting investors from inflation. Investments here also help to diversify a portfolio, whether via physical properties or a real estate investment trust. Investors can track markets with standard resources that include the S&P CoreLogic Case-Shiller Home Price Indices, which tracks residential real estate prices; the Nareit U.S. Real Estate Index, which gathers data on the real estate investment trust, or REIT, industry; and the S&P 500, which tracks the stocks of 500 of the largest companies in the U.S.
High interest rates and a competitive market dampened the flurry of real-estate investments made in the last four years. The rise in interest rates equates to a bigger borrowing cost for investors, which can spell big reductions in profit margins. That, combined with the risk of high vacancies, difficult tenants, or hidden structural problems, can make real estate investing a less attractive option—especially for first-time investors.
Keep reading to learn more about whether real estate is a good investment today and how it stacks up against the stock market.
Wealth Enhancement Group
Stocks and housing have both done well
REITs can offer investors the stability of real estate returns without bidding wars or hefty down payments. A hybrid model of stocks and real estate, REITs allow the average person to invest in businesses that finance or own income-generating properties.
REITs delivered slightly better returns than the S&P 500 over the past 20-, 25-, and 50-year blocks. However, in the short term—the last 10 years, for instance—stocks outperformed REITs with a 12% return versus 9.5%, according to data compiled by The Motley Fool investor publication.
Whether a new normal is emerging that stocks will continue to offer higher REITs remains to be seen.
This year, the S&P 500 reached an all-time high, courtesy of investor enthusiasm in speculative tech such as artificial intelligence. However, just seven tech companies, dubbed “The Magnificent 7,” are responsible for an outsized amount of the S&P’s returns last year, creating worry that there may be a tech bubble.
While indexes keep a pulse on investment performance, they don’t always tell the whole story. The Case-Shiller Index only measures housing prices, for example, which leaves out rental income (profit) or maintenance costs (loss) when calculating the return on residential real estate investment.
Wealth Enhancement Group
Housing returns have been strong globally too
Like its American peers, the global real estate market in industrialized nations offers comparable returns to the international stock market.
Over the long term, returns on stocks in industrialized nations is 7%, including dividends, and 7.2% in global real estate, including rental income some investors receive from properties. Investing internationally may have more risk for American buyers, who are less likely to know local rules and regulations in foreign countries; however, global markets may offer opportunities for a higher return. For instance, Portugal’s real estate market is booming due to international visitors deciding to move there for a better quality of life. Portugal’s housing offers a 6.3% return in the long term, versus only 4.3% for its stock market.
For those with deep enough pockets to stay in, investing in housing will almost always bear out as long as the buyer has enough equity to manage unforeseen expenses and wait out vacancies or slumps in the market. Real estate promises to appreciate over the long term, offers an opportunity to collect rent for income, and allows investors to leverage borrowed capital to increase additional returns on investment.
Above all, though, the diversification of assets is the surest way to guarantee a strong return on investments. Spreading investments across different assets increases potential returns and mitigates risk.
Story editing by Nicole Caldwell. Copy editing by Paris Close. Photo selection by Lacy Kerrick.
This story originally appeared on Wealth Enhancement Group and was produced and
distributed in partnership with Stacker Studio.
In today’s digital climate, consuming sports has never been easier. Thanks to a plethora of streaming sites, alternative broadcasts, and advancements to home entertainment systems, the average fan has myriad options to watch and learn about their favorite teams at the touch of a button—all without ever having to leave the couch.
As a result, more and more sports venues have committed to improving and modernizing their facilities and fan experiences to compete with at-home audiences. Consider using mobile ticketing and parking passes, self-service kiosks for entry and ordering food, enhanced video boards, and jumbotrons that supply data analytics and high-definition replays. These innovations and upgrades are meant to draw more revenue and attract various sponsored partners. They also deliver unique and convenient in-person experiences that rival and outmatch traditional ways of enjoying games.
In Los Angeles, the Rams and Chargers’ SoFi Stadium has become the gold standard for football venues. It’s an architectural wonder with closer views, enhanced hospitality, and a translucent roof that cools the stadium’s internal temperature.
The Texas Rangers’ ballpark, Globe Life Field, added field-level suites and lounges that resemble the look and feel of a sports bar. Meanwhile, the Los Angeles Clippers are building a new arena (in addition to retail space, team offices, and an outdoor public plaza) that will seat 18,000 people and feature a fan section called The Wall, which will regulate attire and rooting interest.
It’s no longer acceptable to operate with old-school facilities and technology. Just look at Commanders Field (formerly FedExField), home of the Washington Commanders, which has faced criticism for its faulty barriers, leaking ceilings, poor food options, and long lines. Understandably, the team has been attempting to find a new location to build a state-of-the-art stadium and keep up with the demand for high-end amenities.
As more organizations audit their stadiums and arenas and keep up with technological innovations, Uniqode compiled a list of the latest tech advancements to coax—and keep—fans inside venues.
Jeff Gritchen/MediaNews Group/Orange County Register // Getty Images
Just Walk Out technology
After successfully installing its first cashierless grocery store in 2020, Amazon has continued to put its tracking technology into practice.
In 2023, the Seahawks incorporated Just Walk Out technology at various merchandise stores throughout Lumen Field, allowing fans to purchase items with a swipe and scan of their palms.
The radio-frequency identification system, which involves overhead cameras and computer vision, is a substitute for cashiers and eliminates long lines.
RFID is now found in a handful of stadiums and arenas nationwide. These stores have already curbed checkout wait times, eliminated theft, and freed up workers to assist shoppers, according to Jon Jenkins, vice president of Just Walk Out tech.
Billie Weiss/Boston Red Sox // Getty Images
Self-serve kiosks
In the same vein as Amazon’s self-scanning technology, self-serve kiosks have become a more integrated part of professional stadiums and arenas over the last few years. Some of these function as top-tier vending machines with canned beers and nonalcoholic drinks, shuffling lines quicker with virtual bartenders capable of spinning cocktails and mixed drinks.
The kiosks extend past beverages, as many college and professional venues have started using them to scan printed and digital tickets for more efficient entrance. It’s an effort to cut down lines and limit the more tedious aspects of in-person attendance, and it’s led various competing kiosk brands to provide their specific conveniences.
Kyle Rivas // Getty Images
Mobile ordering
Is there anything worse than navigating the concourse for food and alcohol and subsequently missing a go-ahead home run, clutch double play, or diving catch?
Within the last few years, more stadiums have eliminated those worries thanks to contactless mobile ordering. Fans can select food and drink items online on their phones to be delivered right to their seats. Nearly half of consumers said mobile app ordering would influence them to make more restaurant purchases, according to a 2020 study at PYMNTS. Another study showed a 22% increase in order size.
Many venues, including Yankee Stadium, have taken notice and now offer personalized deliveries in certain sections and established mobile order pick-up zones throughout the ballpark.
Darrian Traynor // Getty Images
QR codes at seats
Need to remember a player’s name? Want to look up an opponent’s statistics at halftime? The team at Digital Seat Media has you covered.
Thus far, the company has added seat tags to more than 50 venues—including two NFL stadiums—with QR codes to promote more engagement with the product on the field. After scanning the code, fans can access augmented reality features, look up rosters and scores, participate in sponsorship integrations, and answer fan polls on the mobile platform.
Boris Streubel/Getty Images for DFL // Getty Images
Real-time data analytics and generative AI
As more venues look to reinvigorate the in-stadium experience, some have started using generative artificial intelligence and real-time data analytics. Though not used widely yet, generative AI tools can create new content—text, imagery, or music—in conjunction with the game, providing updates, instant replays, and location-based dining suggestions
Last year, the Masters golf tournament even began including AI score projections in its mobile app. Real-time data is streamlining various stadium pitfalls, allowing operation managers to monitor staffing issues at busy food spots, adjust parking flows, and alert custodians to dirty or damaged bathrooms. The data also helps with security measures. Open up an app at a venue like the Honda Center in Anaheim, California, and report safety issues or belligerent fans to help better target disruptions and preserve an enjoyable experience.
Story editing by Nicole Caldwell. Copy editing by Paris Close. Photo selection by Lacy Kerrick.
This story originally appeared on Uniqode and was produced and
distributed in partnership with Stacker Studio.
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