How Many Jobs Are Available in Human Resources?

The field of human resources (HR) is experiencing high growth and significant demand for skilled professionals. As of 2024, the HR job market is steadily expanding, with a variety of roles becoming increasingly crucial in various sectors.

Below, we'll offer a full breakdown of current HR market trends, including demand for HR professionals, unemployment rates, the top HR roles, and more.

How Many HR Jobs Are There in the U.S.?

As of 2024, there are approximately 874,500 human resources specialists in the United States. The Bureau of Labor Statistics estimates that 51,400 HR specialist positions will open each year until 2032.

However, there's more to an HR career than just being a specialist. According to other research that analyzed current job openings, there were around 250,000 new openings in HR departments this year.

Overview of HR Job Market Trends

The trends in human resources show that experienced and hard-working individuals are needed now more than ever.

The Growth and Demand for HR Positions

The growth of HR positions spans multiple sectors. We've listed how many new Hr jobs each sector has provided.

• Business: 52,000
• Government: 12,000
• Healthcare: 15,000
• Manufacturing: 16,000

Additionally, many HR departments plan to expand their teams and hire for both new and vacated positions. A little over half of HR managers reported plans to hire, focusing on entry-level roles and management positions. This expansion contributes to maintaining low unemployment rates in the HR sector.

HR Unemployment Rates

The unemployment rate trends for human resources jobs reflect a strong and growing demand for HR professionals. The current unemployment rates for various HR roles are listed here.

• Training and development specialists: 1.4%
• HR assistants: 2.5%
• Payroll clerks: 2.9%
• HR managers: 3.5%

These rates are significantly lower than the overall national unemployment rate, which was 4.1% in June 2024. This high employment trend has been observed over several years, a fact which emphasizes the stability and growth of the HR job market.

8 In-Demand HR Roles

The HR field continues to evolve, and certain roles are in high demand due to their critical importance in organizational growth and management. Here are some of the most in-demand HR roles based on recent trends and industry analysis.

1. HR Generalist

HR generalists handle a variety of HR functions, including recruitment, employee relations, benefits administration, and compliance with labor laws. They are versatile professionals who can manage multiple aspects of HR operations.

Because companies of all sizes need HR generalists to ensure smooth human resources operations, they will continually remain in high demand.

2. HR Manager

Closely related to HR generalists, HR managers oversee the HR department and implement policies and procedures. They are responsible for recruitment strategies, talent management, and sometimes evaluating staff.

The need for strategic leadership in HR is a major reason for the demand for HR managers. They play a crucial role in developing and retaining talent, which is essential for business growth.

3. Executive Recruiter

Executive recruiters focus on identifying, attracting, and hiring top talent for the organization. They handle the full recruitment cycle from job posting to onboarding.

With the competitive job market, organizations are investing heavily in recruitment to secure top talent. The rise of specialized roles and the need for skilled professionals increase the demand for recruiters.

4. Compensation and Benefits Coordinator

These professionals design and manage employee compensation and benefits programs. They ensure that the organization's pay structure and benefits packages are competitive and compliant with legal requirements.

To attract and retain top talent, organizations need to offer competitive compensation and benefits, making this role highly important and in demand.

5. Training and Development Manager

Training and development managers focus on improving employee skills and knowledge through training programs. They assess training needs, develop curriculum, and conduct training sessions.

As companies focus on employee development and retention, the need for effective training programs has grown, driving demand for this role.

6. HR Analyst

HR analysts use data and analytics to help organizations make informed HR decisions. They analyze HR metrics and trends to improve processes like recruitment, retention, and employee engagement.

The increasing reliance on data-driven decision-making in HR processes has led to a growing demand for professionals who can interpret and leverage HR data.

7. Employee Relations Manager

Employee relations managers manage employee grievances, mediate conflicts, and ensure a positive working environment. They work to improve employee satisfaction and maintain compliance with labor laws.

Maintaining a positive work environment and handling employee issues effectively is crucial for organizational health, leading to high demand for this role.

8. Diversity and Inclusion Manager

These managers develop and implement diversity and inclusion strategies to create a more inclusive workplace. They focus on fostering a culture of diversity, equity, and inclusion within the organization.

The growing emphasis on diversity and inclusion in the workplace has made this role essential for many organizations looking to improve their workplace culture and comply with diversity-related regulations.

Hiring and Recruitment Trends

Despite the high demand and expansion plans for so many HR departments, 84% of hiring managers in HR departments report difficulties in finding skilled candidates. This has led to increased competition for top talent, particularly in roles requiring expertise in HR operations, recruitment, and compensation and benefits.

To attract and retain talent, employers are implementing future-forward measures such as:

• flexible work arrangements
• opportunities for learning and working with emerging technologies like AI
• competitive compensation and benefits
• programs promoting work-life balance

What Education Do I Need for an HR Job?

To pursue a career in human resources, you typically need a combination of formal education, certifications, and relevant experience.

Most entry-level HR positions require at least a bachelor's degree. Common fields of study include human resources management, business administration, psychology, or a related field. Beneficial courses for an HR career include:

• organizational behavior
• labor relations
• employment law
• compensation and benefits
• employee training and development

For more advanced or specialized HR roles, a master's degree can be advantageous. A Master of Science in human resources (MHR) or a Master of Business Administration (MBA) with a concentration in HR can provide deeper knowledge and skills. Higher-level positions, such as HR directors or vice presidents, often require or prefer candidates with advanced degrees.

Tips for Getting Into HR

After learning about how many jobs are available in HR, you may be interested in entering this career field. Follow the tips below to land a job.

Leverage Internships and Volunteer Work

While in college, participate in internships, even if it isn't required for earning your degree. These positions provide hands-on experience and can often lead to full-time roles after graduation.

Volunteering for HR roles in non-profit organizations can provide practical experience as well and help build your resume. This can include tasks like organizing recruitment drives, handling employee records, or assisting with training programs.

Get Professional Certifications

Professional certifications can significantly enhance your HR credentials. Below are a few of the top choices for those looking to get into the HR field.

• SHRM-CP (Society for Human Resource Management-Certified Professional): ideal for early- to mid-career professionals because it covers foundational HR knowledge and skills.
• SHRM-SCP (Society for Human Resource Management-Senior Certified Professional): geared towards senior HR professionals, focusing on strategic and policy-making aspects of HR
• PHR (Professional in Human Resources): suitable for HR professionals involved in program implementation, with a focus on operational aspects
• SPHR (Senior Professional in Human Resources): for senior professionals, emphasizing strategic and policy-making responsibilities
• aPHR (Associate Professional in Human Resources): an entry-level certification for those new to the HR field

Build a Strong Online Presence

In today's world, it's important to be active online. Use your LinkedIn profile to highlight your education, skills, internships, and any HR-related projects. With your strong profile, you can participate in HR communities to stay updated on industry trends and network with professionals.

If you're comfortable with writing, consider starting a blog or website where you discuss HR topics. This can demonstrate your knowledge and passion for the field to potential employers.

Network Strategically

To gain connections that can help you in your career, become a member of HR associations like SHRM or the HR Certification Institute (HRCI). Attend their conferences, webinars, and networking events to meet industry professionals and learn about job opportunities.

Gain Related Experience

If you're struggling to find an HR-specific role, consider starting in an administrative position within a company's HR department. This allows you to understand HR operations and transition into HR roles.

Another type of job you could enter temporarily is customer service. The interpersonal skills, conflict resolution abilities, and an understanding of organizational dynamics that you learn in those roles are applicable to HR positions.

Learn more: Getting an Entry-Level HR Job

Be Prepared for HR Technology

Understanding human resource information systems (HRIS) like SAP SuccessFactors, Workday, or Oracle HCM can be a major plus. Many HR roles require proficiency in these systems.

You should also have a basic knowledge of data analytics because HR increasingly relies on data to make informed decisions about hiring, training, and employee engagement.