Salary of an hr: HR Representative I Salary | Salary.com

Here’s How Much You’ll Get Paid if You’re Looking for a Job in HR

With the exception of finance, HR is the department most familiar with employee salaries. It should come as no surprise that HR professionals know how to negotiate for competitive compensation.

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In fact, the Bureau of Labor Statistics (BLS) estimates that HR specialists bring home a median amount of $59,180 and HR Managers an impressive $106,910—well above the cross-industry median of $44,668.

According to Namely’s database of over 1,000 companies, the average HR salary across all levels of experience is $98,048. That’s quite promising, but we wanted to dig deeper. We set out to understand how company size affects compensation, which job titles receive the most competitive salaries, and how HR professionals are valued at each stage of their career.

Here’s what the data had to say.

Impact of Company Size

It’s fair to assume that more established companies typically offer more competitive salaries than their smaller counterparts. The BLS shows that the average hourly worker at a company with 500+ employees earns nearly twice the total compensation of an employee at a company with under 50 employees. It seems pretty cut and dry, but when it comes to HR, our data revealed a different trend at play:

While small companies do pay less than large companies, 101-300 employees appears to be the sweet spot for the most competitive HR salaries. Surprisingly, in companies with 101-300 employees, HR actually makes 3% more than those at companies with over 300 employees. This may be because companies with 101-300 employees often have small but nimble HR teams, with one or two critical members. As department headcount increases, the average HR team salary could also decrease as a result.

Impact of Job Title and Level

Job titles are indicative of career advancement and company status. To gauge trends in compensation, we started by looking at the salary data for the most common job titles in HR.

Unsurprisingly, upward mobility in title or level is rewarded with appropriate compensation. This data confirms that the HR career trajectory is promising for anyone looking for long-term advancement. To glean broader insights, we expanded our search to include all HR titles as they correspond to three tiers: entry-level, mid-level, and senior-level.

With a 58% salary jump between entry- and mid-level, and a significant 121% jump between mid- and senior-level, there’s clearly dramatic growth potential for HR professionals. However, both company size and job tier can impact HR salaries simultaneously, so we looked to see if the 101-300 employee range is still the salary “sweet spot” across job levels.

For entry-level and senior-level roles, companies at the 100-employee mark see moderate salary growth relative to employee headcount. What jumps out, however, is how much mid-level HR employees are valued at companies with 101-300 employees. This group makes 23% more than in companies with under 100 employees—and most surprisingly, 27% more than peers at companies with 300+ employees.

With an average ratio of three HR employees for every 100 employees, a company in the sweet spot may have only one or two people leading their core HR function. With such a small team, it’s possible that job titles deemed “mid-level” actually represent the most senior HR roles within the company. When companies grow to 300+ employees, HR teams scale accordingly, which puts mid-level HR professionals at mid-sized companies in the best position to receive the most competitive compensation.

This article was originally published on Namely. It has been republished here with permission.

Namely is the all-in-one HR, payroll, and benefits platform built for today’s employees. On the Namely Blog, you can read up on workplace trends, HR news, and stories from the intersection of work and life. Follow them on Twitter @NamelyHR.

More from Rachel Bolsu of Namely

HR Specialist Salary in Chicago 2023 (Updated Daily)

HR Specialist jobs in Chicago

Human Resources Intern

PerkSpot

Chicago

2 days ago

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Summer Intern – Human Resources (DEI)

OCC

Chicago

1 week ago

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Human Resources Business Partner (HRBP)

Snapsheet

Chicago

3 weeks ago

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Advisor, HR Business Partner

Intelsat

Chicago

1 week ago

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HR Mobility Specialist

IMC Trading

Chicago

1 week ago

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Functional HR Business Partner

project44

Chicago

2 weeks ago

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HR Business Partner

Beyond Finance

Chicago

2 weeks ago

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HR Operations Lead

IMC Trading

Chicago

3 months ago

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Senior HR Business Partner

IMC Trading

Chicago

7 months ago

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Senior Director, Technology Lead – HR Transformation

McDonald’s Global Technology

Chicago

2 weeks ago

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Senior Director, Functional Solutions Lead – HR Transformation

McDonald’s Global Technology

Chicago

2 weeks ago

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HR Generalist

Spark Hire

Chicago

3 days ago

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HR Specialist Salary ranges

The most common HR Specialist salary in Chicago is between $70k – $80k.

Average HR Specialist Salary by Company Size

People with the job title HR Specialist make the most at companies with 1,000+ employees, earning $83,600 on average.

HR Specialist Salary by gender

The average HR Specialist salary for women is $75,973 and the average HR Specialist salary for men is $75,531.

HR Specialist Salary by Years of Experience

The average salary for a HR Specialist with 7+ years of experience is $76,708.

Average HR + Recruiting salaries in Chicago

Skills that affect HR Specialist salaries in Chicago

1

HR Operations

7% have this skill

2

Onboarding

6% have this skill

3

Policy and Process Development

6% have this skill

4

Employee Relations

5% have this skill

5

Employee Development & Training

5% have this skill

6

Talent Strategy

5% have this skill

Recent HR Specialist salaries in Chicago

$70,000

Yearly Salary

A HR Talent Acquistion Specilalist reported a yearly salary of $70,000 with +$8,500 in additional cash compensation

1-3 Years of Experience

Female

201-500 Employees

Chicago

$78,000

Yearly Salary

A HR Generalist II reported a yearly salary of $78,000 with +$4,000 in additional cash compensation

3-5 Years of Experience

Female

201-500 Employees

Chicago

$65,000

Yearly Salary

A HR Generalist reported a yearly salary of $65,000

3-5 Years of Experience

Female

11-50 Employees

Chicago

$120,000

Yearly Salary

A HR Business Partner reported a yearly salary of $120,000

3-5 Years of Experience

Female

1,000+ Employees

Chicago

$75,000

Yearly Salary

A People Operations Specialist reported a yearly salary of $75,000

7+ Years of Experience

Male

501-1,000 Employees

Chicago

$100,000

Yearly Salary

A Human Resources Experience Manager reported a yearly salary of $100,000

3-5 Years of Experience

Male

11-50 Employees

Chicago

$121,000

Yearly Salary

A People Operations Partner reported a yearly salary of $121,000

3-5 Years of Experience

Female

51-200 Employees

Chicago

$70,000

Yearly Salary

A People Talent Partner reported a yearly salary of $70,000 with +$10,000 in additional cash compensation

3-5 Years of Experience

Prefer not to say

51-200 Employees

Chicago

$70,000

Yearly Salary

A People Operations Specialist reported a yearly salary of $70,000 with +$5,000 in additional cash compensation

1-3 Years of Experience

Prefer not to say

51-200 Employees

Chicago

$70,000

Yearly Salary

A People Partner reported a yearly salary of $70,000

5-7 Years of Experience

Female

201-500 Employees

Chicago

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Salaries//HR + Recruiting//HR Specialist

Minimum and average salary in Canada 2023

Jan

Indicator	Meaning	Period
Minimum wage	15. 5 CAD/hour | 1859.489 USD/month	2022
Salary	29.09 USD/hour | 3489.84 USD/month	Nov. 2022
Average hourly wage	$33.72 | $25.283	2023
Wage growth	4.2%	Nov. 2022
Salary in the manufacturing industry	29.99 USD/hour | 3597.811 USD/month	Nov. 2022

• Minimum
• Avg. Salary
• Hourly wage
• Salary increase
• Processing prom.

Latest Canadian Minimum Wage (CAD/hour)

• Chart
• History

What is the minimum wage in Canada?

• The Minimum Wage in Canada increased to 15.5 CAD/hour (1859.489 USD/Month) in 2022. The maximum minimum wage was 14.25 CAD/hour and minimum was 1 CAD/hour
• Data published Yearly by Statistics Office.

15.5	2022	06/30/2022
15	2022	03/14/2022
14. 35	2021	07/21/2021
14.25	2020	02/22/2021
14	2020	08/11/2020
14	2019	03/18/2019
14	2018	01/19/2018
11.4	2017	08/11/2017

Minimum Wage History by prime ministers (CAD/hour)

Minimum Wages in Canada by prime ministers

Name	Period	Start.	Con.	Max.	Min.	Change % start/end
Justin Trudeau	04.11.2015 –	11.4000	14.0000	14.0000	11.4000	22.81%

Latest data on Wages in Canada (CAD/hour)

• Chart
• History

What is the average salary in Canada?

• Average Wage in Canada increased to 29.09 CAD/Hour (3489.84 USD/Month) in November 2022. The maximum wage for Average Wage was 28.02 CAD/Hour and minimum was 13.73 CAD/Hour
• Data published Monthly by the Department of Statistics.

29.09	but I. 2022	01/28/2023
28.96	oct. 2022	12/24/2022
28.75	sept. 2022	11/26/2022
28.38	Aug. 2022	10/29/2022
28.29	Jul. 2022	10/01/2022
28.61	Jun. 2022	08/27/2022
28.45	May 2022	07/30/2022
28. 68	Apr. 2022	06/25/2022

Salary History by prime ministers (CAD/hour)

Salary in Canada by prime ministers

Canadian Average Hourly Wage (CAD) 9 latest data0067

• Schedule
• History

What is the average hourly wage in Canada?

• Average Hourly Wage in Canada increased to 33. 72 CAD (25.283 USD) in January 2023. The maximum level was 31.25 CAD and minimum was 15.88 CAD
• Data published Monthly by the Department of Statistics.

33.72	Jan. 2023	02/10/2023
32.85	dec. 2022	01/06/2023
32.85	but I. 2022	02.12.2022
32.73	oct. 2022	04.11.2022
32.51	sept. 2022	10/07/2022
32. 52	Aug. 2022	09/09/2022
32.37	Jul. 2022	08/05/2022
32.37	Jun. 2022	07/08/2022

History of Average Hourly Wage by prime ministers (CAD)

Average Hourly Wage in Canada by prime ministers

Latest Canadian Wage Growth (%)

• Chart
• History

What is the increase in wages in Canada?

• Wage Growth in Canada increased by 4. 2 % in November 2022 over the same month in the previous year. The maximum growth rate reached 10.3%, and the minimum -0.4%
• Data published Monthly by the Department of Statistics.

4.2	but I. 2022	01/26/2023
3.4	oct. 2022	12/22/2022
3.5	sept. 2022	11/24/2022
3.2	Aug. 2022	10/27/2022
2.9	Jul. 2022	09/29/2022
3. 5	Jun. 2022	08/25/2022
2.5	May 2022	07/28/2022
4.3	Mar. 2022	05/26/2022

History of Wage Growth YoY by prime ministers (%)

Wage Growth in Canada by prime ministers

Latest data on Manufacturing Wages in Canada (CAD/hour)

• Chart
• History

What is the salary in the manufacturing industry in Canada?

• The average manufacturing wage in Canada increased to 29. 99 CAD/hour (3597.811 USD/month). The maximum size was 28.39CAD/hour, and the minimum is 14.96 CAD/hour
• Data published Monthly by the Department of Statistics.

29.99	but I. 2022	01/28/2023
29.8	oct. 2022	12/24/2022
29.44	sept. 2022	11/26/2022
29.31	Aug. 2022	10/29/2022
29.21	Jul. 2022	01.10.2022
29. 03	Jun. 2022	08/27/2022
28.18	May 2022	07/30/2022
28.67	Apr. 2022	06/25/2022

History of Manufacturing Wages by prime ministers (CAD/hour)

Manufacturing Wages in Canada by prime ministers

Hourly salary – operation manual

Our focus is on modern companies from the service sector: consulting and auditing business, IT integrators and so on.

Let’s try to consider the questions in detail:

1. What is the hourly wage?
2. What are the advantages of hourly wages?
3. What difficulties arise when introducing such a payment system?
4. How to automate payroll for hourly wages?

What is the hourly wage?

Hourly wages are a special case of time wages. It is used in case of complexity or unnecessary work rationing.

In its simplest form, this is payment for each hour of work without reference to the result. But for modern companies in the service sector, hourly pay is part of a complex and balanced system of staff motivation, which allows you to flexibly respond to different production and work schedules.

From the point of view of legislation, we are talking about a time-based (tariff) system of remuneration, or rather, a bonus-time system.

Let’s say more – hourly wages, in the context of the business in question, this is not so much a story about accounting and payroll, but a story about a business philosophy in which employees’ time is the main value. Such companies sell the time and competencies of their employees in the form of various services, calculate the cost per unit of time, and motivate staff to use time efficiently. It is logical that it is more correct for them to pay for the work of employees with reference to output.

Important Notes:

1. Hourly wages do not mean that an employee works “as much as they want”. But it allows using a single motivation system for employees with different work schedules, including flexible ones.
2. Hourly pay in no way cancels or replaces employee performance evaluation and evaluation-based motivation.

And what about “them”?

In Western labor markets, hourly pay is the norm, most companies work with this model. In the USA, even the minimum wage is set at 1 man-hour. Why is that?

Hourly pay is a more marketable and fair way of employee-employer relationship. The employee sells his time to the company, and the company buys it. Social obligations make their adjustments, but in its purest form, time is just a commodity.

But in Russia, a long history of a planned economy, “leveling”, an 8-hour working day “from whistle to whistle” in all sectors of the economy has led to the fact that even after 25 years of market relations, hourly wages are rare.

Benefits for the employer

Increasing the motivation of the team

First, the perception of the relationship between the employee and the company is changing. In the case of a salary, employees can be motivated for the result, but they value the time itself less, since it is paid “by default”. When paid by the hour, even if the employee’s schedule does not change, the understanding comes that each specific hour has a price. If a company sells the time and competencies of its employees, then it would be better for employees to appreciate every hour.

Secondly, the transparency of work is increased. Time is taken into account through timesheets, and even if the schedule is a regular 40-hour week, the timesheet is still filled in to understand exactly what tasks the time was spent on. Timesheets are consistent and the company’s management has a deeper understanding of the ongoing processes, which allows them to make decisions. Employees, in turn, know that timesheets are consistent and think about how they will explain this or that waste of time.

Easier to keep track of work for clients and projects

Companies in the professional services sector most often record time for clients and projects. Accounting is needed for managing the economy, billing time-based services, estimating utilization (payload), and so on. Time is tracked through timesheets and there are certain difficulties in maintaining discipline and the quality of filling in timesheets. Hourly pay naturally helps to solve the problem of filling timesheets – employees not only report on the work on the project, but also present their hours “for payment”, which increases the level of importance of timesheets in their eyes.

More flexibility in spending

The market is unstable – if there is a need for employees now, it is not a fact that there will be a need tomorrow. It is optimal for a business to pay only for the necessary time, thereby ensuring 100% payload. In real conditions, it is rare to use such a scheme – there is labor legislation, there are employee needs. But it is partially possible.

For example, employees often work more than 40 hours a week during peak project hours. Workers can recycle “for free”, but it usually doesn’t last long. In addition, there are always workaholics in companies who are only happy to work more, and there are employees who are not ready to work more than 8 hours. Paying by the hour naturally solves the problem – you can simply allow a large output and pay for it.

In times of downtime and lack of project workload, on the contrary, some employees may agree to a reduction in the schedule. In very difficult situations, schedule reduction is an alternative to downsizing. With partial use of outstaffing, maneuverability is even greater, because often the schedules of such employees can be adjusted quickly and significantly.

Benefits for the employee

Hourly pay gives flexibility in the relationship between the company and the employee, which is important in today’s labor market. You can see trends towards an increase in remote work, flexible schedules and other manifestations of the liberalization of labor relations.

It’s hard to imagine how Generation Z (born since 2000) will come to work at 8:00, have lunch at 1:00, and leave the office at 17:00. Already now, a flexible schedule, in many companies, is the norm. The next step is hourly wages.

Ideally, an hourly wage allows an employee to:

1. Get paid if he is willing to work more than the general norm.
2. Agree with the company to reduce the schedule.
3. Redistribute schedule. For example, in some period to work more, and next month to take an extra day off.

Rarely, but there are companies in which you don’t even need to negotiate with the company to change the schedule – there is a backlash, for example, it is allowed to work 32-48 hours a week, within which employees themselves decide how much they are ready to work every day. It is convenient and gives more freedom, which is so appreciated by the new generation.

What are the difficulties in introducing and in the process of applying

Employee resistance to the introduction of hourly pay

Low-skilled and conservative-minded employees sometimes perceive hourly pay with hostility. They agree to a much lower fixed salary than the hourly rate * 168 hours (norm per month). There is both distrust and fear of the new.

To avoid excesses, it is necessary to understand well the mood in the team and prepare it for the introduction of hourly wages.

Strict timesheet required

Hourly pay requires the appropriate business processes. Employees must responsibly and timely complete timesheets with an acceptable level of detail. Timesheets require approval and accounting for payroll.

Recommendations for the introduction of hourly wages

Phased implementation

It is not necessary to switch to hourly wages abruptly and categorically. The process can be done in stages. For example, at the first step, enter a time sheet. At the second step, enter an hourly payroll, but it is based not on timesheets, but on a 40-hour week, while sending employees payroll sheets indicating output. And the third step is to introduce payroll based on timesheet data.

There are always exceptions

For creatives and highly qualified employees whose work is not directly related to the provision of services to clients, it is rather not recommended to enter hourly pay. For example, these are leading programmers, researchers, and the like. Managing such employees is a separate art, because they need even more freedom and trust from the company.

Timesheet automation

It is important to automate timesheets because the culture of working with timesheets is poorly developed and the risks of process degradation are high.

The automated system requires:

1. Ability to work with timesheets, with a strict selection of work to be performed from lists.