Human resources managers

Name: Human resources managers: JobMarketHealth score
Creator: JobMarketHealth

SOC 11-3121 · 11-0000 · Score reference month August 2026

Plan, direct, or coordinate human resources activities and staff of an organization.

In short

The national Job Market Health score is in the Balanced band for August 2026.

How the score is built Data sources

Job Market Health score

51/ 100

Balanced

Stable

Confidence: High
Restated score: 51
Methodology: v1.0
Geography: US

At least 90% of required inputs and occupation-industry mapping are covered.

Job Market Health scores are derived indicators based on published data, informational only, not a forecast or guarantee.

$149,280Median annual wageOEWS May 2025

16,800Projected annual openingsBLS Employment Projections 2025-2035

+5.5%Projected growth2025–2035

220,660Total employmentOEWS May 2025

Latest interpretation

What stands out for human resources managers

The clearest signals from the latest validated score, outlook and metro data.

Occupation fundamentals is the strongest component

Occupation fundamentals scores 72/100, compared with 35/100 for current demand, a 37-point difference.

JobMarketHealth score components

Published long-term outlook

BLS projects 16,800 average annual openings and +5.5% employment growth from 2025 to 2035. Projected openings are a modeled annual average, not vacancies open today.

BLS Employment Projections

Largest published metro market

New York-Newark-Jersey City, NY-NJ has the largest published metro employment count for human resources managers, at 18,480 jobs. The next-largest published metro is Chicago-Naperville-Elgin, IL-IN with 10,810 jobs. This measures employment scale, not market quality.

BLS OEWS

Local market context

QCEW industry conditions for this occupation’s employment mix

State

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How to read this section

QCEW measures employment and wages by industry, not by occupation. We weight those industry conditions using the published industry mix for this occupation. These figures describe the industries that employ this occupation; they are not direct counts of people working in the occupation or jobs currently open.

Source: BLS QCEW. This section is not part of the national 0 to 100 Job Market Health score. See the methodology.

Compare states for human resources managersSide-by-side published industry conditions for two or three states. There is no state-level health score; the 0 to 100 score is national.

How to read this page

The score is a national composite from 0 to 100 that weights near term hiring demand at 50 percent, the occupation's own employment fundamentals at 30 percent, and long-term outlook at 20 percent. Wages and occupation profile details are context shown alongside it, not score inputs. See the full methodology.

Median annual wage and metro employment come from BLS OEWS, which is annual. Projected annual openings and projected growth come from BLS Employment Projections and describe the published projection horizon, so they are not a count of jobs open today. Values shown as not published are suppressed by the source rather than filled in here.

Job Market Health trend

Published composite score · 0–100 · by reference month

Latest published values

Aug 2651 / 100

View values: Job Market Health history

Job Market Health history
Reference month	Score / 100
Jan 25	54
Feb 25	53
Mar 25	52
Apr 25	52
May 25	53
Jun 25	51
Jul 25	51
Aug 25	47
Sep 25	48
Oct 25	47
Nov 25	47
Dec 25	47
Jan 26	48
Feb 26	48
Mar 26	48
Apr 26	49
May 26	51
Jun 26	53
Jul 26	51
Aug 26	51

Score components

The three published inputs behind the composite · each 0–100

Current demand35 / 100

Occupation fundamentals72 / 100

Long-term outlook59 / 100

Largest metro markets by employment

OEWS employment count, where the jobs are, not a quality ranking

OEWS May 2025. These occupation counts describe the survey reference period.

Linked metro names open overall job-market profiles.

Compare cities for this career →

Employment · number of jobs

New York-Newark-Jersey City, NY-NJ18,480
Chicago-Naperville-Elgin, IL-IN10,810
Los Angeles-Long Beach-Anaheim, CA9,070
Dallas-Fort Worth-Arlington, TX7,970
Boston-Cambridge-Newton, MA-NH6,480
Washington-Arlington-Alexandria, DC-VA-MD-WV6,280
Houston-Pasadena-The Woodlands, TX5,890
Atlanta-Sandy Springs-Roswell, GA5,300
San Francisco-Oakland-Fremont, CA4,960
Philadelphia-Camden-Wilmington, PA-NJ-DE-MD4,190

Largest metro markets by employment
Metro area	Employment	Jobs per 1,000	Median annual wage
New York-Newark-Jersey City, NY-NJ	18,480	1.95	$185,100
Chicago-Naperville-Elgin, IL-IN	10,810	2.40	$156,770
Los Angeles-Long Beach-Anaheim, CA	9,070	1.45	$168,400
Dallas-Fort Worth-Arlington, TX	7,970	1.97	$140,890
Boston-Cambridge-Newton, MA-NH	6,480	2.40	$184,990
Washington-Arlington-Alexandria, DC-VA-MD-WV	6,280	2.00	$177,960
Houston-Pasadena-The Woodlands, TX	5,890	1.79	$142,110
Atlanta-Sandy Springs-Roswell, GA	5,300	1.83	$161,250
San Francisco-Oakland-Fremont, CA	4,960	2.09	$209,340
Philadelphia-Camden-Wilmington, PA-NJ-DE-MD	4,190	1.45	$154,490

Education & training

Typical entry requirements · BLS Employment Projections 2025-2035

Typical education: Bachelor's degree
Work experience: 5 years or more
On-the-job training: None
Projected employment: 237,400 jobs

Top skills

Occupation profile · O*NET 31.0 Database

Active Listening
Management of Personnel Resources
Reading Comprehension
Speaking
Coordination
Writing
Active Learning
Complex Problem Solving
Critical Thinking
Judgment and Decision Making

Also known as: Employee Relations Manager, HR Admin Director (Human Resources Administration Director), HR Director (Human Resources Director), HR Manager (Human Resources Manager), HR Ops Manager (Human Resources Operations Manager), HR VP (Human Resources Vice President)

AI & this occupation

How AI relates to Human resources managers work

Across 4 research exposure measures, Human resources managers is in the middle technical AI exposure band based on the mean of the available source-specific percentile ranks. Exposure describes how much of the work the studied AI capabilities could technically assist with; it is not a forecast of job loss.

The saved Anthropic task-exposure benchmark records a zero index for this occupation. This is not proof of no AI use; the observation window is not recorded in this saved release.

In the task mix derived from the March 27, 2025 Anthropic release, 61.8% followed augmentation patterns (people iterating, validating or learning with AI), based on 5 matched tasks.

JobMarketHealth has not measured an AI effect on this occupation's employment or wages, and these figures do not enter its scores; there is no clear evidence of displacement in the data shown here.

Technical AI exposureMiddle exposureMean of 4 available source-specific percentile ranks (4 measures checked); fixed exposure bands, not a national rank of the composite

Dated Claude task exposureLower thirdObserved task-exposure benchmark 0.000; observation window not recorded

Business AI use (BTOS Core)24.6%U.S. businesses using AI, two weeks ending 2026-10-04; all industries, not this occupation

Historical task mix (2025)61.8% augmentationMarch 27, 2025 release; 38.2% automation, 5 matched tasks

Measured labor-market effectNot estimatedJobMarketHealth does not attribute employment or wage changes to AI

Exposure measures (kept separate)

GPTs are GPTs exposure (β, GPT-4 rated): 0.48 of 1, national percentile 73 (higher third)
Microsoft AI applicability: 0.14 of 1, national percentile 47 (middle third)
AIOE (Felten, Raj & Seamans): 1.32 (standardized), national percentile 90 (higher third)
OECD AI Capability Gap (lower gap = higher potential exposure): gap 7.2 of 23, national percentile 7 (lower third)

OECD capability gap by domain

As published by the OECD: the gap between what the occupation demands (0-5) and current AI capability in each domain. A lower gap means AI is closer to the requirement (higher potential exposure); 0 means AI already meets it or the domain is not relevant.

Language: gap 1.25 (demand 4.25 of 5)
Social interaction: gap 2.25 (demand 4.25 of 5)
Problem solving: gap 2.25 (demand 4.25 of 5)
Creativity: gap 0.00 (demand 2.30 of 5)
Metacognition & critical thinking: gap 2.20 (demand 4.20 of 5)
Knowledge, learning & memory: gap 1.25 (demand 4.25 of 5)
Vision: gap 0.00 (demand 0.00 of 5)
Manipulation: gap 0.00 (demand 0.00 of 5)
Robotic intelligence: gap 0.00 (demand 0.00 of 5)

National context: what businesses used generative AI for

From the Census 2025-26 BTOS AI Supplement (all industries; businesses whose employees used generative AI). Census did not measure Human resources managers specifically.

Writing or editing documents, emails, or communications: 85.4%
Searching for information or technical help: 49.9%
Interpreting, analyzing, translating, or summarizing documents: 44.6%
Information processing, paperwork, or filing: 34.7%

Exposure and observed usage are separate measures and neither equals job loss. Census BTOS figures are business-level surveys and are not occupation-specific. Sources: GPTs are GPTs occupation exposure; Microsoft Working with AI: AI applicability; AI Occupational Exposure (AIOE); OECD AI Exposure Measure (AI Capability Gap); Anthropic Economic Index; Census BTOS Core AI Use; Census BTOS AI Supplement 2025-26. These figures do not affect Job Market Health scores. Explore AI & Jobs · How we use AI data.

Sources and methodology

The datasets behind the figures on this page

Job Market Health score: Score for reference month August 2026 · methodology v1.0 · MethodologyScore last recalculated Oct 2, 2026 · First published Sep 29, 2026
BLS Occupational Employment and Wage Statistics: Employment, wages and largest metros · OEWS May 2025 · publisher release May 15, 2026 · About this sourceRetrieved Sep 17, 2026
BLS Employment Projections: Projected growth, openings, education and training · BLS Employment Projections 2025-2035 · publisher release Aug 27, 2026 · About this sourceRetrieved Sep 17, 2026
O*NET: Skills, alternate titles and related occupations · O*NET 31.0 Database · publisher release date not verified · About this sourceRetrieved Oct 19, 2026

Values marked “Not published” are suppressed or not published by the source. We leave them blank rather than estimating them. Pipeline status for every source is on Data Status.

Related occupations

O*NET® lists these occupations as related. Each link opens the same published view of score, wages and outlook.

Evidence record

JobMarketHealth derived indicator; not a government statistic. The composite score is national and occupation level.

Occupation: Human resources managers
SOC code: 11-3121
Geography: United States
Reference month: August 2026
Published Job Market Health score: 51 / 100
Restated score: 51 / 100
Band: Balanced
Current Demand component: 35 / 10050% weight
Occupation Fundamentals component: 72 / 10030% weight
Long-Term Outlook component: 59 / 10020% weight
Confidence: HighAt least 90% of required inputs and occupation-industry mapping are covered.
Methodology version: v1.0
Source vintage: Annual: EP-2025-2035|CPS-25b-2025|OEWS-2020-2025
Source vintage: Monthly calculated at: 2026-10-02T15:32:02.284Z
First published at: Sep 29, 2026
Recalculated at: Oct 2, 2026
Canonical record URL: https://jobmarkethealth.com/occupations/human-resources-managers#evidence-record
Derived by: JobMarketHealth

Methodology BLS JOLTS BLS CES BLS Employment Projections How to cite National Job Market Health release, August 2026

Keep going

Learn how to judge a market from these numbers in how to tell if a job market is healthy, or why projected growth and annual openings often disagree in projected growth vs projected annual openings. Coverage, revisions and limits are explained on about the data.

The datasets behind these figures, and what each one can and cannot show, are set out on data sources.