2026 Australia Human Resources (HR) Salary Guide

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As recruitment specialists, we understand the pivotal role HR teams play in building an engaged, high-performing workforce. From championing company culture to creating programs and environments where people can truly thrive, HR professionals are the link between business goals and human potential.

That’s why we have curated the 2026 Robert Half Human Resources Salary Guide to empower you with the knowledge and confidence to make the right employment decisions. Whether you're seeking new talent or a jobseeker hoping to find the perfect HR role, this guide provides valuable insights and Australian salary benchmarks based on Robert Half’s placement data to help the decision-making process.

Market at a glance: In 2025, organisational restructuring, workforce reductions, and hiring freezes have placed significant pressure on HR teams. Despite these challenges, HR professionals remained central to supporting business continuity and guiding organisations through change. Today, the function continues to ride the wave of change, fuelled by technological innovation and the rise of AI-driven tools that enable more data-informed workforce strategies. As a result, demand is growing for HR professionals who combine analytical capability with strong business partnering skills. Candidates with this blend of expertise are increasingly in demand and well-positioned to shape the next phase of HR transformation and command competitive salaries.

Hiring managers: Get customised salary data and insights from a Robert Half talent solutions professional.

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Human Resources

Position title

25th percentile

50th percentile

75th percentile

Human Resources Administrator

65000

75000

80000

Human Resources Coordinator

70000

75000

85000

Human Resources Advisor

85000

100000

115000

Human Resources Business Partner

110000

120000

140000

Human Resources Manager

130000

145000

160000

Human Resources Director

200000

270000

300000

Head of Human Resources

200000

270000

300000

Talent Acquisition Advisor

90000

100000

110000

Talent Acquisition Specialist

90000

100000

110000

Talent Acquisition Manager

110000

125000

140000

Learning & Development Specialist

105000

135000

155000

Learning & Development Manager

105000

135000

155000

WHS Advisor

95000

120000

135000

WHS Manager

120000

140000

160000

25th percentile

The candidate is new to the role or has limited experience and is building necessary skills.

50th percentile

The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

75th percentile

The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.

Salary range based on three percentiles The starting salaries represent gross yearly salaries. They do not include bonuses, benefits or superannuation.

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2026 HR compensation trends

Key insights at a glance

84%

of HR leaders say the compensation they offer is aligned with the skills and experience needed for the roles they hire for

34%

of HR leaders say they choose to include salary details in their job ads to promote transparency and build trust with candidates

44%

of HR leaders say cost and business performance influence their company’s decision-making when considering adding or removing specific employee benefits

52%

of HR leaders say a top factor affecting their willingness to increase a salary offer during negotiations is whether the candidate possesses highly specialised skills

HR’s growing business impact

HR is gaining renewed recognition as a strategic driver of business success rather than a purely operational function. Organisations are placing greater emphasis on the value HR brings to employee satisfaction, culture, and long-term performance, leading to increased investment in learning and development initiatives.

Demand is rising for senior professionals like HRBPs and specialists in employee and industrial relations as companies navigate more complex workplace issues and regulatory requirements.

For hiring managers, this means paying competitive wages for talent with both strategic insight and strong relationship-building skills is key to secure the required skillsets.

For jobseekers, it presents an opportunity to step into roles that play a more influential part in shaping organisational direction.

Appealing to four generations in one workplace

HR teams are playing a more strategic role in shaping and promoting compelling employee value propositions to stand out as an employer of choice.

This focus has become even more critical as attracting and retaining Gen Z talent grows increasingly challenging, with younger workers prioritising authenticity, development opportunities, and a sense of belonging when selecting an employer.

The rapid rise of new technology and AI has widened generational divides, creating a disconnect in how employees adopt and interact with digital tools.

As a result, HR teams are being challenged to bridge these gaps by balancing innovation with inclusion, ensuring every generation feels equipped, valued, and connected in an evolving workplace.

Flexible and hybrid working arrangements continue to rank highly on candidates’ wish lists, but many HR teams acknowledge that a balanced return to the office is important for collaboration and maintaining a positive workplace culture.

of HR teams say the lack of applicants willing to work in the office is one of the biggest challenges they anticipate for 2026 of HR teams say the lack of applicants willing to work in the office is one of the biggest challenges they anticipate for 2026

of HR teams say one of the most common reasons candidates decline a job offer from their organisation is due to in-office mandates of HR teams say one of the most common reasons candidates decline a job offer from their organisation is due to in-office mandates

In-demand roles, skills, and industries hiring

HR Business Partner

HR Manager

HR Generalist

HR Advisor

Learning and Development Specialist

Industrial Relations Specialist

Employee Relations Specialist

Human Resources Information System (HRIS) (Employment Hero, Workday, ELMO)

IT payroll (Dayforce)

Legislation and award interpretation

Enterprise bargaining

IR and ER expertise (workplace investigation and case management)

Business partnering skills

Performance management skills

Confidentiality

Engagement

Stakeholder management skills

Coaching

Solutions-focused mindset

Bachelor of Human Resource Management

Bachelor of Business (Human Resource Management)

Australian HR Institute

Professional services

Not-for-profit

Financial services

Insurance

Healthcare and social assistance

Retail

Manufacturing

Aged care

Education

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The salaries listed in Robert Half’s Salary Guide are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on real compensation data from professionals Robert Half has successfully matched with employers across Australia.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses, benefits, or superannuation. We report salaries in three percentiles, recognising that professionals join companies at varied experience levels.

The non-salary data presented in this Salary Guide is derived from an online survey conducted by an independent research firm commissioned by Robert Half in October 2025. The survey gathered responses from 500 finance, accounting, IT and technology, and HR hiring managers employed by a diverse range of organisations in Australia, including SMEs and large companies.