Human resources teams are managing an expanding list of priorities—from employee experience and talent acquisition to HR analytics and compliance. As the role of HR continues to grow within organizations, the function requires broader skill sets and deeper expertise across multiple disciplines. Employers are aligning total compensation packages with the evolving demands of these roles as well as the career priorities of job candidates and current employees.

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Salaries by job category

The salaries below default to national averages. Select a job category and city to find figures for a specific market. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our compensation data in three levels: low, mid and high.

Compensation and Benefits

Human Resources

Recruitment

Job Title

Low

Mid

High

Compensation Manager

75500

99500

125000

Compensation Analyst

88000

95750

107000

Benefits Manager

82500

97750

110000

Benefits Specialist

74000

83500

91250

Low

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

Mid

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

High

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

2026 HR compensation trends

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will participate in a major digital transformation initiative in the next 2 years. will participate in a major digital transformation initiative in the next 2 years.

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of HR leaders are willing to increase starting salaries for roles supporting critical business needs. of HR leaders are willing to increase starting salaries for roles supporting critical business needs.

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identify finding skilled digital talent as a top priority for the next two years. identify finding skilled digital talent as a top priority for the next two years.

The top HR skills contributing to higher wages

81% of HR leaders agree with the view that professionals with specialized skills are paid more than peers without them in the same role. Robert Half’s research shows that employers in Canada are offering higher wages to professionals with the following skills, ranked by demand:

HR strategy and execution

Technology implementation (e.g., AI)

HRM knowledge

Learning and development

Compensation and benefits management

Year-over-year salary gains

+1.6%

projected average increase across human resources roles

+2.5%

for compensation and benefits professionals as their role in talent strategy expands.

+2.4%

for HR managers and HR generalists, as these roles evolve, and require new strategic and technological skills.

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of HR leaders worry about keeping pace with compensation expectations through 2026. of HR leaders worry about keeping pace with compensation expectations through 2026.

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are most willing to increase salaries for candidates with specialized skills or certifications. are most willing to increase salaries for candidates with specialized skills or certifications.

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predict that including pay ranges in job descriptions will help them attract and hire skilled talent in 2026. predict that including pay ranges in job descriptions will help them attract and hire skilled talent in 2026.

Evolving roles mean higher pay scales in HR

As HR takes on a more strategic role, professionals are expected to collaborate across departments and support tech-driven initiatives.

Emerging tools and technologies—especially AI—are reshaping responsibilities, making adaptability a must-have skill.

Human resources salary levels are becoming more fluid as organizations adjust pay to reflect evolving roles and skill requirements.

Candidates who can embrace new technologies and take on broader responsibilities are often rewarded with higher compensation.

Bridge skills gaps with contract talent

A flexible solution when permanent hiring isn’t an option

Whether you need to navigate a hiring slowdown, cover open roles, or manage workload surges and urgent deadlines, interim professionals can step in quickly with the skills and experience to help keep your business running smoothly. Supplementing your human resources team with contract talent can help you stay agile—without the long-term commitment of a full-time hire.

Top certifications, industries, emerging roles

Candidates with in-demand certifications are commanding higher starting salaries, notably in sectors experiencing active hiring and strong demand for specialized skills. The following are the most sought-after credentials.

Human Resources Information Program (HRIP)

Professional in Human Resources (PHR)

SHRM Certified Professional (SHRM-CP)

SHRM Senior Certified Professional (SHRM-SCP)

Strategic HR Leadership (SHRL)

Talent Management Practitioner (TMP)

Companies in the following sectors are willing to pay top dollar for the right combination of skills and experience. Likewise, these industries are providing the greatest opportunities for career advancement and salary growth.

Consumer products

Finance/insurance/real estate 

Manufacturing

Professional services

Public utilities/government/public administration 

Transportation

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The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary ranges. Learn more about our salary methodology.

Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across Canada.