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July 02, 2001
Pay Raises in HR Depend on Specialization
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The survey involved more than 37,000 employees in 103 types of HR jobs, ranging from top management to clerical positions. It was conducted by William M. Mercer Inc. in conjunction with the Society for Human Resource Management.
For the most highly populated jobs, increases in median total cash compensation over the past year ranged from 8.7 percent for a payroll manager to 2 percent for a compensation analyst or HR generalist.
Top corporate security managers today receive median total cash compensation of $102,500, representing an increase of 10.2 percent over 2000. Other jobs with large increases were top corporate training executive (10.5 percent increase in median total cash compensation to $137,600), EEO/diversity manager (11.5 percent increase to $90,000), and technical trainer (15.2 percent increase to $58,100).
Contrasted to this, a number of lower-level jobs (including most analyst, administrator, clerical, and generalist jobs) saw increases in median total cash compensation of 2.0 percent or less over the past year.
Yet certain mid-level and senior jobs, such as training manager and top corporate compensation executive, also saw pay remain flat.
"The economic uncertainty appears to be holding down pay increases in certain areas where qualified HR talent is more readily available, including many of the entry-level positions," said Patricia Schaeffer, a senior compensation consultant with William M. Mercer.
But she added that "in certain areas - including jobs requiring specialized skills, such as corporate security and HRIS - pay rose at a fairly brisk pace."
Several new jobs were added to the survey this year to reflect changing and emerging roles in HR. They include immigration/expatriate services manager, senior HR service center representative, and HR service center representative.
"These new jobs reflect the evolving role of HR," according to Director of Research, Debra Cohen, Ph.D. SPHR. "The increasing globalization of the work force has caused a number of companies to create new positions specifically to deal with immigration and expatriate issues. The addition of the service center positions reflects the new and different ways HR delivers services to its customers."