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Compensation information
about
Hr specialist


A human resources specialist is responsible for
a specific type of human resources work in an
organization.

WHOA!

These specialists are far more common in large
companies than in small ones, and also
frequently work in HR consulting firms, such as
Aon Hewitt or Deloitte Consulting.
An HR specialist's work depends upon the
specialty, though there is often some amount of
overlap.


1. Salaries for a Human Resources Specialist
Salaries for a Human Resources Specialist position for two cities and the U.S.
national average are provided below.
Base Salary
Location

25th percentile

Median

75th percentile

New York

$53,145

$60,086

$67,953

Boulder

$51,765

$59,206

$65,547

U.S National Average

$48,887

$55,005

$61,443


1. Salaries for a Human Resources Specialist
Total cash (Base + Bonus)
Location

25th percentile

Median

75th percentile

New York

$53,367

$61,912

$68,741

Boulder

$52,471

$61,045

$66,321

U.S National Average

$49,134

$56,721

$62,173

1. Salaries for a Human Resources Specialist
=> Human Resources Specialist jobs in New York are paid
more due to the higher cost of living when compared to Boulder
and the U.S national average. Several factors affect the
differences in salary rates: employer size, industry, geographic
location, and employee credentials (education, years of exp,
etc) . An individual employer is also constrained by ít ability to
pay.


2. different bonuses
With salary data for HRS position are provided in question 1. The amount of the bonus as
a percentage of the base salary is:
●
●
●

New York $1826 (2,95%)
Boulder $1839 (3,013%)
U.S National Average $1716 (3,025%)

As the figures indicate, the amount of bonus provided in New York and Boulder fall
within a difference of $20. But the bonuses as a percentage of their base pay is almost the same
in all situations and is quite small, just approximately 3%.

➔ Thus analysis of bonuses for other jobs would be necessary to determine if there are some
anomalies in the reporting and analysis of bonus pay data.

3. the value of stock options
Data on the value of the stock options
is included in the benefits that the HRS
receives. That's why I don't have data on it.

=> However, I find that the value of stock options has a
big impact on employee motivation. And it is seen as a kind
of bonus that businesses use to retain employees.


4. descriptions for jobs
The HR related job descriptions are the exact
jobs I would like to apply for in the future. Because I
am majoring in human resource management, it is
desirable after graduation to work in related jobs.

I believe I have found acceptable matches
for these positions because I have been equipped
with relevant knowledge and skills.


5. pay levels


6. asking price
Data may be used:
1.

Information about Average Salary Levels in this website and others,
especially in the same area or the same industry.

2. Make a compare between responsibility of the job I am applying for and
other position which have the same job title in different companies
3. Emphasizing the certificate I have or Working Experience.
FACTORS INFLUENCE FOR MY “ASKING PRICE”::
(1) My working experience, Certificate, Responsibility of the Job….
(2) My Negotiation Skills


7. Differences between locations

13.950.000 vnd/mo
120.453.994 VND/mo

Viet Nam
Japan

Data Source: />
over 8,63 times
differences


8. Compare median - low - high salary

Variation:
1.

Same Job Title , Different Responsibilities - depends on the
Organizational Structure
2. Cost-of-Living Considerations
3. Professional certifications, licensing and advanced education:

9. Ways to develop salary data
1. Collecting Salary Levels from employers’ job postings
2. Asking Users to fill out a survey about their SALARY, JOB
TITLE, COMPANY (Area) as well as WORKING
EXPERIENCE.
→ Aggregating data and Calculating the Average.


9. Provides enough information?

Although the tool is good, the data is limited, thus, It is difficult to see the
career promotion and corresponding salary levels. For instance, with the
position of HR Specialist, only 11 SALARY LEVELS of difference companies
have been collected and analyzed. Therefore, the information is for
reference only, not reliable enough.


9. WHAT impair the accuracy of data

LACK OF INFORMATION
Websites only use data
based on their platforms,
while a website may be
popular in some regions,
but not in others.

DISHONESTY
Website users may do

surveys quickly and do not
care about the results.
Employers may put salary
levels on job ads higher than
they actually are.


9. Implications of using inaccurate salary data
For individual: Not only should we know
about earnings when choosing a career, but
it is also imperative to have this information
when negotiating the salary with a current
or prospective employer. It will allow us to
determine whether a job offer is fair.
In other words, we are likely to be paid less
than what we contribute to the company, for
a long working time.

For companies: HR officers often take
advantage of this data to build a payroll
scale. Therefore, accessing the wrong
data will cause the enterprise's payroll
system to be erroneous, affecting
labor costs and operating costs of
enterprises.


11. SOLVE THE PROBLEM
What to do to justify paying one of the employee either higher or lower than the results
shown on the website?

✗
-

✓

In this case, it is easy for the employee to feel frustrated. So,
we need to calmly listen and answer their questions
Telling them about the variable that affects Salary Levels,
which we discussed above. Helping them to have a grasp of the
fact that the same job title doesn't mean the same salary.



THANKS!


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