HR Jobs in Baltimore, MD

Observed government data puts Baltimore HR specialist pay in the low-to-mid $80Ks at the median, with a $64,140 25th percentile and $108,950 75th percentile; HR managers are far higher, at a $146,370 median. Recent posting ranges center on about $70k to $90k locally, while Maryland's mean offered salary on new openings was ~$92,614 in September 2026 per Revelio Public Labor Statistics (n=756).

Full September 2026 market report

Advertised pay

Across the 36 openings that disclose pay, the advertised range midpoint runs $62,020 at the 25th percentile, $71,400 at the median and $84,669 at the 75th. These are advertised ranges, not earned pay.

Active openings as of November 10, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 55 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Baltimore is a workable HR market, but it is not an easy one. Baltimore-area unemployment was 4.0% in August 2026, metro employment was up 0.5272% year over year, and Maryland HR employment was essentially flat while active HR postings were up 0.6% year over year, which points to steady replacement hiring more than broad expansion. Pay is still solid: Baltimore HR specialists earned a median of $82,380 in 2025, and recent posting ranges centered on about $70k to $90k.

Best positioned: Mid-career candidates who can show Excel, ATS/HRIS, compliance, and sourcing strength—and who are open to on-site or hybrid work—have the best odds right now.

Main caution: The biggest trap is assuming this is a remote-first recruiter market; only about 15% of the recent local sample was remote, and the mix skewed toward mid-level roles.

From the September 2026 market report

Who is hiring here

Counted across all 55 openings in this market. 4 of the employers below are hiring for more than one role right now.

1. RELI Group: 2 open roles
2. Roto-Rooter Group: 2 open roles
3. Synertex LLC: 2 open roles
4. TEKsystems Global Services, LLC: 2 open roles
5. Arts Council of Anne Arundel County: 1 open role
6. AT&T inc.: 1 open role
7. Baltimore Aircoil Company, Inc.: 1 open role
8. Booker DiMaio, LLC: 1 open role
9. BW Design Group: 1 open role
10. Care Advantage Inc. Corporate: 1 open role

Where the openings are

• Baltimore: 17
• Annapolis: 5
• Columbia: 3
• Owings Mills: 2
• Cockeysville: 2
• Jessup: 2
• Howard County: 2
• Hanover: 2

Work arrangement

on-site 42 (76%), hybrid 11 (20%), remote 2 (4%)

Where the demand is

The clearest concentration is insurance. In the recent local sample, insurance accounted for about 40% of HR postings, and the named active companies include Foundation Risk Partners, Corp., Corporate Synergies, and Usi, Inc. That makes benefits administration, licensing familiarity, compliance, and client-facing communication more valuable here than a generic recruiter profile. A second cluster is institutional hiring. Education accounted for about 10% of local postings, and named employers around the market include Johns Hopkins University & Medicine, MedStar Health, and Kennedy Krieger Institute, Inc. These employers often reward candidates who can handle onboarding volume, employee relations, documentation, and cross-functional coordination. There is also a smaller corporate and industrial lane. Software development and defense and space manufacturing each made up about 10% of the local sample, transportation/logistics about 5%, and T. Rowe Price and Ryder System, Inc. show that Baltimore still has seats for more corporate talent acquisition and operations-oriented HR work.

• Insurance and benefits-heavy HR (high): This is the biggest visible lane locally, with about 40% of the sample tied to insurance-related employers. A life & health license and PHR can help here because both appear in local credential requirements.
• Healthcare and education employers (moderate): Institutional employers such as Johns Hopkins University & Medicine, MedStar Health, and Kennedy Krieger Institute, Inc. create steady demand for operational HR, onboarding, and employee-relations work.
• Corporate, defense, and logistics employers (moderate): Software development and defense and space manufacturing each represented about 10% of the local sample, with transportation/logistics around 5%, making this a better fit for candidates who pair recruiting or HR operations with process rigor and project work.

Where to focus: If you need the shortest path to interviews, focus first on insurance and institution-driven employers, then keep a second resume version ready for corporate and defense-adjacent environments.

Roles worth searching next

• Benefits account manager: Insurance is the largest local demand pocket, and life & health licenses show up in local requirement patterns, so benefits-side client work is a realistic neighboring lane.
• HRIS or Workday analyst: Local postings ask for HRIS skill, and Workday HCM is a widely requested platform, making systems-oriented work a strong bridge for process-minded HR candidates.
• Compliance analyst: Compliance shows up locally, and employment law/compliance is a rising HR skill nationally, so policy-heavy HR backgrounds transfer well.
• Operations analyst or workforce planning analyst: Data analysis, project management, workforce planning, and hiring analytics are all relevant to the local and national skill mix.

What postings ask for

• Excel and data analysis (table_stakes | immediate): Excel and data analysis are among the most-requested local skills, which means even people-facing HR roles are being screened for reporting and workflow discipline. Who: Everyone, especially entry-level applicants and career switchers.
• Applicant tracking systems and sourcing (table_stakes | immediate): Applicant tracking systems and sourcing both show up prominently in local postings, so recruiters and coordinators need more than interview scheduling experience. Who: Recruiters, recruiting coordinators, and anyone targeting talent-acquisition work.
• HRIS and Workday HCM (differentiator | near-term): HRIS appears in local skill demand, and Workday HCM is cited as one of the most heavily requested HRIS platforms nationally. Who: Mid-career generalists, HR ops candidates, and switchers from business systems or operations.
• Compliance and employment law (premium | immediate): Compliance is a recurring local requirement, and employment law and compliance are among the fastest-growing HR skills nationally. Who: HR generalists, employee-relations candidates, and anyone targeting regulated employers.
• PHR (differentiator | near-term): PHR appears in about 10% of local posting requirements, making it a credible tie-breaker in a selective market. Who: Mid-career applicants who already have baseline HR experience.
• Life & health license (premium | near-term): Because insurance accounts for about 40% of the recent local sample, a life & health license can open benefits and broker-adjacent roles that other HR candidates miss. Who: Candidates targeting benefits, insurance brokers, or total-rewards-adjacent work.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Baltimore-Columbia-Towson, MD?

Observed government data puts Baltimore HR specialist pay in the low-to-mid $80Ks at the median, with a $64,140 25th percentile and $108,950 75th percentile; HR managers are far higher, at a $146,370 median. Recent posting ranges center on about $70k to $90k locally, while Maryland's mean offered salary on new openings was ~$92,614 in September 2026 per Revelio Public Labor Statistics (n=756). This is good-not-lavish pay for specialist-level HR work. Baltimore looks better than the national HR specialist median of $75,940, but the premium mainly rewards candidates who can cover systems, compliance, or harder-to-fill domain work.

Where is demand for Human Resources, Recruiting & People Operations roles in Baltimore-Columbia-Towson, MD concentrated?

The clearest concentration is insurance. In the recent local sample, insurance accounted for about 40% of HR postings, and the named active companies include Foundation Risk Partners, Corp., Corporate Synergies, and Usi, Inc. That makes benefits administration, licensing familiarity, compliance, and client-facing communication more valuable here than a generic recruiter profile. A second cluster is institutional hiring. Education accounted for about 10% of local postings, and named employers around the market include Johns Hopkins University & Medicine, MedStar Health, and Kennedy Krieger Institute, Inc. These employers often reward candidates who can handle onboarding volume, employee relations, documentation, and cross-functional coordination. There is also a smaller corporate and industrial lane. Software development and defense and space manufacturing each made up about 10% of the local sample, transportation/logistics about 5%, and T. Rowe Price and Ryder System, Inc. show that Baltimore still has seats for more corporate talent acquisition and operations-oriented HR work.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Baltimore-Columbia-Towson, MD?

Recent postings show the most activity from Foundation Risk Partners, Corp. (5 postings), Corporate Synergies (5 postings), Epic (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Baltimore-Columbia-Towson, MD be done remotely?

Of recent postings, 15% are remote and 20% hybrid, with 65% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

Browse Maryland openings by job title

• Software Engineer: 265 open roles statewide

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Other roles in Baltimore-Columbia-Towson, MD

• Administrative & Office Support
• Sales, Customer Success & Account Management
• Legal, Compliance & Risk
• Operations, Supply Chain & Logistics
• Software, IT & Cybersecurity
• Manufacturing, Construction & Field Services
• Education & Training
• Marketing, Communications & Content

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