50+ HR & Recruiting Jobs in Kansas City, MO

Local posted salary ranges center on about $61k to $91k, with a broader 25th-75th band of about $50k to $130k. Recent role-specific examples run from $22.00-$25.00/hour for a part-time People Operations Coordinator to $4,619-$6,928/month for a City of Kansas City compensation analyst role. As a separate proxy, Revelio Public Labor Statistics puts the mean offered salary on new Missouri HR openings at ~$90,840 in July 2026 (n=1,028), versus ~$79,846 across all Missouri openings.

Full July 2026 market report

Advertised pay

Across the 24 openings that disclose pay, the advertised range midpoint runs $37,440 at the 25th percentile, $50,000 at the median and $62,750 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 7, 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 74 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Kansas City is still a viable market for HR, recruiting, and people operations, but it is not an easy one right now. Metro nonfarm employment reached 1,181.9 thousand in July 2026 and was up 0.8% year over year, while the local sample still showed more than 100 HR, recruiting, and people-ops postings across more than 75 companies over the last 90 days. The catch is that the main white-collar support sector is softer: Professional and Business Services employment in Kansas City was 179.6 thousand in June 2026 and down -1.1013% year over year, while Revelio Public Labor Statistics shows Missouri HR employment up 1.7% but active HR postings down 3.7% in July 2026. That usually means real openings are present, but employers can afford to be pickier and slower.

Best positioned: The best odds belong to candidates with mid-career HR generalist or recruiting experience, strong Excel, HRIS, and ATS skills, and willingness to work on-site or hybrid, since about 60% of sampled openings were mid-level and about 85% were on-site or hybrid.

Main caution: The biggest mistake is assuming remote recruiter roles will carry the market; only about 15% of sampled openings were remote, and local demand is spread across construction, healthcare, insurance, and financial services rather than one big hiring wave.

From the July 2026 market report

Who is hiring here

Counted across all 74 openings in this market. 8 of the employers below are hiring for more than one role right now.

1. Academy Bank: 4 open roles
2. Armed Forces Bank: 3 open roles
3. Altasciences: 2 open roles
4. Behavioral Health: 2 open roles
5. Black & Veatch Corporation: 2 open roles
6. Faith Technologies Incorporated: 2 open roles
7. NBH Bank: 2 open roles
8. Prime Healthcare Services: 2 open roles
9. 4M Building Solutions, LLC.: 1 open role
10. Acacium Group: 1 open role

Where the openings are

• Kansas City: 25
• Overland Park: 12
• Lenexa: 9
• Leavenworth: 7
• Olathe: 5
• Mission: 3
• Riverside: 2
• Liberty: 2

Work arrangement

on-site 57 (79%), hybrid 13 (18%), remote 2 (3%)

Where the demand is

Most practical opportunity is in sector-embedded HR teams rather than pure standalone recruiting shops. In the local sample, construction and healthcare each accounted for about 25% of HR, recruiting, and people-ops postings, with insurance and financial services each at about 10%. That means candidates who can talk about field hiring, compliance, scheduling, onboarding, or workforce support inside operating businesses should outperform candidates selling only generic HR administration. The role mix also leans toward hands-on execution. About 60% of sampled openings were mid-level, and the most requested skills were Excel, HRIS, interviewing, ATS, data analysis, sourcing, and candidate screening. Recent postings support that pattern: Kansas City Current wanted an HR Generalist to handle recruiting for high-volume and part-time roles, Terracon was hiring a Senior Recruiter for corporate talent acquisition, and the City of Kansas City posted a compensation analyst opening. Because hiring is fragmented rather than dominated by one employer, networking into a single brand is less effective than building sector-specific examples and targeting clusters of employers across construction, health systems, insurers, municipal employers, and professional services.

• Construction and skilled-trades employers (high): Construction represented about 25% of sampled local postings, and employers such as Performance Contracting Group and 4M Building Solutions appeared among the more consistently active names in the sample.
• Healthcare systems and care organizations (high): Healthcare also made up about 25% of sampled postings, and Kansas Health System appeared among the more consistently active local employers.
• Insurance and financial services (moderate): Insurance and financial services each accounted for about 10% of sampled postings, making them meaningful but smaller pools for HR candidates with compliance and reporting strength.
• Public sector, sports, and professional services (moderate): Recent examples include a compensation role with the City of Kansas City, an event-driven HR generalist role with Kansas City Current, and a senior recruiting role at Terracon.

Where to focus: Focus first on mid-level, on-site or hybrid HR generalist and recruiting roles in construction and healthcare, then use compensation or HRIS specialization to move toward higher pay bands.

Roles worth searching next

• Workforce or operations coordinator: The local HR market asks for Excel, systems use, documentation, and support for hourly or part-time workforces, which transfer well into workforce or operations coordination.
• Business operations analyst: Data analysis is already present in about 10% of local HR postings, and the broader HR field is shifting toward evidence-based decision-making.
• Compliance coordinator: Construction, healthcare, insurance, and financial services are all active local segments, and each rewards process control, documentation, and policy follow-through.
• Customer success or implementation specialist for HR software: HRIS proficiency is a core 2026 skill, and AI and HR-tech adoption are rising across the profession.

What postings ask for

• HRIS proficiency (table_stakes | immediate): HRIS appears in about 15% of sampled local postings, and 2026 guidance treats HRIS proficiency as a vital HR skill. Who: Anyone targeting coordinator, generalist, analyst, or comp roles.
• Microsoft Excel (table_stakes | immediate): Excel shows up in about 15% of local postings and is still a common proof-of-execution skill for reporting, compensation work, and recruiting ops. Who: Entry-level candidates, career switchers, and generalists who need a practical credibility signal.
• Applicant tracking systems, interviewing, and candidate screening (table_stakes | immediate): ATS appears in about 10% of local postings, interviewing in about 15%, and candidate screening in about 10%, making end-to-end hiring workflow a baseline expectation for many roles. Who: Recruiters, recruiting coordinators, and HR generalists who touch hiring.
• Data analysis and people analytics (differentiator | near-term): Data analysis appears in about 10% of local postings, and 2026 guidance identifies HR data analytics as a major shift in the field. Who: Mid-career candidates aiming for HRBP, compensation, HRIS, or operations-heavy roles.
• PHR, SPHR, SHRM-CP, or SHRM-SCP (differentiator | near-term): Local postings only mention PHR or SPHR in about 5% of cases, so certification is not universal, but it can be a clean differentiator when you need credibility for generalist or specialist roles. Who: Career switchers, newer generalists, and candidates who lack a strong brand-name employer background.
• Hourly, part-time, or event-based workforce support (differentiator | immediate): A recent Kansas City Current posting asked for 5-8 years of HR experience supporting part-time, hourly, or event-based workforces, showing that this operating context matters locally. Who: Candidates coming from hospitality, retail, sports, logistics, or field operations environments.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Kansas City, MO-KS?

Local posted salary ranges center on about $61k to $91k, with a broader 25th-75th band of about $50k to $130k. Recent role-specific examples run from $22.00-$25.00/hour for a part-time People Operations Coordinator to $4,619-$6,928/month for a City of Kansas City compensation analyst role. As a separate proxy, Revelio Public Labor Statistics puts the mean offered salary on new Missouri HR openings at ~$90,840 in July 2026 (n=1,028), versus ~$79,846 across all Missouri openings. This is solid but uneven pay for Kansas City: LHH's 2026 guide puts U.S. Human Resources Coordinator pay at about $58,000, while Recruiting Manager pay averages about $128,200 to $132,100 across small and medium firms, which matches a local market where mid-band pay is common and top-end pay is tied to scope and specialization.

Where is demand for Human Resources, Recruiting & People Operations roles in Kansas City, MO-KS concentrated?

Most practical opportunity is in sector-embedded HR teams rather than pure standalone recruiting shops. In the local sample, construction and healthcare each accounted for about 25% of HR, recruiting, and people-ops postings, with insurance and financial services each at about 10%. That means candidates who can talk about field hiring, compliance, scheduling, onboarding, or workforce support inside operating businesses should outperform candidates selling only generic HR administration. The role mix also leans toward hands-on execution. About 60% of sampled openings were mid-level, and the most requested skills were Excel, HRIS, interviewing, ATS, data analysis, sourcing, and candidate screening. Recent postings support that pattern: Kansas City Current wanted an HR Generalist to handle recruiting for high-volume and part-time roles, Terracon was hiring a Senior Recruiter for corporate talent acquisition, and the City of Kansas City posted a compensation analyst opening. Because hiring is fragmented rather than dominated by one employer, networking into a single brand is less effective than building sector-specific examples and targeting clusters of employers across construction, health systems, insurers, municipal employers, and professional services.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Kansas City, MO-KS?

Recent postings show the most activity from Global Elite Empire Consultants (5 postings), Legendary Allen Agency (5 postings), City Lifestyle (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Kansas City, MO-KS 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.

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