50+ HR & Recruiting Jobs in Kansas City, MO

Observed local postings put the center of the market at about $63k to $80k, with a broader 25th-75th band of about $53k to $123k. Recent local examples include a Senior Human Resources Generalist role at $65,000–$75,000, an Employee Relations Manager role with a $75,000 minimum, and a temporary recruiter at $30 per hour. As broader directional context, the mean offered salary on new Missouri HR openings was ~$89,436 in August 2026 (n=983), while Robert Half's national starting-salary guide places Human Resources Specialist roles around $55,250 to $79,500.

Full August 2026 market report

Advertised pay

Across the 24 openings that disclose pay, the advertised range midpoint runs $51,500 at the 25th percentile, $62,000 at the median and $87,235 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 25, 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 70 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 Human Resources, Recruiting & People Operations, but it is not an easy one. Missouri's HR employment was up 1.2% year over year in August 2026, while active HR postings in Missouri were down 11.6% year over year, and Kansas City metro unemployment was a low 3.6% in July 2026. Local opportunity is real, with more than 75 postings across more than 75 companies over the last 90 days, but most openings are on-site and Kansas City's professional and business services employment was down -1.1013% year over year in June 2026, which points to selective hiring rather than broad expansion.

Best positioned: Mid-career candidates with HRBP, employee relations, recruiting, or people-operations experience tied to insurance, construction, healthcare, or other operational employers have the best odds, especially if they can show ATS, sourcing, interviewing, and Excel fluency.

Main caution: The biggest mistake is assuming this is a remote-first market; only about 15% of local postings are remote, and some employers are using temporary recruiter or HR manager coverage instead of adding permanent HR headcount immediately.

From the August 2026 market report

Who is hiring here

Counted across all 70 openings in this market. 7 of the employers below are hiring for more than one role right now.

1. Black & Veatch Corporation: 4 open roles
2. Kiewit: 3 open roles
3. Kiewit Corporation: 3 open roles
4. Amerivet: 2 open roles
5. Armed Forces Bank: 2 open roles
6. Aston Carter, Inc.: 2 open roles
7. HighPointe Ins: 2 open roles
8. Academy Bank: 1 open role
9. Actalentservices: 1 open role
10. Altasciences: 1 open role

Where the openings are

• Kansas City: 27
• Overland Park: 11
• Lenexa: 11
• Olathe: 6
• Leavenworth: 3
• Lee's Summit: 2
• Shawnee: 1
• Omaha: 1

Work arrangement

on-site 52 (78%), hybrid 10 (15%), remote 5 (7%)

Where the demand is

Opportunity is spread across a long tail rather than one dominant employer. Over the last 90 days, the local sample showed more than 75 postings across more than 75 companies, and hiring was fragmented rather than concentrated in a few firms. The most-active industries in the sample were insurance (about 30%), construction (about 15%), healthcare (about 15%), financial services (about 10%), and mental health care (about 10%). That mix favors candidates who can show industry fluency, not just generic HR knowledge. Recent examples included a Director, People Operations role at CRB, a Senior Human Resources Business Partner role at CDM Smith, an on-site Human Resources Director role overseeing two acute care hospitals, a Talent Acquisition Specialist opening at City Wide Facility Solutions, and a federal Human Resources Specialist announcement that included Kansas City as a duty station. The day-to-day shape of demand is practical and local: about 70% of postings were on-site, about 15% hybrid, and about 15% remote, while about 55% of openings were mid-level and only about 15% combined were senior or lead+. If you want faster traction, target employers with physical operations, active hiring workflows, or compliance-heavy environments instead of waiting for a remote-only people-ops opening.

• On-site mid-career generalist and HRBP roles (high): This is the strongest local lane because about 70% of postings are on-site and about 55% are mid-level, with many openings tied to insurance, construction, and healthcare operations.
• Healthcare and employee-relations leadership (moderate): Kansas City showed demand for an on-site Human Resources Director supporting two acute care hospitals and for an Employee Relations Manager role with a $75,000 minimum salary.
• Recruiting and talent acquisition support (moderate): This lane is active but mixed, with a Talent Acquisition Specialist opening at City Wide Facility Solutions and a temporary recruiter assignment in manufacturing at $30 per hour.
• Remote recruiter-only searches (limited): There are some remote options, such as a fully remote Talent Acquisition Recruiter role tied to a Kansas City HQ, but only about 15% of local postings are remote.

Where to focus: Focus on on-site mid-career roles in insurance, construction, healthcare, and federal or operational employers where ATS, interviewing, sourcing, and Excel show up as real workflow needs.

Roles worth searching next

• Payroll specialist or payroll administrator: Payroll is frequently grouped alongside HR specializations but routed separately as a finance path, making it a realistic bridge for candidates with HR operations, benefits, or systems exposure.
• People systems or HRIS analyst: National HR skill signals increasingly reward HRIS, data, and tech-enabled workflow skills, which can translate into systems-oriented analyst roles outside a classic HR title ladder.
• Workforce analyst or people analytics analyst: HR analytics certifications and data analytics skills are becoming more valuable, so analytically strong HR candidates can pivot toward workforce-planning and analytics tracks.
• Training coordinator or learning program coordinator: Learning and development remains a valued HR skill area, but teaching- or instruction-heavy roles are often routed into education or enablement rather than HR proper.

What postings ask for

• Applicant tracking systems (table_stakes | immediate): Applicant tracking systems were among the most-requested hard skills in local postings, showing up in about 15% of the sample. Who: Everyone, especially entry-level candidates and career switchers.
• Sourcing and structured interviewing (table_stakes | immediate): Sourcing and interviewing were both among the leading local hard-skill asks at about 15%, which makes them baseline workflow skills rather than nice-to-haves. Who: Recruiters, TA specialists, generalists, and anyone trying to move into HR from another function.
• Excel and Microsoft Office (table_stakes | immediate): Microsoft Office, Office Suite, and Excel all appeared repeatedly in Kansas City HR postings, signaling that reporting, documentation, and spreadsheet handling still matter in everyday HR work. Who: All candidates, but especially entry-level and HR-operations applicants.
• LinkedIn Recruiter (differentiator | near-term): LinkedIn Recruiter showed up among the more-requested local tools, which makes it a practical differentiator for sourcing-heavy recruiting work. Who: Recruiters, TA specialists, and career switchers moving into hiring support.
• HRIS and people analytics (premium | near-term): Employers are increasingly rewarding tech-enabled HR skills, and national skill signals point to HRIS, AI literacy, and data analytics as rising differentiators for HR professionals. Who: Mid-career generalists, HRBPs, and people-ops candidates who want to move above transactional work.
• Compensation and benefits management (premium | near-term): Robert Half reports that 86% of HR leaders will offer higher salaries for candidates with skills such as HR strategy, technology implementation, and benefits management, and compensation-and-benefits roles are projected to see about 2.4% starting-salary gains. Who: Mid-career HR professionals who want stronger pay leverage.

Questions about this market

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

Observed local postings put the center of the market at about $63k to $80k, with a broader 25th-75th band of about $53k to $123k. Recent local examples include a Senior Human Resources Generalist role at $65,000–$75,000, an Employee Relations Manager role with a $75,000 minimum, and a temporary recruiter at $30 per hour. As broader directional context, the mean offered salary on new Missouri HR openings was ~$89,436 in August 2026 (n=983), while Robert Half's national starting-salary guide places Human Resources Specialist roles around $55,250 to $79,500. Because Missouri's cost-of-living index was 88.2 in the second quarter of 2026, midrange HR pay can stretch reasonably well in Kansas City, but the better-paying openings tend to be attached to leadership scope, employee relations ownership, or specialized HR functions.

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

Opportunity is spread across a long tail rather than one dominant employer. Over the last 90 days, the local sample showed more than 75 postings across more than 75 companies, and hiring was fragmented rather than concentrated in a few firms. The most-active industries in the sample were insurance (about 30%), construction (about 15%), healthcare (about 15%), financial services (about 10%), and mental health care (about 10%). That mix favors candidates who can show industry fluency, not just generic HR knowledge. Recent examples included a Director, People Operations role at CRB, a Senior Human Resources Business Partner role at CDM Smith, an on-site Human Resources Director role overseeing two acute care hospitals, a Talent Acquisition Specialist opening at City Wide Facility Solutions, and a federal Human Resources Specialist announcement that included Kansas City as a duty station. The day-to-day shape of demand is practical and local: about 70% of postings were on-site, about 15% hybrid, and about 15% remote, while about 55% of openings were mid-level and only about 15% combined were senior or lead+. If you want faster traction, target employers with physical operations, active hiring workflows, or compliance-heavy environments instead of waiting for a remote-only people-ops opening.

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

Recent postings show the most activity from Legendary Allen Agency (5 postings), Behavioral Health (5 postings), Black & Veatch Corporation (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 15% hybrid, with 70% 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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