300+ HR & Recruiting Jobs in Los Angeles, CA

Use the local BLS compensation figures as the pay-pressure anchor, not as a direct occupation wage. In the Los Angeles area, private-industry compensation costs rose 3.3% and wages and salaries rose 2.8% over the year ended June 2026, while posted HR ranges in the local sample center on about $90k to $120k and hourly roles center on about $31 to $37 per hour.

Full July 2026 market report

Advertised pay

Across the 293 openings that disclose pay, the advertised range midpoint runs $72,500 at the 25th percentile, $87,500 at the median and $119,500 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 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 250+ openings.

Open all in AI Job Search

What our analysts see this month

Competitive market | next 3-6 months

Los Angeles is a competitive, still-viable market for Human Resources, Recruiting & People Operations right now. We observed more than 550 postings across more than 350 companies over the last 90 days, but the mix leans mid-level and on-site rather than easy-entry remote work. Pay has not collapsed: posted local ranges center on about $90k to $120k, and BLS reported Los Angeles-area wages and salaries up 2.8% over the year ended June 2026. The constraint is selectivity, not zero demand: California HR employment was up 1.0% year over year in July 2026 while California HR postings were essentially flat year over year.

Best positioned: Your best odds are as a mid-career HR generalist, recruiter, HRBP-style operator, or people-ops candidate who can show full-cycle recruiting, ATS or HRIS fluency, stakeholder management, and California compliance depth.

Main caution: The biggest mistake is assuming Los Angeles HR hiring is mostly remote and entry-friendly, because about 60% of postings are on-site, only about 15% are remote, and only about 20% of the sample is entry-level.

From the July 2026 market report

Who is hiring here

Counted across all 339 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Valar Atomics Inc.: 10 open roles
2. Anduril Industries, Inc.: 6 open roles
3. Champions Group: 6 open roles
4. Divergent3d: 6 open roles
5. Mach Industries Inc.: 6 open roles
6. Masimo Corp.: 6 open roles
7. Vast Space Llc.: 6 open roles
8. TikTok Inc.: 4 open roles
9. Aston Carter, Inc.: 3 open roles
10. California State University, Office of the Chancellor: 3 open roles

Where the openings are

• Los Angeles: 95
• Irvine: 33
• Torrance: 27
• El Segundo: 17
• Long Beach: 16
• Santa Monica: 12
• Costa Mesa: 11
• Huntington Beach: 8

Work arrangement

on-site 241 (72%), hybrid 71 (21%), remote 21 (6%)

Where the demand is

Real opportunity is spread across a long tail, not locked up by one or two employers. We observed more than 550 postings across more than 350 companies over the last 90 days, and the employer mix in the sample is fragmented. The most frequently named employers included Third Party CS, Anduril Industries, Inc., AMBA, Frontdoor Defense, MiddleLayer, and Legendary Allen Agency. The best pockets are not evenly distributed. Insurance made up about 30% of the sample, with human resources firms and healthcare each at about 15%, followed by aerospace & defense and education at about 10% each. Large employers accounted for about 35% of postings and enterprise employers about 15%, which usually favors candidates who can operate in process-heavy environments with more reporting, stakeholder management, and compliance expectations. Role mix matters as much as industry mix. About 55% of postings were mid-level versus about 20% entry-level, so Los Angeles is much friendlier to candidates with a few years of concrete HR operations, recruiting, or employee-relations ownership than to true beginners.

• Insurance and benefits-heavy employers (high): This was the largest local cluster at about 30% of the sample, making it one of the best places to look for process-driven recruiting and HR operations work.
• Healthcare and institutional employers (moderate): Healthcare represented about 15% of the sample, and a Long Beach university recruiter opening shows institutions were also hiring locally.
• Aerospace, defense, and HR-tech-leaning employers (moderate): Aerospace & defense accounted for about 10% of the sample, and recent local HR postings showed stronger senior pay bands plus ongoing HR-tech demand.
• Corporate HQ, creative agency, and local business roles (moderate): Recent local hiring examples were spread across corporate headquarters, creative agencies, and local businesses rather than just one employer type.

Where to focus: Focus first on mid-level HR generalist, recruiter, and people-ops roles in insurance, healthcare, and larger process-heavy employers where ATS, HRIS, stakeholder management, and California compliance are valuable.

Roles worth searching next

• People Systems / HRIS Analyst: Local demand still highlights HRIS and HR tech, making people-systems work a credible adjacent move for HR candidates who like workflows, systems, and reporting.
• Recruiting Operations Analyst: Local recruiter-facing work emphasizes candidate screening, pipeline management, ATS usage, job-posting development, and hiring-manager relationships, which maps well into recruiting operations.
• Employment Compliance Specialist: California pay-transparency and regulatory-complexity signals make compliance-heavy work a sensible adjacent lane for HR candidates who are strong on policy and documentation.
• Workforce Planning / Talent Analytics Analyst: Local skills demand includes data analysis, stakeholder management, HR reporting, and competency mapping, which supports a move toward planning and analytics work.

What postings ask for

• California employment compliance and pay transparency (premium | immediate): California-specific HR demand is being driven heavily by regulatory complexity, especially pay transparency and compliance. Who: HR generalists, HRBPs, employee-relations candidates, and career switchers coming from regulated environments.
• Full-cycle recruiting (table_stakes | immediate): Full-cycle recruiting was one of the most-requested hard skills in local postings, appearing in about 15% of the sample. Who: Recruiters, recruiting coordinators moving up, and HR generalists who still touch hiring.
• Applicant tracking systems and LinkedIn Recruiter (differentiator | immediate): Applicant tracking systems and LinkedIn Recruiter each showed up in about 15% of local skill requests, which makes tool fluency more than a nice-to-have. Who: Recruiters, talent acquisition staff, and career switchers trying to prove operational readiness.
• HRIS and HR-tech fluency (premium | near-term): HRIS appeared in about 10% of local skill requests, local hiring signals still highlight HR tech, and national salary guidance points to especially strong pay growth for senior HRIS analysts. Who: People-ops candidates, analysts, HR coordinators with systems exposure, and anyone who wants a stronger moat than generalist work alone.
• Stakeholder management and hiring-manager partnership (differentiator | immediate): Local postings called out stakeholder management, hiring-manager relationships, and recruitment process improvement, which signals that influence and coordination matter alongside execution. Who: Mid-career applicants and career switchers from account management, operations, or client-facing work.
• Data analysis and HR reporting (differentiator | near-term): Local hiring signals specifically mention data analysis, HR reporting, and broader reporting responsibility inside HR operations roles. Who: HR ops candidates, recruiting operations applicants, and generalists who want to move into more stable process roles.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Los Angeles-Long Beach-Anaheim, CA?

Use the local BLS compensation figures as the pay-pressure anchor, not as a direct occupation wage. In the Los Angeles area, private-industry compensation costs rose 3.3% and wages and salaries rose 2.8% over the year ended June 2026, while posted HR ranges in the local sample center on about $90k to $120k and hourly roles center on about $31 to $37 per hour. This is a solid-paying market for experienced HR talent, but the spread is wide. Recent local examples ranged from a junior HR role at $55,000-$65,000 to a mid-level aerospace HR role at $75,000-$105,000, while selected senior roles reached $159,000-$254,000 or $180,000-$210,000.

Where is demand for Human Resources, Recruiting & People Operations roles in Los Angeles-Long Beach-Anaheim, CA concentrated?

Real opportunity is spread across a long tail, not locked up by one or two employers. We observed more than 550 postings across more than 350 companies over the last 90 days, and the employer mix in the sample is fragmented. The most frequently named employers included Third Party CS, Anduril Industries, Inc., AMBA, Frontdoor Defense, MiddleLayer, and Legendary Allen Agency. The best pockets are not evenly distributed. Insurance made up about 30% of the sample, with human resources firms and healthcare each at about 15%, followed by aerospace & defense and education at about 10% each. Large employers accounted for about 35% of postings and enterprise employers about 15%, which usually favors candidates who can operate in process-heavy environments with more reporting, stakeholder management, and compliance expectations. Role mix matters as much as industry mix. About 55% of postings were mid-level versus about 20% entry-level, so Los Angeles is much friendlier to candidates with a few years of concrete HR operations, recruiting, or employee-relations ownership than to true beginners.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Los Angeles-Long Beach-Anaheim, CA?

Recent postings show the most activity from Third Party CS (20 postings), Anduril Industries, Inc. (15 postings), AMBA (10 postings), Frontdoor Defense (10 postings), MiddleLayer (10 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Los Angeles-Long Beach-Anaheim, CA be done remotely?

Of recent postings, 15% are remote and 25% hybrid, with 60% 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.

Explore related openings

Human Resources, Recruiting & People Operations jobs in other metros

• Phoenix-Mesa-Chandler, AZ
• Columbus, OH
• Kansas City, MO-KS
• Baltimore-Columbia-Towson, MD
• Denver-Aurora-Centennial, CO
• Minneapolis-St. Paul-Bloomington, MN-WI
• Austin-Round Rock-San Marcos, TX
• Philadelphia-Camden-Wilmington, PA-NJ-DE-MD

Other roles in Los Angeles-Long Beach-Anaheim, CA

• Operations, Supply Chain & Logistics
• Healthcare Support & Healthcare Administration
• Manufacturing, Construction & Field Services
• Data, Analytics & AI
• Healthcare Practitioners
• Transportation & Delivery
• Sales, Customer Success & Account Management
• Administrative & Office Support

Browse all job openings | Browse all job market reports