350+ HR & Recruiting Jobs in Los Angeles, CA

Government wage data puts Los Angeles human resources specialists at a $80,220 median, with a $63,410 25th percentile and $105,560 75th percentile in 2025, while HR managers sit much higher at a $168,400 median and $188,130 mean. Recent posted salary ranges across the broader category center on about $97k to $131k, with a broader 25th-75th band of about $78k to $169k; treat that as directional because it reflects the current posting mix rather than a government occupation median.

Full September 2026 market report

Advertised pay

Across the 333 openings that disclose pay, the advertised range midpoint runs $69,680 at the 25th percentile, $87,716 at the median and $125,000 at the 75th. These are advertised ranges, not earned pay.

Active openings as of October 17, 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.

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What our analysts see this month

Competitive market | next 3-6 months

Los Angeles is still a viable market for HR, recruiting, and people ops, but it is selective rather than expansive. The metro unemployment rate was 4.8% in August 2026, total nonfarm employment rose 0.6111% year over year, and unemployment levels fell -18.4056% year over year; however, local Professional and Business Services employment slipped -0.9355% and statewide HR/recruiting/people-ops postings were down 1.0% year over year. More than 550 sampled postings appeared across more than 300 companies over the last 90 days, but the mix skews mid-career and mostly on-site or hybrid.

Best positioned: Mid-career candidates who can pair full-cycle recruiting, LinkedIn Recruiter, sourcing, data analysis, and ATS fluency with California employment-law awareness have the best odds, especially with insurance, defense/space, and healthcare employers.

Main caution: The biggest mistake is assuming LA's size means abundant remote or entry-level openings; only about 15% of sampled roles were entry-level and about 10% were remote.

From the September 2026 market report

Who is hiring here

Counted across all 386 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Telemetry Today LLC: 28 open roles
2. Anduril Industries, Inc.: 9 open roles
3. Third Party CS: 7 open roles
4. Divergent3d: 6 open roles
5. Impulse Space, Inc.: 4 open roles
6. Inter-Con Security: 4 open roles
7. Chaos, Inc.: 3 open roles
8. Crowe: 3 open roles
9. Eastridge: 3 open roles
10. Mercy House, Inc.: 3 open roles

Where the openings are

• Los Angeles: 116
• Costa Mesa: 39
• Irvine: 30
• Long Beach: 20
• El Segundo: 15
• Torrance: 13
• Santa Ana: 12
• Ontario: 8

Work arrangement

on-site 245 (65%), hybrid 106 (28%), remote 28 (7%)

Where the demand is

Real opportunity is spread across a long tail, not dominated by one mega-employer. Over the last 90 days, the sampled market showed more than 550 HR/recruiting/people-ops postings across more than 300 companies, and hiring was fragmented across employers. The most active industries in the sample were insurance (about 25%), defense and space manufacturing (about 15%), hospitals and health care (about 10%), aerospace & defense (about 10%), and defense (about 10%). That means Los Angeles rewards industry fit more than generic HR branding. The most consistently active named employers included Telemetry Today LLC, Anduril Industries, Inc., Vast Space Llc., AMBA, Bradford & Barthel, LLP, and Foundation Risk Partners, Corp., while about 30% of sampled postings came from large employers. On top of that, Los Angeles World Airports convened a September 25 forum around two active HR-services RFQs, and the city launched RELAY28 on September 18 to align employers and workforce partners around hiring and skills needs tied to the 2028 Games and longer-term careers. The catch is where the openings sit. The sample skewed toward mid-level and senior work, and it was mostly on-site or hybrid, so candidates looking only for remote or entry-level roles will feel the market as much tighter than the headline volume suggests.

• Insurance and benefits-heavy employers (high): Insurance is the single biggest industry pocket in the recent local sample, which makes benefits, compliance, recruiting, and employee-support experience especially portable here.
• Defense, space, and aerospace manufacturers (high): Defense and space manufacturing plus aerospace/defense account for a large share of recent local demand, and active employers include Anduril Industries, Inc. and Vast Space Llc.
• Hospitals and health care (moderate): Hospitals and health care are a smaller but still meaningful slice of local HR demand, which favors candidates comfortable with compliance, scheduling complexity, and frontline hiring volume.
• Public-sector and workforce-program vendors (moderate): LAWA's two active HR-services RFQs and the city's RELAY28 workforce initiative create a niche lane for vendor, transformation, and workforce-program experience.

Where to focus: Prioritize mid-level, on-site or hybrid openings in insurance, defense/space, and healthcare before spending much time on remote generalist searches.

Roles worth searching next

• Business Operations Analyst: People ops experience often transfers well into process mapping, reporting, stakeholder management, and workflow improvement.
• HR Tech Customer Success / Implementation Specialist: ATS, onboarding, compliance, and systems knowledge translate well to vendor-side implementation and client support work.
• Compliance Analyst: California-heavy documentation, notices, policy interpretation, and risk control work overlap with many HR generalist strengths.
• Workforce Program Coordinator / Employer Partnerships Manager: Recruiting, employer branding, and workforce-development coordination overlap with partnership and pipeline-building roles.

What postings ask for

• Full-cycle recruiting (table_stakes | immediate): It is one of the most-requested local skills, appearing in about 20% of sampled postings. Who: Anyone targeting recruiting, TA partner, or hiring-manager-facing roles.
• LinkedIn Recruiter and sourcing (differentiator | immediate): LinkedIn Recruiter appears in about 20% of sampled local postings and sourcing in about 15%, which makes search discipline a visible screen-in factor. Who: Recruiters, career switchers entering TA, and coordinators trying to move upmarket.
• Applicant tracking systems (table_stakes | immediate): ATS fluency shows up in about 15% of sampled local postings and often signals whether you can handle process, reporting, and candidate movement without hand-holding. Who: Entry-level and mid-career candidates alike.
• Data analysis and HR data literacy (premium | immediate): Data analysis appears in about 15% of local postings, and broader 2026 HR guidance treats data literacy as essential for decision-making and career growth. Who: Mid-career HR generalists, people ops candidates, and anyone who wants to move toward HRBP or analytics-heavy work.
• California employment-law and AI-in-hiring compliance (premium | immediate): California revised FEHA regulations around automated decision systems in employment practices, and 2026 notice requirements added more compliance execution work for employers. Who: HR generalists, HRBPs, TA leads, and employee-relations-adjacent candidates.
• PHR (differentiator | near-term): PHR is the most commonly required named certification in the local posting sample, though it appears in only about 5% of postings. Who: Early- to mid-career candidates who already have practical experience and need a cleaner credibility signal.

Questions about this market

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

Government wage data puts Los Angeles human resources specialists at a $80,220 median, with a $63,410 25th percentile and $105,560 75th percentile in 2025, while HR managers sit much higher at a $168,400 median and $188,130 mean. Recent posted salary ranges across the broader category center on about $97k to $131k, with a broader 25th-75th band of about $78k to $169k; treat that as directional because it reflects the current posting mix rather than a government occupation median. This is a solid-paying HR market, especially above coordinator level. Local specialist pay is above the national HR specialist median of $75,940, but much of the premium is tied to seniority, industry, and the Los Angeles cost base.

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 dominated by one mega-employer. Over the last 90 days, the sampled market showed more than 550 HR/recruiting/people-ops postings across more than 300 companies, and hiring was fragmented across employers. The most active industries in the sample were insurance (about 25%), defense and space manufacturing (about 15%), hospitals and health care (about 10%), aerospace & defense (about 10%), and defense (about 10%). That means Los Angeles rewards industry fit more than generic HR branding. The most consistently active named employers included Telemetry Today LLC, Anduril Industries, Inc., Vast Space Llc., AMBA, Bradford & Barthel, LLP, and Foundation Risk Partners, Corp., while about 30% of sampled postings came from large employers. On top of that, Los Angeles World Airports convened a September 25 forum around two active HR-services RFQs, and the city launched RELAY28 on September 18 to align employers and workforce partners around hiring and skills needs tied to the 2028 Games and longer-term careers. The catch is where the openings sit. The sample skewed toward mid-level and senior work, and it was mostly on-site or hybrid, so candidates looking only for remote or entry-level roles will feel the market as much tighter than the headline volume suggests.

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 Telemetry Today LLC (20 postings), Anduril Industries, Inc. (15 postings), Vast Space Llc. (10 postings), AMBA (10 postings), Bradford & Barthel, LLP (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, 10% are remote and 30% 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 California openings by job title

• Software Engineer: 1,155 open roles statewide
• Product Manager: 412 open roles statewide
• Project Manager: 407 open roles statewide
• General Manager: 403 open roles statewide
• Program Manager: 340 open roles statewide
• Technical Program Manager: 327 open roles statewide
• Senior Software Engineer: 266 open roles statewide
• Staff Software Engineer: 225 open roles statewide
• Engineering Manager: 170 open roles statewide
• Senior Manager: 144 open roles statewide
• Senior Product Manager: 119 open roles statewide
• Associate Director: 105 open roles statewide

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