500+ HR & Recruiting Jobs in New York, NY

Official metro wage data shows human resources specialists at a $89,780 median and $98,100 mean in 2025, with a $70,210 to $124,130 middle range; human resources managers sit much higher at a $185,100 median and $204,790 mean. More current directional pay signals show New York openings in this family averaging about $111,368 statewide, while local posted salary ranges center on about $110k to $150k with a broader band of about $80k to $188k.

Full September 2026 market report

Advertised pay

Across the 429 openings that disclose pay, the advertised range midpoint runs $75,000 at the 25th percentile, $98,250 at the median and $143,500 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

This is a real market, but not an easy one. Revelio Public Labor Statistics shows Human Resources, Recruiting & People Operations employment in New York up 3.1% year-over-year in September 2026, with active postings up 9.1% year-over-year, while metro Professional and Business Services employment rose 0.5641% year-over-year in August 2026. The metro labor market is stable rather than hot, with unemployment at 4.7% in August 2026 and total nonfarm employment up 0.5029% year-over-year. Your odds are best if you fit the mid-career, on-site or hybrid slice of demand rather than chasing remote-only or truly entry-level openings.

Best positioned: A mid-career recruiter, talent-acquisition, HRBP, or people-ops candidate with full-cycle recruiting, sourcing, data analysis, ATS fluency, and willingness to work on-site or hybrid in software, finance, insurance, healthcare, or city-agency settings has the best odds right now.

Main caution: The biggest misconception is that a huge metro automatically means easy access: only about 15% of sampled openings are entry level, about 5% are remote, and less than 5% of postings that state a sponsorship policy mention visa sponsorship.

From the September 2026 market report

Who is hiring here

Counted across all 532 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. City of New York: 10 open roles
2. Amazon: 5 open roles
3. AO Garcia Agency: 5 open roles
4. Cesna Recruitment: 4 open roles
5. LHi Group: 4 open roles
6. Skanska Group: 4 open roles
7. Catalent, Inc.: 3 open roles
8. Imperial Cleaning: 3 open roles
9. Jane Street Group: 3 open roles
10. Mirage: 3 open roles

Where the openings are

• New York: 376
• Newark: 10
• Jersey City: 7
• Englewood Cliffs: 5
• Bridgewater: 5
• Bronx: 5
• Secaucus: 4
• Stamford: 4

Work arrangement

on-site 288 (55%), hybrid 184 (35%), remote 48 (9%)

Where the demand is

Opportunity is spread across a long tail rather than a few mega-hirers. The Callings.ai job database observed more than 850 postings across more than 600 companies in the last 90 days, and the employer mix is fragmented rather than concentrated. The most active industry pockets in the sample are software development at about 30%, financial services at about 20%, insurance at about 10%, hospitals and health care at about 10%, and technology, information and internet at about 10%. That means the market is not just "corporate HR" in a narrow sense. The best openings are where recruiting volume, regulation, or organizational complexity create repeat demand for recruiters, HR partners, employee-relations support, benefits, and people-ops execution. Public-sector hiring also deserves separate attention: New York City opened the Jobs NYC Center on September 28, 2026, said the initiative has supported 47 agencies and public institutions, and the city still had 14,391 unfilled authorized positions as of August 31, 2026. Those cycles can be slower, but they create a steadier pipeline than many private employers.

• Software development and internet-adjacent employers (high): Software development accounts for about 30% of sampled HR and recruiting postings, and named employers in the sample include Ramp Corp. and Legora AB.
• Financial services, insurance, and advisory (high): Financial services make up about 20% of sampled postings and insurance about 10%, with New York Life Insurance Co., Mercer LLC, and Kpmg Us among the consistently active named employers.
• Hospitals, health care, and public service (moderate): Hospitals and health care represent about 10% of sampled postings, and city-led recruiting infrastructure plus large municipal vacancies point to a durable public-service staffing need.
• Agency and distributed long-tail hiring (moderate): Because the market is fragmented across more than 600 companies, smaller agencies and niche employers remain viable entry points, including named firms such as AO Garcia Agency and NYC Service.

Where to focus: Prioritize mid-level recruiter, talent-acquisition, HR operations, and people-partner roles in software, finance/insurance, healthcare, and city agencies, and widen your search to hybrid roles instead of holding out for remote-only openings.

Roles worth searching next

• Operations Analyst or Business Operations Associate: The overlap is strong if your value is process design, metrics tracking, stakeholder communication, and workflow cleanup.
• Project Coordinator or Program Manager: HR and recruiting experience transfers well when you have run cross-functional rollouts, onboarding programs, vendor coordination, or policy-change implementation.
• Customer Success Manager in HRTech or workforce software: ATS, recruiting workflow, compliance, and employer-process knowledge are all useful in post-sale customer work.
• Compliance Analyst or Policy Operations Analyst: Employee-relations, documentation, investigations support, and policy execution map well into regulated process work.
• Business Analyst: Candidates with HR analytics, Excel, ATS reporting, and stakeholder management can reposition into broader analyst roles.

What postings ask for

• Full-cycle recruiting (table_stakes | immediate): It is one of the most-requested local hard skills, which means employers expect you to handle the whole requisition flow rather than just one piece of it. Who: Recruiters, agency talent professionals, and career switchers aiming at coordinator-to-recruiter paths.
• Sourcing and LinkedIn Recruiter (table_stakes | immediate): Local postings frequently pair sourcing with LinkedIn Recruiter, a direct sign that outbound talent finding still matters in this market. Who: Recruiters, talent acquisition specialists, and anyone targeting tech, finance, or agency hiring teams.
• Data analysis, Excel, and applicant tracking systems (differentiator | immediate): Data analysis appears in the same local demand band as sourcing and full-cycle recruiting, while Excel and applicant tracking systems also show up regularly; nationally, data literacy is being treated as a daily HR requirement. Who: HR coordinators, people-ops candidates, recruiting ops-minded applicants, and career switchers from operations.
• Stakeholder management (differentiator | immediate): It is one of the most-requested local skills and is often what separates tactical support from trusted recruiter or HR-partner work. Who: Mid-career applicants moving toward recruiter, HRBP, or people-partner roles.
• AI literacy for HR and recruiting (premium | near-term): AI literacy is a fast-rising HR skill, and AI adoption in HR is concentrated in recruiting, HR technology, and learning and development. Who: Anyone targeting recruiting, HR tech, L&D-adjacent, or people-ops roles in larger employers.
• HR analytics, skills mapping, and ethical AI analytics (premium | near-term): Predictive workforce analytics, employee-experience analytics, DEI analytics, skills mapping, and ethical AI analytics are all part of the 2026 skill shift in HR. Who: HRBPs, people-ops candidates, workforce planners, and recruiters who want to move upmarket.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in New York-Newark-Jersey City, NY-NJ?

Official metro wage data shows human resources specialists at a $89,780 median and $98,100 mean in 2025, with a $70,210 to $124,130 middle range; human resources managers sit much higher at a $185,100 median and $204,790 mean. More current directional pay signals show New York openings in this family averaging about $111,368 statewide, while local posted salary ranges center on about $110k to $150k with a broader band of about $80k to $188k. The pay is meaningfully above many U.S. markets, but so is the cost base: average hourly wages across all occupations in the metro were $41.50 in May 2025, and local home prices were up 5.6% year-over-year as of July 2026.

Where is demand for Human Resources, Recruiting & People Operations roles in New York-Newark-Jersey City, NY-NJ concentrated?

Opportunity is spread across a long tail rather than a few mega-hirers. The Callings.ai job database observed more than 850 postings across more than 600 companies in the last 90 days, and the employer mix is fragmented rather than concentrated. The most active industry pockets in the sample are software development at about 30%, financial services at about 20%, insurance at about 10%, hospitals and health care at about 10%, and technology, information and internet at about 10%. That means the market is not just "corporate HR" in a narrow sense. The best openings are where recruiting volume, regulation, or organizational complexity create repeat demand for recruiters, HR partners, employee-relations support, benefits, and people-ops execution. Public-sector hiring also deserves separate attention: New York City opened the Jobs NYC Center on September 28, 2026, said the initiative has supported 47 agencies and public institutions, and the city still had 14,391 unfilled authorized positions as of August 31, 2026. Those cycles can be slower, but they create a steadier pipeline than many private employers.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in New York-Newark-Jersey City, NY-NJ?

Recent postings show the most activity from City of New York (10 postings), Legora AB (10 postings), AO Garcia Agency (10 postings), New York Life Insurance Co. (10 postings), Mercer LLC (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in New York-Newark-Jersey City, NY-NJ be done remotely?

Of recent postings, 5% are remote and 40% hybrid, with 50% 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 New York openings by job title

• General Manager: 213 open roles statewide
• Senior Manager: 182 open roles statewide
• Vice President: 173 open roles statewide
• Associate Director: 157 open roles statewide
• Director: 99 open roles statewide
• Executive Director: 81 open roles statewide
• Manager: 66 open roles statewide

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