100+ HR & Recruiting Jobs in Philadelphia, PA

Observed local postings center on about $75k to $95k, with a broader 25th-75th band of about $65k to $145k. Government wage data for a narrower local role is lower and more lagged: HR assistants in the metro averaged $52,460, or $25.22 an hour, in May 2025. Estimated local specialist/recruiter pay from a BLS-based proxy clusters around a $74,000 median, roughly $60,000 at the 25th percentile and around $88,000 at the 75th percentile, with senior recruiter pay reaching $95,000+.

Full August 2026 market report

Advertised pay

Across the 75 openings that disclose pay, the advertised range midpoint runs $61,940 at the 25th percentile, $82,500 at the median and $95,000 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 124 openings.

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What our analysts see this month

Competitive market | next 3-6 months

This is a real but selective market for HR, recruiting, and people operations. Philadelphia-Camden-Wilmington unemployment was 4.2% in July 2026, and the metro rate had fallen from 4.7% to 4.1% over the year ended June 2026, which points to a healthier local backdrop for employers. At the same time, Revelio Public Labor Statistics shows Pennsylvania employment in human resources, recruiting & people operations up 2.2% year over year in August 2026 while active postings were down 4.7%, which suggests steady staffing but fewer fresh openings to chase. Local demand is still broad enough to work with—more than 125 postings across more than 100 companies were observed over the last 90 days—but the employer mix is fragmented, so targeted applications beat mass applying.

Best positioned: The best odds right now belong to candidates who can pair mid-level HR or recruiting execution with compliance, HR systems, and analytics—especially Workday, ATS/HRIS, Excel, interviewing, and local policy fluency.

Main caution: The biggest mistake is treating this as a remote-friendly entry market when only about 15% of sampled roles are remote and about 20% are entry-level.

From the August 2026 market report

Who is hiring here

Counted across all 124 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Power Home Remodeling Group: 20 open roles
2. Cardinal Point Homeland Security Group: 3 open roles
3. Eight Eleven Group: 3 open roles
4. Blank Rome LLP: 2 open roles
5. Blank Rome LLP: 2 open roles
6. Business Network International: 2 open roles
7. Crown Homes: 2 open roles
8. Crown Homes Real Estate: 2 open roles
9. Daybright: 2 open roles
10. OnTrac Logistics, Inc.: 2 open roles

Where the openings are

• Philadelphia: 36
• Wilmington: 7
• West Chester: 6
• Delran: 5
• Conshohocken: 5
• King of Prussia: 4
• Horsham: 3
• Wayne: 3

Work arrangement

on-site 72 (59%), hybrid 39 (32%), remote 11 (9%)

Where the demand is

This is not a one-employer market. Over the last 90 days, more than 125 HR, recruiting, and people ops postings were observed across more than 100 companies in the metro, and hiring in the sample is fragmented rather than concentrated. The most consistently active employers include QVC, Global Elite Empire Consultants, Healthcare Services Group, Avo Photonics, Aramark, Burlington, AO Garcia Agency, and Jefferson Health, each with around 5 postings in the sample. Opportunity is concentrated more by industry and workflow than by brand. The sample leans toward insurance (about 25%), healthcare (about 20%), retail (about 15%), hospitals and health care (about 10%), and human resources services (about 10%). That fits the broader local economy: Philadelphia metro professional and business services employment was 505.2 thousand in June 2026, up 0.5773% year over year, while public-sector and workforce-facing activity remains visible through City of Philadelphia career-resource programming and PA CareerLink recruitment events.

• Healthcare and hospitals (high): Healthcare (about 20%) plus hospitals and health care (about 10%) account for a large combined share of the local sample, and Jefferson Health appears among the most active named employers.
• Insurance and business-support employers (high): Insurance is about 25% of the sample, and the regional professional and business services base is still growing modestly, which supports recruiting, HR operations, and compliance-heavy work.
• Retail and consumer employers (moderate): Retail is about 15% of the sample, with Burlington, QVC, and Aramark among the active employer names in the local posting mix.
• Public and workforce-facing organizations (moderate): City career-resource events, public hiring activity, and CareerLink recruitment events point to ongoing need for people-process support in civic, nonprofit, and mission-driven settings.

Where to focus: Focus first on mid-level, hybrid-capable roles in healthcare, insurance, and large employers with recurring hiring cycles, especially where compliance and systems skills are part of the job.

Roles worth searching next

• HRIS or Workday implementation specialist: Local employers repeatedly ask for Workday, HRIS, and project management skills, and HR leaders report paying a premium for tech implementation capability.
• Employment compliance specialist: Philadelphia's new Fair Chance posting and criminal-record-screening requirements create direct workflow overlap for HR professionals who already understand policy execution and documentation.
• Workforce development or employer partnerships coordinator: City career-resource events and CareerLink recruitment activity show active employer-facing workforce work in the region, which overlaps with sourcing, intake, and candidate support skills.
• Operations or business analyst with employee-data focus: Local HR postings emphasize data analysis, Excel, HRIS, and project management, while national guidance says people analytics is becoming a core competency.
• HR tech customer success or implementation manager: The Philadelphia area has visible HR tech activity through Phenom, and recruiting teams are increasingly using AI in sourcing, screening, and candidate communication workflows.

What postings ask for

• Data analysis and people analytics (premium | immediate): Local postings ask for data analysis in about 20% of the sample and Microsoft Excel in about 10%, while broader HR guidance says data analytics and people analytics are becoming core competencies. Who: Mid-career HR generalists, recruiters moving toward ops, and switchers with spreadsheet or reporting experience.
• Workday and HRIS proficiency (premium | immediate): Workday appears in about 15% of sampled local postings, ATS and HRIS each appear in about 10%, and national guidance describes HRIS proficiency as a vital 2026 skill. Who: Anyone applying above assistant level and anyone trying to move from admin work into systems-backed HR roles.
• Philadelphia Fair Chance and criminal-record-screening compliance (differentiator | immediate): Philadelphia employers were required in August 2026 to replace old Fair Chance Hiring postings and display the new Fair Criminal Record Screening Standards Ordinance summary, creating immediate compliance work for local HR and TA teams. Who: Generalists, recruiters, employee-relations candidates, and anyone targeting city, healthcare, or large-employer roles.
• SHRM-CP or PHR (differentiator | near-term): The most commonly required certifications in the local sample are PHR (about 10%) and SHRM-CP (about 5%), and SHRM-CP is widely recognized as a high-value credential for many HR professionals. Who: Early- to mid-career candidates who already have some HR experience and need a screening advantage.
• Interviewing, sourcing, and ATS workflow management (table_stakes | immediate): Local postings call out interviewing and sourcing at about 10% each and applicant tracking systems at about 10%, while AI is increasingly used for job description writing, resume screening, and candidate communication. Who: Recruiters, coordinators, agency-to-in-house movers, and switchers trying to prove process readiness.
• AI literacy for HR and recruiting (differentiator | near-term): AI literacy is a rising HR skill, 39% of organizations had implemented AI in HR as of December 2025, and new AI-for-HR credentials are already appearing. Who: Recruiters, people-ops candidates, and anyone worried their work looks too manual or administrative.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Philadelphia-Camden-Wilmington, PA-NJ-DE-MD?

Observed local postings center on about $75k to $95k, with a broader 25th-75th band of about $65k to $145k. Government wage data for a narrower local role is lower and more lagged: HR assistants in the metro averaged $52,460, or $25.22 an hour, in May 2025. Estimated local specialist/recruiter pay from a BLS-based proxy clusters around a $74,000 median, roughly $60,000 at the 25th percentile and around $88,000 at the 75th percentile, with senior recruiter pay reaching $95,000+. For job seekers, that means Philadelphia can pay solidly above broad-market averages when the role is scoped beyond assistant work. Revelio Public Labor Statistics shows mean offered salary on new Pennsylvania HR openings at ~$87,289 (n=1,360), above the statewide all-occupation mean offered salary of ~$73,288 (n=68,225).

Where is demand for Human Resources, Recruiting & People Operations roles in Philadelphia-Camden-Wilmington, PA-NJ-DE-MD concentrated?

This is not a one-employer market. Over the last 90 days, more than 125 HR, recruiting, and people ops postings were observed across more than 100 companies in the metro, and hiring in the sample is fragmented rather than concentrated. The most consistently active employers include QVC, Global Elite Empire Consultants, Healthcare Services Group, Avo Photonics, Aramark, Burlington, AO Garcia Agency, and Jefferson Health, each with around 5 postings in the sample. Opportunity is concentrated more by industry and workflow than by brand. The sample leans toward insurance (about 25%), healthcare (about 20%), retail (about 15%), hospitals and health care (about 10%), and human resources services (about 10%). That fits the broader local economy: Philadelphia metro professional and business services employment was 505.2 thousand in June 2026, up 0.5773% year over year, while public-sector and workforce-facing activity remains visible through City of Philadelphia career-resource programming and PA CareerLink recruitment events.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Philadelphia-Camden-Wilmington, PA-NJ-DE-MD?

Recent postings show the most activity from QVC, Inc. (5 postings), Global Elite Empire Consultants (5 postings), Healthcare Services Group (5 postings), Avo Photonics (5 postings), Aramark Corporation (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Philadelphia-Camden-Wilmington, PA-NJ-DE-MD be done remotely?

Of recent postings, 15% are remote and 35% hybrid, with 45% 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 Pennsylvania openings by job title

• General Manager: 156 open roles statewide

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• Marketing, Communications & Content
• Education & Training

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