50+ HR & Recruiting Jobs in Pittsburgh, PA

The cleanest local pay anchor is indirect: office and administrative support occupations in Pittsburgh averaged $48,750 in May 2025, which helps frame coordinator and support-heavy HR roles. A partial local posting sample for HR, recruiting, and people ops centered on about $59k to $75k, with a broader 25th-75th band of about $45k to $161k because the sample mixes coordinators, specialists, managers, and leadership roles. Statewide, Pennsylvania human resources specialists were reported around a $70,450 median, while human resources managers were around a $133,060 median. Revelio Public Labor Statistics put the mean offered salary on new Pennsylvania HR openings at about $87,289 in August 2026, versus about $73,288 across all Pennsylvania occupations, which is a directional offer signal rather than a posted-salary median.

Full August 2026 market report

Advertised pay

Across the 25 openings that disclose pay, the advertised range midpoint runs $50,000 at the 25th percentile, $62,400 at the median and $78,400 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 63 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Overall, this is a competitive but still workable market over the next 3-6 months. Pittsburgh's unemployment rate was 3.7% in July 2026, while metro employment was up 2.0777% year over year and the labor force was up 1.0790%, so the broader economy is giving employers room to keep hiring. But Pennsylvania occupation data from Revelio Public Labor Statistics show Human Resources, Recruiting & People Operations employment up 2.2% year over year while active postings were down 4.7%, which points to selective hiring rather than a wide-open candidate market. In a partial local posting sample, more than 50 HR and recruiting openings appeared across more than 40 companies over the last 90 days, with most roles on-site and concentrated at entry and mid levels.

Best positioned: Candidates with a bachelor's degree, hands-on HRIS, Excel, and data-analysis ability, plus sourcing or benefits experience, who are open to on-site work in insurance, financial services, staffing, or healthcare, have the best odds right now.

Main caution: The biggest trap is assuming "HR jobs" means remote generalist openings; about 65% of local postings were on-site, about 15% were remote, and postings that stated sponsorship policy almost never offered visa sponsorship.

From the August 2026 market report

Who is hiring here

Counted across all 63 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Blink Health LLc: 2 open roles
2. BlinkRx LLC: 2 open roles
3. Carnegie Mellon University: 2 open roles
4. Confidential: 2 open roles
5. Donnelly Boland: 2 open roles
6. FNB Corporation: 2 open roles
7. Hatch: 2 open roles
8. HTU: 2 open roles
9. Legrand North America, LLC: 2 open roles
10. Washjeff: 2 open roles

Where the openings are

• Pittsburgh: 40
• Canonsburg: 5
• Washington: 2
• Warrendale: 2
• Tarentum: 2
• Baldwin: 2
• Monaca: 1
• Wilkins Township: 1

Work arrangement

on-site 42 (69%), hybrid 17 (28%), remote 2 (3%)

Where the demand is

Real opportunities are spread across a long tail of employers rather than dominated by one anchor company. In the last 90 days, a local sample found more than 50 postings across more than 40 companies, and hiring looked fragmented across employers. The most active industry buckets were insurance and financial services at about 20% each, followed by staffing and recruiting at about 15%, then healthcare and banking and lending at about 10% each. That means the practical search is not "apply to every HR job" but "pick the employer type that matches your proof." If you are strong in sourcing and coordination, staffing-linked recruiter and TA coordinator openings are visible through firms such as LHH, Beacon Hill-related activity, and Hatch. If you have broader employee-facing or manager-support experience, established employers such as Cintas and NRG Energy showed HR manager and HRBP openings in late August 2026. Because the sample skews about 40% entry and about 45% mid career, there is more room in hands-on execution roles than in leadership seats. A second concentration point is work style. About 65% of local HR and recruiting postings were on-site and about 20% hybrid, so candidates who insist on remote-only are fishing in the smallest part of the pool.

• Insurance and financial-services employers (high): Insurance and financial services each made up about 20% of the local posting mix, which makes them the clearest employer-type target for generalists, benefits staff, and HR operations candidates.
• Staffing and recruiting support (high): Staffing and recruiting accounted for about 15% of the local mix, and local examples included recruiter, senior talent acquisition specialist, and talent acquisition coordinator openings.
• Manager and HRBP roles at established employers (moderate): Leadership and partner-track jobs are present but narrower, with visible examples from Cintas and NRG Energy rather than broad-volume demand.

Where to focus: If you do not already have a strong niche, focus first on on-site mid-level recruiting and HR operations roles in insurance, financial services, and staffing, because that is where local demand is most visible and transferable.

Roles worth searching next

• Staffing Account Manager: Local demand includes staffing and recruiting employers plus heavy sourcing activity, so recruiters who can carry requisitions and client relationships can bridge into a sales and account-management path.
• Operations Coordinator or Business Operations Specialist: Project management, data analysis, Excel, and Office are already common requirements in local HR postings, which makes HR ops candidates portable into broader operations roles.
• Benefits or Insurance Client Service Specialist: Insurance is one of the most active local employer groups, and benefits administration plus insurance licensing showed up in the local skill mix.
• Customer Success or Employer Services at HR-tech or staffing vendors: Candidates with sourcing, workflow, and stakeholder-management skills can move vendor-side into client onboarding, adoption, or support roles that still use HR domain knowledge.

What postings ask for

• Microsoft Excel (table_stakes | immediate): Excel appeared in about 10% of local postings, which makes spreadsheet fluency a baseline screen rather than a bonus skill. Who: Entry-level candidates, coordinators, and career switchers.
• Microsoft Office (table_stakes | immediate): Microsoft Office was requested in about 15% of local postings, so employers expect you to be productive in standard business workflows on day one. Who: All candidates.
• Sourcing (differentiator | immediate): Sourcing was one of the most-requested local hard skills at about 15%, so recruiter and TA applicants need evidence they can build candidate pipelines, not just coordinate interviews. Who: Recruiters, TA coordinators moving up, and career switchers targeting staffing firms.
• HRIS (premium | immediate): HRIS appeared in about 10% of local postings, and it is one of the fastest ways to separate HR operators from general administrators. Who: HR assistants, generalists, and mid-career candidates who want more stable operations work.
• Data analysis (differentiator | near-term): Data analysis showed up in about 10% of local postings, which signals that reporting, headcount tracking, and metric storytelling matter even in non-analytics HR roles. Who: Mid-career candidates and career switchers with Excel or operations backgrounds.
• Project management (differentiator | near-term): Project management appeared in about 10% of local postings, especially for onboarding, benefits rollouts, and cross-functional HR operations work. Who: Generalists, HR ops candidates, and anyone aiming at HRBP work.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Pittsburgh, PA?

The cleanest local pay anchor is indirect: office and administrative support occupations in Pittsburgh averaged $48,750 in May 2025, which helps frame coordinator and support-heavy HR roles. A partial local posting sample for HR, recruiting, and people ops centered on about $59k to $75k, with a broader 25th-75th band of about $45k to $161k because the sample mixes coordinators, specialists, managers, and leadership roles. Statewide, Pennsylvania human resources specialists were reported around a $70,450 median, while human resources managers were around a $133,060 median. Revelio Public Labor Statistics put the mean offered salary on new Pennsylvania HR openings at about $87,289 in August 2026, versus about $73,288 across all Pennsylvania occupations, which is a directional offer signal rather than a posted-salary median. In practice, Pittsburgh looks like a market where support and coordinator work can land below national HR medians, while solid recruiter, specialist, and HRBP roles cluster around the local posted center and strategic manager-level roles can still move into six figures.

Where is demand for Human Resources, Recruiting & People Operations roles in Pittsburgh, PA concentrated?

Real opportunities are spread across a long tail of employers rather than dominated by one anchor company. In the last 90 days, a local sample found more than 50 postings across more than 40 companies, and hiring looked fragmented across employers. The most active industry buckets were insurance and financial services at about 20% each, followed by staffing and recruiting at about 15%, then healthcare and banking and lending at about 10% each. That means the practical search is not "apply to every HR job" but "pick the employer type that matches your proof." If you are strong in sourcing and coordination, staffing-linked recruiter and TA coordinator openings are visible through firms such as LHH, Beacon Hill-related activity, and Hatch. If you have broader employee-facing or manager-support experience, established employers such as Cintas and NRG Energy showed HR manager and HRBP openings in late August 2026. Because the sample skews about 40% entry and about 45% mid career, there is more room in hands-on execution roles than in leadership seats. A second concentration point is work style. About 65% of local HR and recruiting postings were on-site and about 20% hybrid, so candidates who insist on remote-only are fishing in the smallest part of the pool.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Pittsburgh, PA?

Recent postings show the most activity from Aerotek (5 postings), FNB Corporation (5 postings), Mercer (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Pittsburgh, PA be done remotely?

Of recent postings, 15% are remote and 20% 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 Pennsylvania openings by job title

• General Manager: 156 open roles statewide

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