25+ HR & Recruiting Jobs in Salt Lake City, UT

Observed government wage data puts local HR specialists at a $74,410 median, $59,700 at the 25th percentile, and $96,470 at the 75th percentile in 2025; local HR managers were far higher at a $133,620 median, but that manager tier was only 1,290 jobs versus 5,350 HR specialist jobs. Proxy signals are directionally similar but not identical: local posted ranges center on about $70k to $90k, and Revelio Public Labor Statistics shows Utah mean offered salary on new HR-family openings at about $85,283 in September 2026 (n=243).

Full September 2026 market report

Advertised pay

Across the 16 openings that disclose pay, the advertised range midpoint runs $61,800 at the 25th percentile, $72,500 at the median and $85,875 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 43 openings.

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What our analysts see this month

Balanced market | next 3-6 months

Salt Lake City is a usable but selective HR market right now: metro unemployment was 3.7% in August 2026, metro nonfarm employment was up 2.4869% year over year, and Professional and Business Services employment was up 4.3098%. Utah-wide employment in the HR, recruiting, and people-ops family was up 0.8% year over year in September 2026, but active postings for that family were down 5.0%, which points to steadier teams and fewer easy-entry openings. Local job-posting composition still shows more than 50 postings across more than 40 companies over the last 90 days, so openings exist, but they are spread across many employers rather than concentrated in one or two easy targets.

Best positioned: Candidates with proven ATS or recruiting-operations skill, HR compliance depth, willingness to work on-site or hybrid, and experience in healthcare, insurance, or construction have the clearest edge.

Main caution: The biggest mistake is assuming a healthy local economy means an easy HR job hunt; Utah HR-family postings are down 5.0% year over year even as the broader metro economy is growing.

From the September 2026 market report

Who is hiring here

Counted across all 43 openings in this market. 3 of the employers below are hiring for more than one role right now.

1. AO Garcia Agency: 3 open roles
2. Savage Arms, Inc.: 2 open roles
3. Wheeler Machinery Co.: 2 open roles
4. Affirmation: 1 open role
5. Air Force Civilian Service: 1 open role
6. Alsco Inc.: 1 open role
7. American Cruise Lines: 1 open role
8. American Equipment: 1 open role
9. American Income Life: 1 open role
10. Apex MtW Regional: 1 open role

Where the openings are

• Salt Lake City: 16
• West Valley City: 7
• Midvale: 5
• Sandy: 3
• South Jordan: 3
• Herriman: 1
• Layton: 1
• Provo: 1

Work arrangement

on-site 26 (60%), hybrid 10 (23%), remote 7 (16%)

Where the demand is

The clearest local concentration is by industry, not by one dominant employer. In the recent Salt Lake sample, hospitals and health care accounted for about 30% of HR and recruiting postings, insurance about 20%, construction about 15%, facilities services about 10%, and truck transportation about 10%. That mix fits the named large employers currently active in the region, including Intermountain Health, University of Utah, and Zions Bancorporation. Employer concentration is fragmented rather than winner-take-all, and the sample shows more than 50 postings spread across more than 40 companies. For job seekers, that means a broad-target search usually beats waiting on one marquee employer. It also means domain familiarity matters: healthcare compliance, insurance process discipline, and field-operations hiring rhythms are more useful than a generic people-person pitch. The role mix also leans practical. About 35% of sampled roles were entry level and about 40% mid level, while work arrangements were about 45% on-site, about 35% hybrid, and about 20% remote. So the real opportunity is in employers that need recruiting execution, onboarding, case management, and compliance support tied to operating teams, not remote-first talent-brand roles.

• Hospitals and health care (high): This is the biggest visible pocket of local demand at about 30% of sampled postings, anchored by employers such as Intermountain Health.
• Insurance and financial employers (moderate): Insurance accounts for about 20% of sampled postings, and Zions Bancorporation is one of the named regional employers, making regulated people-ops experience useful here.
• Construction, facilities, and transportation (high): These operations-heavy industries together account for about 35% of sampled postings, which favors candidates comfortable with on-site hiring, field teams, and case-heavy HR work.
• Large institutions and universities (limited): University of Utah remains a visible employer in the region, but current restructuring risk makes this a more mixed target than healthcare or insurance right now.

Where to focus: Prioritize healthcare, insurance, construction, and operations-heavy employers where you can show ATS skill, compliance comfort, and willingness to work hybrid or on-site.

Roles worth searching next

• Project Coordinator / PMO Analyst: HR operations experience transfers well to process tracking, stakeholder updates, scheduling, documentation, and workflow cleanup.
• Compliance Specialist: HR candidates with policy, documentation, case management, and regulated-environment experience can pivot into broader compliance work.
• Customer Success Manager: Recruiting and employee-facing HR work both build discovery, communication, objection handling, and relationship management skills.
• Business Operations Specialist: People-ops candidates often already manage workflows, internal service requests, onboarding steps, and internal stakeholder support.

What postings ask for

• Applicant tracking systems and ATS hygiene (table_stakes | immediate): Applicant tracking systems are the most-requested hard-skill cluster locally at about 20% of postings, and broader demand signals call out Workday and Greenhouse specifically. Who: Everyone, especially entry-level candidates and career switchers.
• Sourcing, recruiting, and candidate screening (table_stakes | immediate): Sourcing and recruiting each appear in about 15% of local postings, with candidate screening around 10%, so employers still want hands-on execution rather than only strategy talk. Who: Recruiters, coordinators, TA specialists, and switchers from staffing.
• Employment law and HR compliance (differentiator | immediate): Employment law shows up in about 10% of local postings, and broader demand signals also call out HR compliance as an in-demand area. Who: Mid-career candidates, generalists, and anyone targeting regulated employers.
• SHRM-CP or PHR (differentiator | near-term): Among local postings that specify a certification, PHR, SPHR, SHRM-CP, and SHRM-SCP each appear in about 5% of listings, so they are not universal but can help when you lack direct industry match. Who: Career switchers and early- to mid-career candidates without a strong HR brand name on the resume.
• People analytics and workforce analytics (premium | near-term): HR data analytics is becoming central to strategic HR work in 2026, and SHRM now offers a People Analytics Specialty Credential. Who: Mid-career professionals aiming for HRBP, strategy, or manager-track roles.
• AI-enabled HR workflow and prompt engineering (premium | near-term): Prompt engineering has emerged as a core HR skill, and SHRM reports AI use is concentrated first in recruiting, HR technology, and learning and development. Who: Recruiters, HR ops staff, and managers who want to stand out on speed and process design.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Salt Lake City-Murray, UT?

Observed government wage data puts local HR specialists at a $74,410 median, $59,700 at the 25th percentile, and $96,470 at the 75th percentile in 2025; local HR managers were far higher at a $133,620 median, but that manager tier was only 1,290 jobs versus 5,350 HR specialist jobs. Proxy signals are directionally similar but not identical: local posted ranges center on about $70k to $90k, and Revelio Public Labor Statistics shows Utah mean offered salary on new HR-family openings at about $85,283 in September 2026 (n=243). This is solid professional pay for specialist-level HR work, but the real step-up comes when you own a business unit, employee relations portfolio, or broader manager scope.

Where is demand for Human Resources, Recruiting & People Operations roles in Salt Lake City-Murray, UT concentrated?

The clearest local concentration is by industry, not by one dominant employer. In the recent Salt Lake sample, hospitals and health care accounted for about 30% of HR and recruiting postings, insurance about 20%, construction about 15%, facilities services about 10%, and truck transportation about 10%. That mix fits the named large employers currently active in the region, including Intermountain Health, University of Utah, and Zions Bancorporation. Employer concentration is fragmented rather than winner-take-all, and the sample shows more than 50 postings spread across more than 40 companies. For job seekers, that means a broad-target search usually beats waiting on one marquee employer. It also means domain familiarity matters: healthcare compliance, insurance process discipline, and field-operations hiring rhythms are more useful than a generic people-person pitch. The role mix also leans practical. About 35% of sampled roles were entry level and about 40% mid level, while work arrangements were about 45% on-site, about 35% hybrid, and about 20% remote. So the real opportunity is in employers that need recruiting execution, onboarding, case management, and compliance support tied to operating teams, not remote-first talent-brand roles.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Salt Lake City-Murray, UT?

Recent postings show the most activity from UTN (5 postings), Kelso Industries (5 postings), AO Garcia Agency (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Salt Lake City-Murray, UT be done remotely?

Of recent postings, 20% 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.

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