75+ HR & Recruiting Jobs in Tampa, FL

For the clearest local benchmark, BLS puts Tampa human resources specialists at a $65,580 median and $74,390 mean annual wage in 2025, with a 25th-75th percentile range of $51,060 to $91,170. HR managers sit much higher, with a $140,400 median and $153,690 mean, but that is a narrower leadership tier rather than the typical outcome for the whole category. Separately, recent posted salary ranges in the local sample center on about $60k to $72k, with a broader 25th-75th band of about $50k to $98k, while new Florida openings averaged about $86,204 statewide.

Full September 2026 market report

Advertised pay

Across the 41 openings that disclose pay, the advertised range midpoint runs $50,000 at the 25th percentile, $60,000 at the median and $90,250 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 79 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Tampa is still a real market for HR, recruiting, and people operations, but it is not an easy one right now. The metro had 10,410 human resources specialists in 2025, and local specialist pay ran $65,580 at the median, but Tampa unemployment rose to 4.7% in August 2026 and Florida HR postings were down 11.4% year over year even as Florida HR employment edged up 1.0%. Over the last 90 days, the local sample still showed more than 75 postings across more than 50 companies, yet the employer mix was fragmented and only about 5% of sampled roles were remote.

Best positioned: Candidates who can already run ATS-driven recruiting or HR generalist work in insurance, hospitals and health care, construction, or transportation have the best odds right now.

Main caution: Do not assume this is a remote-friendly or leadership-heavy market: about 60% of sampled roles were on-site, about 35% hybrid, and the sample skews much more mid-level than executive.

From the September 2026 market report

Who is hiring here

Counted across all 79 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. TQL: 4 open roles
2. Alvarez & Marsal Holdings, LLC: 2 open roles
3. American Income Life: 2 open roles
4. Cintas Corporation: 2 open roles
5. Clearwater Shower Bath, LLC: 2 open roles
6. Florida: 2 open roles
7. Jabil Inc.: 2 open roles
8. Mettler Toledo Llc: 2 open roles
9. Monin Canada: 2 open roles
10. Phaidon International: 2 open roles

Where the openings are

• Tampa: 45
• St. Petersburg: 6
• Clearwater: 5
• Lutz: 3
• Largo: 3
• Saint Petersburg: 3
• Chicago: 1
• Pinellas County: 1

Work arrangement

on-site 52 (70%), hybrid 11 (15%), remote 11 (15%)

Where the demand is

The opportunity set is real but spread out. Over the last 90 days, the local sample showed more than 75 HR, recruiting, and people-ops postings across more than 50 companies, and hiring was fragmented rather than dominated by one employer. The most consistently active named employers in the sample were TQL, Hub International, Sage Infusion, and Macy's. Industry mix matters more than brand prestige in this market. Insurance and hospitals and health care each accounted for about 20% of sampled postings, followed by truck transportation and construction at about 15% each. That mix favors candidates who can handle frontline hiring, multi-site coordination, employee relations, or compliance-heavy workflows. Work setup also narrows the field: about 60% of roles were on-site, about 35% hybrid, and about 5% remote.

• Hospitals and health care (high): About 20% of sampled postings came from hospitals and health care, making this one of the deepest local pools for HR talent.
• Insurance (high): Insurance also represented about 20% of sampled demand and tends to reward candidates who can work inside regulated, documentation-heavy processes.
• Transportation and construction (moderate): Truck transportation and construction each accounted for about 15% of sampled postings, which tends to favor high-volume recruiting, field workforce coordination, and site-based HR work.
• Pure remote recruiter roles (limited): Only about 5% of sampled roles were remote, so candidates holding out for fully remote work are competing for the smallest slice of the local market.

Where to focus: Prioritize mid-level roles in healthcare and insurance first, then widen to transportation and construction employers that need full-cycle recruiting and employee-relations range.

Roles worth searching next

• Operations Coordinator / Business Operations Analyst: Local HR postings emphasize Excel, Office, documentation, and workflow discipline, which transfer well into operations support roles.
• Project Coordinator / PMO Analyst: Stakeholder tracking, deadline management, and structured process ownership carry over well from recruiting and people ops.
• Compliance Analyst: HR work that touches policy, screening, documentation, and audit trails can pivot toward compliance, especially in health care and insurance-heavy employers.
• Customer Success Manager / Account Manager: Recruiting and employee-facing work builds consultative communication, follow-up rhythm, and relationship management that transfer into client roles.

What postings ask for

• Applicant tracking systems (table_stakes | immediate): ATS showed up in about 25% of sampled local postings, making it the clearest screening keyword in this market. Who: Everyone, especially entry-level candidates and career switchers.
• Sourcing and candidate screening (table_stakes | immediate): Sourcing appeared in about 15% of postings, while candidate screening and full-cycle recruiting showed up in about 10% each, which tells you employers want process execution, not just employer-brand talk. Who: Recruiters, TA specialists, and generalists who touch hiring.
• LinkedIn Recruiter and LinkedIn search (differentiator | immediate): LinkedIn Recruiter and LinkedIn each appeared in about 10% of sampled postings, which matters most for recruiter and TA-heavy paths. Who: Recruiters, sourcing specialists, and switchers from sales or customer-facing backgrounds.
• Excel and Microsoft Office discipline (table_stakes | immediate): Microsoft Office appeared in about 20% of postings and Excel in about 10%, so spreadsheet control and documentation are still real filters for coordinators and generalists. Who: Entry-level candidates, coordinators, and anyone coming from non-HR backgrounds.
• PHR (differentiator | near-term): PHR was the most commonly required certification in the local posting sample, even if only about 5% of postings named it directly. Who: Generalists and switchers who need a sharper credibility signal.
• SHRM-CP or SHRM-SCP (differentiator | near-term): SHRM-CP and SHRM-SCP remain widely recognized, and local-area prep options exist, which makes them useful signals for candidates trying to convert broad experience into HR credibility. Who: Mid-career generalists, HRBPs, and managers without a formal HR credential.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Tampa-St. Petersburg-Clearwater, FL?

For the clearest local benchmark, BLS puts Tampa human resources specialists at a $65,580 median and $74,390 mean annual wage in 2025, with a 25th-75th percentile range of $51,060 to $91,170. HR managers sit much higher, with a $140,400 median and $153,690 mean, but that is a narrower leadership tier rather than the typical outcome for the whole category. Separately, recent posted salary ranges in the local sample center on about $60k to $72k, with a broader 25th-75th band of about $50k to $98k, while new Florida openings averaged about $86,204 statewide. Tampa can support a solid specialist or generalist income, but it does not read like an outsized-pay HR hub. Local specialist pay sits below the national HR specialist median of $75,940, so candidates usually need scope, compliance depth, hard-to-fill recruiting experience, or people leadership to beat the market cleanly.

Where is demand for Human Resources, Recruiting & People Operations roles in Tampa-St. Petersburg-Clearwater, FL concentrated?

The opportunity set is real but spread out. Over the last 90 days, the local sample showed more than 75 HR, recruiting, and people-ops postings across more than 50 companies, and hiring was fragmented rather than dominated by one employer. The most consistently active named employers in the sample were TQL, Hub International, Sage Infusion, and Macy's. Industry mix matters more than brand prestige in this market. Insurance and hospitals and health care each accounted for about 20% of sampled postings, followed by truck transportation and construction at about 15% each. That mix favors candidates who can handle frontline hiring, multi-site coordination, employee relations, or compliance-heavy workflows. Work setup also narrows the field: about 60% of roles were on-site, about 35% hybrid, and about 5% remote.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Tampa-St. Petersburg-Clearwater, FL?

Recent postings show the most activity from TQL (10 postings), Hub International (5 postings), Sage Infusion (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Tampa-St. Petersburg-Clearwater, FL be done remotely?

Of recent postings, 5% are remote and 35% hybrid, with 60% 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 Florida openings by job title

• General Manager: 328 open roles statewide
• Project Manager: 203 open roles statewide

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