The salary of a Human Resources Generalist I in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of April 01, 2025, the average annual salary for a Human Resources Generalist I in the United States is $58,933. According to Salary.com, salaries can range from a low of $46,114 to a high of $70,191, with most professionals earning between $52,223 and $64,826.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $64,826 | $5,402 | $1,247 | $31 |
| Average | $58,933 | $4,911 | $1,133 | $28 |
| 25th Percentile | $52,223 | $4,352 | $1,004 | $25 |
An entry-level Human Resources Generalist I with less than 1 year of experience earns about $58,432. With 1-2 years of experience, the average salary increases to $58,933. For 2-4 years of experience, the pay typically rises to $59,988. Senior-level professionals with 5-8 years of experience earn around $60,692, and those with over 8 years of experience can expect an average of $60,868.
| Levels | Salary |
|---|---|
| Entry Level Human Resources Generalist I | $58,432 |
| Intermediate Level Human Resources Generalist I | $58,933 |
| Senior Level Human Resources Generalist I | $59,988 |
| Specialist Level Human Resources Generalist I | $60,692 |
| Expert Level Human Resources Generalist I | $60,868 |
| Entry Level | 1% |
| Mid Level | 0% |
| Senior Level | 2% |
| Top Level | 3% |
| Experienced | 3% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of April 01, 2025, our research reveals a significant shift in Human Resources Generalist I compensation over the past six years. For example, the median salary increased from $56,845 in 2023 to approximately $57,041 in 2024. (For a detailed analysis of Human Resources Generalist I salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of Human Resources Generalist I information for you to search for. Click on search button below to see Human Resources Generalist I job openings or enter a new job title here.
Here are companies hiring for Human Resources Generalist I and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $58,933 | 68.6% | ||
| Bonus | $0 | 0.0% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $4,508 | 5.2% | ||
| 401K/403B | $2,475 | 2.9% | ||
| Disability | $1,179 | 1.4% | ||
| Healthcare | $8,352 | 9.7% | ||
| Pension | $3,182 | 3.7% | ||
| Time Off | $7,253 | 8.4% | ||
| Total Compensation | $85,883 | 100% | ||
| Degree Level | % of user with this level of education |
|---|---|
| No Diploma | 0.5% |
| High School | 11.1% |
| Associates | 7.9% |
| Bachelors | 57.7% |
| Masters | 22.5% |
| Doctorate | 0.3% |
What Am I Worth?
The average annual salary of Human Resources Generalist I is $58,933. In case you are finding an easy salary calculator, the average hourly pay of Human Resources Generalist I is $28; the average weekly pay of Human Resources Generalist I is $1,133; the average monthly pay of Human Resources Generalist I is $4,911.
A Human Resources Generalist I's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Human Resources Generalist I earns the most in San Jose, CA, where the annual salary of a Human Resources Generalist I is $74,332.
The highest pay for Human Resources Generalist I is $70,191.
The lowest pay for Human Resources Generalist I is $46,114.
Serves as administrator for several critical human resources functions and workforce management, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, employee engagement, leave and attendance tracking, payroll, and employee records. Facilitates and communicates organizational policies and programs and ensures labor law and regulatory compliance. Provides internal support and partnership to business lines to deliver required human resources. May evaluate, select, and oversee vendors that provide supplemental HR processes and services. Coordinates with HR support staff to process and maintain employment, attendance, and other records. Typically requires a bachelor's degree. Typically reports to a manager. Work is closely managed. Works on projects/matters of limited complexity in a support role. Typically requires 0-2 years of related experience.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Talent Acquisition: Talent acquisition is the process of identifying organizational staffing needs, recruiting qualified candidates and selecting the candidates best suited for the available positions.
Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
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We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
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