Digital Salary Guide - 2021

2021
salary guide.
uncover the ideal compensation
for your team.
welcome
to the
salary guide.
finding the right rate starts here
There’s a lot of uncertainty in today’s economy, but one thing’s always certain: without competitive
compensation, your employees will gladly look elsewhere. For employers, that means the possibility of
having to navigate the challenges of today’s marketplace without key team members to rely on. That’s
a risk that can be mitigated by offering compensation that aligns with — or even exceeds — the overall
market. And that’s precisely why we put our annual salary guide together year after year.
Here you’ll find accurate, dependable benchmarks you can use to measure your own offerings against
those of the broader market. Randstad’s annual salary guide is a trusted source of compensation data
for hiring leaders in a variety of industries, and we invite you to review this guide and connect with us
to learn how we can help you build a strong team or make your next great hire.
start with national averages ...
This guide provides nationwide compensation information and key rates for the most in-demand
positions throughout the industries Randstad serves. The data provided is a combination of Randstad’s
proprietary intel, paired with data and insights from Emsi, Burning Glass and the U.S. Bureau of Labor
Statistics (BLS). Additional insights into job posting volumes and overall demand also come from
Burning Glass.
Data reflected for each industry in this guide is organized by job title and level.* For executive
positions (director and above), salaries are listed by company size as determined by revenue. For all
other positions, compensation is determined by average years of experience across three different
professional levels. Because every organization structures its departments and job titles differently,
the categories, roles and functions presented here may not be an exact match to those within your
organization.
The roles in this guide are just a sample of the many Randstad supports. For an in-depth look at key
positions in your local market, contact a Randstad representative in your area today.
*The compensation data presented in this guide is based on average wages at the time of publication and may not reflect recent changes in wage laws.
Consult your municipal and state wage laws to ensure your compensation offerings are compliant.
… then go deeper with local data

Once you’ve gotten a handle on the nationwide averages listed in this guide, why not take it a step
further and get pay data for roles in your own backyard? Our interactive salary calculator gives you pay
data for every position we place — in each market we serve. Whether you’re in a major metro area, a
small town or somewhere in between, you’ll find accurate pay info for roles near you.
try our salary calculator today

randstad.us/calculator
3 | 2021 salary guide

contents.
3 about our data
6 2021 hiring trends
9 accounting and finance
15 engineering
21 healthcare
26 human resources
32 life sciences
41 manufacturing and logistics
48 office and administration
56 technologies
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2021
hiring trends.
The past year was one like no other. Businesses in every industry were disrupted in ways
no one expected or was prepared for. But even in the face of a global pandemic, the U.S.
workforce proved resilient beyond measure. Businesses that could go remote did so, often
literally overnight. Those that couldn’t adopted new health and safety practices to protect
their employees. And even though we’re not rid of COVID-19, businesses are still hiring and
the economy is improving.
The U.S. gross domestic product soared by 33.1 percent between July and September, and
even though fourth-quarter growth slowed somewhat, 2021 holds the promise of a slow
but steady economic recovery. Many industries survived the pandemic unscathed and
competition for key hires never slowed from its pre-COVID-19 pace — and there’s no reason
to expect that to change in 2021.

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Here are the must-know hiring trends to watch for in 2021.
remote work is here to stay

At the height of the pandemic’s initial surge, Gallup found that 51 percent of employees said they had been
completely remote since the start of the pandemic. But while some people gradually returned to worksites
as new health and safety protocols emerged, a large number of U.S. employees remained fully remote. By
October, 33 percent reported that they always work remotely. For the 67 percent who aren’t always remote,
they’re likely working in blended models with time split between the office and home. This model is expected
to become the norm, even after the pandemic passes.
That’s because both employers and employees discovered key benefits to remote work, and it’s emerging as
a must-offer benefit for employers that wish to remain competitive. In fact, two thirds of those who worked
remotely during the pandemic want to continue doing so. By offering candidates that option, employers not
only have a crucial lever for attracting top talent, they also gain the ability to increase diversity and inclusion.
With the ability to attract great talent from anywhere, employers can source from a talent pool vastly larger
than their local markets.
diversity and inclusion are now table stakes

The oldest members of Gen Z will turn 24 this year, and members of the most diverse and most educated
generation in U.S. history are flooding the workforce. When its 66 million members look for work, they look for
diverse and inclusive workplaces. In fact, a recent Monster.com survey found that 83 percent of them say a
company’s commitment to diversity and inclusion is important when selecting an employer. For those looking
to hire in 2021 and beyond, that’s a hard stat to ignore.
To hire top talent from this generation, employers will have to put their efforts to be diverse and inclusive on
center stage — and those efforts will have to go beyond mere lip service. With so much at stake — and with
many employers now having the opportunity to hire talent from literally anywhere — poor progress on the D&I
front will make hiring harder than ever before.

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comp is still king

Benefits that help maintain work/life balance and physical and mental health may have emerged as critical
drivers of talent outcomes, but they still take a back seat to salaries that align with (or, ideally, exceed) the
overall market.
In fact, according to a recent Randstad survey, 63 percent of all employees said they would accept a role
elsewhere that offered a raise they wouldn’t receive at their current employer. At a time when the ability
to adapt to market changes and innovate overnight can make or break entire organizations, allowing top
performers to jump ship is something no business can afford.
how to thrive in 2021

We may not know what the future holds, but we do know that these trends dominate today’s hiring market.
Employers that offer remote work when possible, make meaningful commitments to diversity and inclusion
efforts and tailor their compensation packages to exceed the current market will win the war for 2021’s top talent.
Of course, with all the other obstacles businesses face today, that’s easier said than done. It’s also why so
many of them turn to Randstad for help.
With a nationwide network of qualified talent, a consultative approach to staffing and workforce solutions
and a local presence in hundreds of markets around the U.S., we can help your business attract and retain
the talent you need in the toughest hiring market on record.
Visit RandstadUSA.com today to get started.

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a note about pay rates amid a pandemic

Some of the latest pay rates have been — like everything else — impacted by COVID-19. While compensation
levels for most roles have remained relatively static throughout the pandemic, some employers found
themselves paying a premium to bring essential employees back to work.
This was particularly pronounced in industries like food and beverage manufacturing, where some companies
have allocated as much as $4 million in cash bonuses to keep food production workers on their manufacturing
floors during the pandemic. Others have increased hourly rates and even provided weekly bonuses for
frontline workers.
Meanwhile, some states — and even cities — introduced legislation that would require employers to provide
hazard pay to essential workers, while others created funds to help eligible employers offer hazard pay for
workers in “life-sustaining” fields like healthcare or food manufacturing. The CARES Act also offered qualified
employers “emergency retention credits” of up to $10,000 per employee to help businesses retain their most
vital workers.
There’s no doubt that these measures were well deserved and vital for retention, and each of these factors
may influence current pay rates in your local market. But because they vary from industry to industry, business
to business and state to state, they may not be reflected in this guide. These are specific compensation trends
tied to a moment in time and are not indicative of long-term changes in pay.

accounting
and finance.
Throughout 2021, advanced tech will continue to reshape businesses across every sector,
including the world of accounting and finance. With the increased adoption of real-time data
analytics, robotic process automation and artificial intelligence (AI), digital transformation
continues to propel massive change in how the finance function operates and the tools it uses.
Case in point: The global market for accounting software alone is forecast to hit nearly $20
billion by 2025 — representing a 60 percent jump in value in just six years’ time.
And who will be using these digital tools day in and day out? Humans. That means your
business will need the right accounting and finance pros on board to handle this disruption
and ensure every new digital tool — from those driving automated processes and cloud-based
accounting to blockchain and big data — yields positive business outcomes.
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2021 trends
Here are some of the most in-demand accounting and finance roles for the year ahead.
accounts payable/ collections managers

receivable clerks Collections managers are critical drivers of
any business’s revenue function, working in
Given the many hats accounts payable and lockstep with accounts receivable colleagues to
accounts receivable clerks need to wear — ensure efficient, optimal processing of incoming
processing a high volume of business transactions, payments. So if you’re on the lookout for a great
analyzing documents, reporting on key financial collections manager, know that you’ll want to get
statements and more — it’s no surprise that that recruitment process started soon, given that
demand for these roles continues to hold strong. In demand for this role is set to grow 3.4 percent in
fact, there were more than 57,000 job postings in the coming years.
the past 12 months, with the highest concentration
of those jobs in California, Texas and Florida. A closer look at the data shows that not all sectors
are driving that demand equally, however. Of the
And as digital transformation in the finance space 3,300 collections manager jobs posted in the past
continues, job descriptions for accounts payable year, nearly 40 percent of those roles were in the
and accounts receivable clerks are increasingly finance, insurance, healthcare and scientific fields.
focused on digital skills and qualifications — with That means companies within those sectors will
callouts to enterprise resource planning (ERP) and need to make sure their compensation levels and
knowledge of accounting software, specifically benefits packages are incredibly competitive, or
SAP, on the rise. Businesses looking to hire the most they’ll risk losing top talent to businesses that bring
tech-savvy clerks out there in 2021 will need to up more to the table.
their recruitment game or prioritize upskilling their
current team.

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financial analysts
With economic uncertainty top of mind at many businesses today, it’s no surprise that financial analysts
are more valuable to a company’s financial health than ever before. Just take a look at the numbers: There
were more than 133,000 financial analyst jobs posted over the past year, and demand for these skilled
professionals is slated to grow 10 percent over the next decade.
Unfortunately, finding great financial analysts is already proving difficult for a lot of businesses, with the
average time to fill this role sitting at 47 days. And if you’re looking to hire in California, know that you’re
facing the steepest competition for qualified talent: There were double the number of jobs posted in
California than in Texas, the state with the second highest amount of demand.
insurance underwriters loan processors

Opportunities for insurance underwriters remain There were more than 55,000 job postings
strong, with more than 26,000 jobs posted in the targeting loan processors in the past year, but
past 12 months. However, sourcing and hiring the that demand is not spread evenly across the U.S.
best candidates out there is proving challenging, In fact, the state with the greatest number of
given that the average time to fill these roles is a opportunities, California (7,828), had nearly as
staggering 53 days. many jobs available as the next two front-runners
— Texas (5,357) and Florida (3,226) — combined.
Insurance underwriters perform important work in
evaluating and measuring risk, so it’s important not With demand for these highly adaptable
only to bring top talent on board, but also to keep multitaskers forecast to grow an incredible 12.4
your current employees engaged — otherwise your percent over the next decade, sourcing the best
company runs the risk of losing them. With the loan processors out there is only going to become
rise in jobs requiring certifications like Chartered more challenging. But as annual salaries for
Property Casualty Underwriter (CPCU) and this role remain at modest levels for the finance
Chartered Life Underwriter (CLU) for senior-level landscape, offering a competitive salary for your
underwriter roles, think about offering to pay for marketplace will certainly give your company a
your team’s certification courses. That will go a long distinct advantage.
way in showing them that you’re invested in their
development and long-term futures.
2021 outlook
In the accounting and finance realm, successfully attracting and retaining the skilled pros needed to ensure overall financial
health and top-level compliance will continue to pose clear challenges in the year ahead. To meet the tech disruption in the field
and build adept and agile finance teams, forward-thinking organizations will have to prioritize new approaches to talent
acquisition
11 | 2021 and employee
salary guide development — both in 2021 and beyond.
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salary key
This guide presents nationwide pay information for today’s most prevalent and in-demand
accounting and finance positions.
For non-executive titles (managers and below), annual salaries are organized by interquartile
ranges across three levels of professional experience:
entry-level mid-level senior-level

one year of experience five years of experience 10 years of experience
25th-75th percentile 25th-75th percentile 25th-75th percentile
For executive titles (directors and above), annual salaries are organized by interquartile
ranges across three levels of company revenue:
small mid large

$50M $100M $250M+
For salary information and titles specific to your region, contact your local Randstad
representative today, or use the online calculator at Randstad.us/calculator.
find out the salary in your area

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national salaries
accounting entry-level mid-level senior-level
accounting manager $86,092 - $104,489 $98,906 - $120,040 $113,021 - $137,172
accounts payable clerk $33,740 - $38,095 $40,694 - $45,947 $47,184 - $53,273
accounts payable manager $74,121 - $89,960 $87,554 - $106,263 $102,791 - $124,756
accounts payable supervisor $50,793 - $60,180 $60,795 - $72,032 $70,820 - $83,910
accounts receivable clerk $34,531 - $38,987 $41,648 - $47,023 $48,724 - $55,012
accounts receivable manager $74,214 - $87,930 $86,704 - $102,730 $101,809 - $120,626
accounts receivable supervisor $48,777 - $57,792 $57,728 - $68,398 $67,302 - $79,741
assistant controller $95,670 - $121,831 $111,559 - $142,066 $129,651 - $165,104
controller $132,818 - $237,391 $145,679 - $260,379 $160,413 - $286,713
cost accountant/analyst $58,081 - $69,650 $67,307 - $80,713 $77,560 - $93,008
cost accounting clerk $33,070 - $38,713 $39,138 - $45,816 $44,254 - $51,806
cost accounting manager $86,096 - $104,494 $98,692 - $119,780 $113,184 - $137,369
credit and collections clerk $32,152 - $37,188 $38,430 - $44,449 $44,027 - $50,922
credit and collections manager $81,070 - $97,218 $92,827 - $111,316 $106,940 - $128,240
junior accountant $59,399 - $71,229 $65,697 - $78,782 $73,244 - $87,832
payroll coordinator/clerk $36,812 - $43,094 $44,000 - $51,508 $50,364 - $58,957
payroll manager $70,191 - $85,190 $81,385 - $98,775 $93,345 - $113,292
payroll supervisor $49,802 - $59,721 $58,409 - $70,042 $67,539 - $80,991
SEC reporting manager $99,235 - $120,440 $113,769 - $138,079 $130,607 - $158,516
senior accountant $64,836 - $76,818 $73,808 - $87,450 $84,481 - $100,096
staff accountant $59,399 - $71,229 $65,697 - $78,782 $73,244 - $87,832
executive
chief financial officer $182,968 - $327,028 $203,787 - $364,237 $234,163 - $418,530
vice president of accounting and finance $158,320 - $194,475 $170,832 - $209,843 $183,772 - $225,740
vice president of internal audit $137,974 - $184,353 $146,556 - $195,819 $155,240 - $207,423
vice president of tax $167,584 - $237,789 $180,022 - $255,437 $192,241 - $272,776

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national salaries
finance entry-level mid-level senior-level
business systems analyst $66,158 - $79,336 $81,124 - $97,281 $96,020 - $115,145
director of finance $141,026 - $186,179 $151,330 - $199,783 $161,702 - $213,477
finance manager $81,909 - $99,411 $94,859 - $115,129 $109,107 - $132,421
financial analyst $67,823 - $81,332 $77,306 - $92,702 $87,859 - $105,358
internal audit
director of internal audit $117,220 - $156,622 $124,360 - $166,162 $131,725 - $176,003
internal audit manager $96,498 - $118,536 $110,756 - $136,049 $126,749 - $155,694
internal auditor $56,459 - $67,704 $67,942 - $81,474 $79,493 - $95,327
procurement/purchasing
procurement specialist $45,524 - $55,252 $52,197 - $63,350 $59,977 - $72,794
purchasing manager $82,403 - $100,012 $96,539 - $117,168 $110,864 - $134,553
public accounting*
associate $59,697 - $71,587 $68,966 - $82,702 $79,184 - $94,955
small business accounting

accounting clerk $33,429 - $38,665 $38,579 - $44,621 $43,653 - $50,490
bookkeeper $31,827 - $37,710 $37,017 - $43,859 $42,432 - $50,275
tax
director of tax $135,494 - $178,877 $143,257 - $189,126 $151,047 - $199,411
tax accountant $61,540 - $74,691 $69,622 - $84,499 $78,653 - $95,460
tax manager $91,470 - $112,359 $104,788 - $128,718 $120,290 - $147,760
treasury
corporate treasurer $180,341 - $249,807 $196,202 - $271,777 $215,519 - $298,536
treasury analyst $61,465 - $73,707 $70,191 - $84,171 $79,892 - $95,805
treasury associate $43,121 - $51,709 $49,249 - $59,059 $56,069 - $67,237
*interquartile salary ranges are organized by local, regional and national levels

engineering.
You can’t spell “engineer” without “engine,” and that’s precisely what these tech-savvy makers,
molders, designers and creators are in the U.S. economy today: engines of innovation and growth.
In fact, engineers right now are not only reshaping the physical world in which we live, but the
digital one we all increasingly inhabit as well.
It shouldn’t come as a surprise that hiring these brilliant minds remains very much a priority for
organizations of all kinds, from oil and gas multinationals to cutting-edge robotics startups. And
unlike some fields, engineering saw little or any disruption from the pandemic. If anything, we may
hit the BLS’ forecast of more than 140,000 new engineering jobs by 2026 sooner than expected. For
employers, that means long-standing concerns over the shortage of qualified talent aren’t going to
disappear anytime soon.
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2021 trends
Here are some of the most in-demand engineering roles for the year ahead.
civil engineers electrical engineers

Highways, airports, tunnels, dams — civil engineers From component testing to validation, safety
have a hand in making virtually every aspect of our inspections, quality assurance (QA) and more,
infrastructure. Given the scope of their influence, electrical engineers are vital contributors to
it’s no surprise that civil engineers are well innovative products and projects at companies
compensated for their work. But what is surprising across the board — and their high average
is that demand for these engineers remains high, annual salaries reflect that. Much of the work
despite many reductions in the kind of large-scale performed by electrical engineers can be carried
projects that often require civil engineers. out remotely, too, which may partially explain
why demand for electrical engineers remained
There were 93,673 jobs posted for these steady throughout the past year. In fact, there were
professionals in the past 12 months, and demand is 86,295 job postings for electrical engineers in the
classified as “high” or “very high” in roughly half of past 12 months.
all states. What’s more, employers run the gamut
from forest services to consultancies. This means While demand was highest in California, Texas and
civil engineers are highly in demand across the Michigan, employers everywhere should also be
board, and with so many opportunities for them aware that the shift to remote work may give them
to pursue, expect hiring the right one for your the chance to hire talented engineers outside their
company to be a challenge in 2021. local markets. A candidate in Boise, for example,
may not think twice about applying for a remote
role in Chicago. On the other hand, given all of
this demand, companies with urgent electrical
engineering roles to fill may find that time is
something they don’t have enough of.

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mechanical engineers
From research and development (R&D) to manufacturing to maintenance and beyond, mechanical
engineers contribute value in ways that are no less various: testing and validating new designs,
building prototypes, troubleshooting problems and more. They’re at the front lines of a host of
cutting-edge technology applications today, and their salaries reflect that.
But for employers, their price tag isn’t the only cause for concern. Take the fact that there were more
than 70,000 jobs posted for mechanical engineers in the past 12 months. And that level of demand
isn’t likely to dry up anytime soon, given that 8.8 percent growth is the 10-year forecast. Meanwhile,
average time-to-fill for the role continues to linger at a lengthy 46 days, which means it could be a
painful waiting game for organizations desperate to land engineering talent.
project managers robotics engineers

Engineering projects are complicated Robotics engineers spark innovation within the
endeavors. With many moving parts and R&D wings of top companies today across a
an array of different contributors involved, host of industries, from tech to medical devices
they might easily fall apart if not for project and more. They design, develop and bring to
managers — and that’s just one reason why life what are called “functional robotics”: robots
demand for these professionals continues to that can automate processes, learn on the
grow. All told, there were more than 20,000 job job (thanks to machine learning) and broadly
postings for project managers in the engineering enhance operations. It’s also a role that requires
sector during the last 12 months alone. a lot of creativity, and the companies that are
eager to hire these in-demand pros may need
With so much demand, it’s easy to see why the to get a little creative, too.
average salaries for these hands-on, outcome-
oriented managers is climbing. And while that The latest data shows more than 3,000 jobs
high level of demand is fairly consistent from posted in the past 12 months. That may not
coast to coast, it appears to be peaking in be the largest number of postings within this
California, Texas and Florida. So employers in guide, but that’s still a lot of demand for a few
these states (as well as elsewhere) should be very skilled engineers. And with an average
on notice, because hiring experienced project time-to-fill of 45 days, it’s clear that companies
managers will be no easy feat in 2021. are willing to take their time to find the right fit.
2021 outlook
While 2020 saw widespread economic disruption for companies and industries across the board, the engineering sector as a
whole seems to be something of an outlier. In fact, demand for almost all of the engineering roles included here continues to
grow with no sign of slowing.
That’s good news for qualified candidates in this field. For employers looking to hire them in a crowded job marketplace, of
course, it means they’ve got their work cut out for them. In 2021, employers should leverage best-in-class salaries and benefits
to 17
attract and
| 2021 retain
salary top talent — because if you don’t, the competition will.
guide
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salary key
This guide presents nationwide pay information for today’s most prevalent and in-
demand engineering positions.
Compensation data is organized by annual salaries across three levels of professional

experience:


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national salaries
energy entry-level mid-level senior-level
construction manager/superintendent $76,838 $99,673 $127,507
designer $79,738 $97,095 $112,623
drafter $52,013 $68,562 $97,524
electrical engineer $92,420 $126,809 $154,051
electronics engineer $94,891 $116,331 $135,406
petroleum engineer $119,823 $149,376 $199,885
project engineer/manager $78,664 $106,927 $137,555
safety engineer/manager $84,091 $99,351 $111,763
scheduler $71,464 $97,739 $128,152
technician/operator $52,819 $65,446 $84,360
engineering and construction

automation/robotics engineer $88,122 $109,131 $125,733
buyer $70,496 $78,073 $91,130
civil/structural engineer $87,315 $110,528 $133,955
construction manager/superintendent $81,083 $105,477 $137,823
designer $77,213 $90,539 $114,182
drafter $50,938 $62,920 $87,046
mechanical engineer $83,232 $97,632 $118,748
scheduler $69,852 $88,551 $122,510
technician $49,219 $65,768 $89,034

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national salaries
manufacturing entry-level mid-level senior-level
automation/robotics engineer $92,420 $98,492 $118,932
controls engineer $83,017 $104,671 $127,883
designer $62,545 $78,341 $111,065
drafter $53,195 $62,330 $81,135
engineering manager $92,044 $141,477 $152,385
field service technician $46,586 $52,228 $70,067
maintenance manager/supervisor $70,175 $97,901 $104,133
manufacturing engineer $75,924 $104,402 $111,763
mechanical engineer $81,351 $95,160 $122,564
metallurgist $83,446 $104,133 $129,119
planner $59,643 $74,150 $119,501
production manager/supervisor $86,402 $123,638 $137,125
quality engineer/manager $80,061 $92,581 $132,558
supply chain manager $75,924 $93,279 $135,083
technician $45,887 $56,043 $71,625
test engineer $99,566 $113,697 $130,032

healthcare.
The pace of hiring in healthcare doesn’t show any signs of slowing down.
In fact, the BLS reported that six of the 10 fastest-growing occupations over the
next decade are related to healthcare — and that’s not taking into account the
impact of the pandemic and response efforts, which have only fueled an increase
in demand for healthcare workers.
Accompanying that overwhelming growth in employment is continued disruption

in the space, with the rapid adoption of telemedicine, the emergence of new
skill sets for clinical and nonclinical workers alike and breakthroughs in science,
technology and information management continuing to dictate how — and where
— care is delivered. Bottom line: Healthcare companies today will have to work
even harder than before to find top talent in the field.
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2021 trends
Here are some of the most in-demand healthcare roles for the year ahead.
clinical case managers clinical/medical social

An important piece of the healthcare-delivery
puzzle, clinical case managers serve as key
workers
advocates to connect people with the affordable With two out of three employees nationwide stating
healthcare they need — from coordinating a they feel more stressed than before the pandemic,
patient’s clinical care to helping them navigate the events of 2020 have laid bare the importance of
insurance and hospital bureaucracies. As such, mental health and well-being. That makes the work
demand isn’t going to wane for these empaths of clinical and medical social workers even more
anytime soon: Not only were there more than valuable, and demand is rising accordingly — a 20
117,000 jobs posted in the past 12 months, but percent increase is forecast over the next 10 years.
demand for this role is expected to increase by
nearly 15 percent over the next decade. And with the rise of telehealth in today’s healthcare
landscape, hiring managers should note that
That demand isn’t distributed equally across the competition for talent won’t just be coming
country, however. So for those employers looking to from physical care centers. Over the past year,
hire clinical case managers in California, know that e-counseling platforms have done the majority of
in the past year there were more jobs posted in your hiring in the space. So only the employers that offer
state (18,558) than the next two leading markets — a flexible working environment and other perks
Texas (9,459) and Florida (8,293) — combined. stand the best chance of snagging highly qualified
social workers away from the virtual world.

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occupational health registered nurses

Whether they’re called occupational health nurses, occupational and environmental nurses or employee
health nurses, these healthcare pros have one critical mission: designing and promoting a safe and healthy
work environment for employees — while also helping to maintain a healthy bottom line for the company.
That means having a deep knowledge base focused on the intersection of healthcare and business
operations.
With employee safety top of mind at companies across every sector, and especially in the manufacturing and
logistics space, it’s no surprise that demand for nurses of this stripe is growing. Given that there were more
than 4,000 jobs posted in the past year, businesses are going to have a lot of work to do to source and hire
qualified occupational health nurses in the years ahead.
pharmacists telehealth registered

Demand for skilled pharmacists remains high:
There were more than 58,000 pharmacist jobs
nurses
posted in the past year, with a further five percent Telehealth is here to stay in 2021 and beyond,
growth expected in the next decade. And while that with 66 percent of employers planning on
demand is felt throughout the country, salaries vary making virtual health and well-being offerings a
considerably across different markets. Consider the permanent benefit offering at their businesses.
fact that pharmacists in California, where demand Pair that with 10 solid years of year-over-year job
is highest, earn nearly 15 percent more on average growth for registered nurses, and it’s no surprise
than those employed in Florida, the state with the that telehealth registered nurses will have no
third-highest demand. shortage of opportunities in the coming year.
In 2021, the competition for pharmacists shows Employers looking to prep their nursing team for
no signs of relaxing, so be prepared to come to success in the telehealth realm should consider
the table with a strong compensation and benefits upskilling opportunities to keep them on board.
package in hand. Although no specific certifications are required
for telehealth registered nurses, they’re required
to possess the knowledge and competencies
needed to provide care to patients in ambulatory
care settings, making the Ambulatory Care
Nursing Certification (RN-BC) a strategic
credential for any registered nurse to have.
2021 outlook
Adaptation and disruption will continue to loom large in the healthcare field in 2021. So for large hospital complexes, rural
clinics and everything in between, hiring challenges will continue to intensify in the year ahead — unless, of course, you start
getting proactive and rethinking every aspect of your talent acquisition strategy. By maximizing efficiency and ensuring your
offerings are salary
23 | 2021 competitive,
guide you’ll lessen the risk of losing out on the best candidates out there.
back to top
salary key
This guide presents nationwide pay information for today’s most prevalent and
in-demand healthcare positions.
Compensation data for these roles is organized by hourly rates across three levels
of professional experience:


back to top
national salaries
advanced practice entry-level mid-level senior-level
nurse practitioner $43.06 $51.06 $59.80
physician assistant $47.05 $53.20 $59.80
allied health
cardiac catheterization technician $27.38 $32.12 $36.95
dialysis technician $15.62 $18.12 $20.89
medical assistant $14.67 $16.78 $18.78
medical lab technician $18.82 $22.10 $25.35
pharmacist $53.52 $61.36 $68.37
pharmacy technician $15.44 $18.18 $20.58
phlebotomy technician $13.84 $16.50 $19.05
polysomnographer $21.54 $26.80 $31.11
radiology technician $24.26 $28.24 $32.03
surgical technologist $18.69 $21.83 $24.47
ultrasound/sonographer $29.83 $34.92 $40.56
nursing
case management $32.20 $37.39 $42.91
critical care/ICU $30.55 $35.58 $40.39
emergency room $31.29 $36.41 $41.43
home care $31.46 $36.61 $41.67
licensed practical nurse (LPN) $19.91 $23.54 $26.56
medical-surgical $31.59 $36.74 $41.99
operating room $31.59 $36.74 $41.99
outpatient clinic $29.85 $34.77 $39.38
registered nurse (RN) $32.52 $36.85 $41.75

human
resources.
The events of 2020 triggered truly seismic shifts not only in where we work,
but how we work — and no one knows that better than the pros in your HR
department. From adapting to large-scale remote work environments to creating
remote hiring processes to ensuring that diversity and inclusion initiatives are
baked into the organization at every level, HR leaders had a very busy year.
So in 2021 and beyond, the “human” in “human resources” needs to be

emphasized more than ever. That means creating a culture of caring in which
employees feel valued and respected — and showing them the ways your business
is investing in their well-being and long-term futures. For those companies not
leveraging the power of HR as a trusted advisor to move business forward and
drive employee satisfaction, 2021 is only going to prove more challenging.
back to top
2021 trends
Here are some of the most in-demand human resources roles for the year ahead.
benefits managers directors of learning

Benefits offerings are a key driver of talent attraction
and retention, so it’s not surprising that benefits
and development
managers have no shortage of opportunities Business leaders have been wringing their hands over
available to them. Not only were there more than expanding skills gaps for years. Now, those worries
12,000 job postings for this role in the previous have kicked into overdrive, making the emerging
year, but demand is only going to increase moving world of continuous learning and development
forward — about five percent over the next decade, (L&D) even more critical to any company’s long-term
a faster pace than most other occupations. And success. And from the talent perspective, L&D is
with an average of 51 days to fill this key position, also a hot topic, given that 80 percent of workers
it’s clear that finding the right benefits manager is want to acquire more skills — and if their employers
already proving difficult for many companies. don’t offer the development opportunities they need,
they’re ready to look elsewhere.
Why is that? Firstly, benefits packages play an
increasingly critical role in talent acquisition — So it’s hardly a surprise that L&D directors are seeing
in fact, they can make or break a job offer. And an increasing number of opportunities knocking at
since public health issues will likely stay front-page their door. Nationally, the BLS is forecasting nearly
news for the foreseeable future, designing benefits double the average growth rate for this role over
programs that offer peace of mind when it comes the next 10 years. And in high-growth markets like
to physical and mental health is becoming more California, where demand is already four times
important than ever. as high as the next most competitive market,
competition for these pros will be fiercer than ever.

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HR generalists
HR generalists are the master orchestrators who hold down the day-to-day operations of the HR function
— everything from recruitment and onboarding to employee relations, compensation and more. Given the
expansiveness of their toolkit, it comes as no surprise that these Jacks- and Jills-of-all-trades are highly in
demand, with more than 82,000 jobs posted in just the last 12 months.
This is a role that’s also undergone significant change of late. As digital transformation alters the playing field,
many HR functions are continuing to trade in manual, paper-heavy processes for new digital tools, leaving
HR generalists to adapt to new digital modes of communication and doing business in general. So sourcing a
tech-savvy generalist who has their pulse on the latest in HRIS technology — especially in key markets across
New York, California and Texas, where demand is highest — will prove even more difficult than in years past.
HR managers recruiters
HR managers are true ambassadors, representing Few positions in the workforce are seeing the
their organization’s mission, culture and values demand that’s out there for recruiters. Just take a
to every employee they bring on board. In look at the staggering 130,447 jobs posted in the
fact, they’re often a new employee’s first point past year alone. And it’s easy to see why: The hunt
of contact upon joining, and the last person for top talent is incredibly challenging. Not only do
to interview them when they leave. And with recruiters spend their days identifying and building
employer branding playing such a key role in relationships with potential candidates, they also
recruitment and employee engagement today, it’s engage with universities and training programs
important to have a trusted partner managing your to source exceptional talent, stay abreast of new
human resources operations. digital platforms and other emerging HR tech to
strengthen the candidate experience — and so
For employers, the good news is that the time to much more.
fill this critical role is about six weeks, a shorter
timeline than other positions in the HR realm. The In 2021, demand for recruiters will continue to be
not-so-good news, however, is that demand for highest across the business-development centers
this role is poised to grow nine percent over the of the United States. In states like California, New
next decade — much higher than the average for York, Texas and Florida — home to some of the
all other occupations. So if you’re on the hunt for country’s largest commercial hubs, where large
an HR manager in 2021, your best bet is to start businesses are constantly recruiting new talent —
recruiting sooner rather than later — and make expect the talent marketplace for recruiters to be
sure your salary offering aligns with the overall tighter than ever.
market.
2021 outlook
Ongoing disruption looms on the horizon for everyone in the human resources arena — not only in 2021, but for the
foreseeable future. And since organizational redesigns and a concerted push to upskill and reskill employees can drive
tremendous business value, only the companies that have the right resources and talent ready to meet those challenges
will see growth. That means positioning HR leaders as strategic guides who can manage the shifting demands taking place
in the workforce and ensure that employee engagement and retention stay strong. Those who don’t will run the risk of falling
behind permanently.
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salary key
human resources positions.
For non-executive titles (managers and below), annual salaries are organized by interquartile
ranges across three levels of professional experience:

For executive titles (directors and above), annual salaries are organized by interquartile
ranges across three levels of company revenue:
small mid large

$50M $100M $250M+

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national salaries
benefits entry-level mid-level senior-level
benefits analyst $51,861 - $61,447 $60,071 - $71,174 $69,115 - $81,889
benefits assistant/associate $34,684 - $40,602 $41,397 - $48,461 $47,967 - $56,153
benefits director $115,323 - $161,678 $122,972 - $172,401 $130,525 - $182,989
benefits manager $85,561 - $103,843 $98,160 - $119,136 $112,503 - $136,542
retirement specialist $41,064 - $49,243 $47,929 - $57,476 $55,407 - $66,442
benefits/compensation/HRIS
benefits and compensation specialist $50,847 - $60,974 $59,304 - $71,115 $68,897 - $82,620
benefits and HRIS specialist $44,183 - $52,982 $50,840 - $60,967 $58,729 - $70,426
director of HRIS, benefits, compensation $115,518 - $161,138 $123,194 - $171,853 $131,458 - $183,382
manager of HRIS, benefits, compensation $87,275 - $105,924 $101,775 - $123,522 $117,571 - $142,694
compensation
compensation analyst $58,759 - $70,462 $70,766 - $84,862 $82,864 - $99,368
compensation director $123,289 - $166,722 $131,275 - $177,522 $140,301 - $189,727
compensation manager $92,615 - $112,405 $108,223 - $131,349 $125,104 - $151,836
employee/labor relations
employee relations director $114,668 - $158,838 $122,437 - $169,598 $130,894 - $181,314
employee relations manager $84,533 - $103,837 $96,142 - $118,097 $109,636 - $134,672
labor relations director (JD) $125,192 - $169,297 $133,658 - $180,744 $142,579 - $192,808
labor relations manager $94,761 - $115,009 $116,757 - $141,706 $138,881 - $168,557
generalist
HR coordinator $36,033 - $42,181 $42,281 - $49,496 $46,703 - $54,672
HR director $114,668 - $158,838 $122,437 - $169,598 $130,894 - $181,314
HR generalist $58,645 - $71,140 $65,251 - $76,824 $72,537 - $86,273
HR manager $85,613 - $103,907 $99,961 - $121,321 $115,800 - $140,543
HR specialist $41,233 - $49,445 $48,132 - $57,718 $55,594 - $66,667
vice president of HR $152,366 - $258,872 $171,586 - $290,563 $197,513 - $334,684

back to top
national salaries
HRIS entry-level mid-level senior-level
compensation director $123,289 - $166,722 $131,275 - $177,522 $140,301 - $189,727
HRIS analyst $57,781 - $69,290 $69,089 - $82,850 $80,688 - $96,758
HRIS manager $83,650 - $101,524 $98,942 - $120,083 $115,107 - $139,703
learning and development

learning and development director $136,881 - $170,174 $145,759 - $181,210 $156,893 - $195,053
learning coordinator $51,254 - $61,462 $63,724 - $76,415 $75,148 - $90,116
learning manager $82,671 - $100,337 $94,806 - $115,064 $108,657 - $131,875
learning specialist (trainer) $51,289 - $61,505 $60,497 - $72,547 $70,344 - $84,355
recruiting/talent acquisition
director of talent acquisition $110,925 - $152,462 $118,208 - $162,957 $125,560 - $173,140
head of recruitment $96,772 - $128,449 $102,586 - $135,856 $109,500 - $142,993
manager of talent acquisition $85,733 - $102,600 $97,833 - $119,538 $112,720 - $136,588
recruiter $51,877 - $62,525 $60,355 - $72,186 $69,465 - $83,874
recruiting manager $74,276 - $90,984 $87,129 - $106,959 $100,339 - $123,127
talent acquisition/staffing specialist $51,450 - $62,010 $57,777 - $70,109 $66,978 - $80,728
talent management/organizational development

director of talent management/OD $116,434 - $160,498 $123,568 - $171,088 $131,488 - $181,345
manager of talent management/OD $87,833 - $105,925 $102,431 - $124,261 $119,271 - $143,691

life sciences.
Employment in the life sciences has nearly recovered to pre-pandemic levels, and the
industry’s resilience isn’t surprising — after all, prescription drug spend in the U.S. hit an
all-time high of $358.7 billion in 2020. But the race for securing top talent in the life sciences
will begin moving at unprecedented speeds as pricing pressures, ever-evolving regulatory
pathways and expanding development portfolios continue to challenge how the industry
adapts to meet global healthcare needs.
With so much change afoot, 2021 is proving to be a pivotal year in the life sciences arena.
And for those leaders not prioritizing personnel and emerging tech in their organizations, it’s
going to be harder than ever to keep up.
back to top
2021 trends
Here are some of the most in-demand life sciences roles for the year ahead.
cell/molecular biologists clinical research

Given that biotech products now account for 53
percent of global prescription drug sales — a 55
associates
percent market share increase over eight years — The outcome of any clinical trial hinges on the
it’s easy to see why demand for cell and molecular clinical research associates (CRAs) who run
biologists remains at a fever pitch. And if your nearly every facet of those operations driving
company is looking to hire in medical research the development of new drugs. And with the
hubs in California and Massachusetts, where continued call for enhanced efficiencies and
demand is highest, you’re likely already feeling digital transformation in clinical trials, these
that burn. master conductors are having to become even
more adept at identifying process improvements
To stay ahead of the game in 2021 and beyond, and harnessing new technologies for data
leading players in the life sciences will need to management.
broaden their approach to talent acquisition.
That means looking to staffing partners and So to ensure your new products receive the
defining alternate channels for candidate regulatory approval needed to hit the marketplace,
sourcing in order to find the best talent out there. you’ll need great CRAs on board. However,
And given the extensive education needed for sourcing the best of the best will certainly present
these roles — which can sometimes include a challenges well into 2021, as demand for this role is
Ph.D. — companies should plan on carving out expected to increase 10 percent in the next decade
opportunities for professional development — more than double the average for all other
and tuition reimbursement to get their current occupations. That’s a sobering statistic for any
employees the credentials they need to succeed hiring manager in this space to consider.
in this area.

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drug safety specialists

Drug safety specialists are key players at the front lines of pharmacovigilance — the science of collecting,
detecting and preventing adverse drug reactions (ADRs) in patients who take new drugs and other
pharmaceutical products. And with ADRs occurring in 10 to 20 percent of all hospital admissions, it’s no
surprise that the pharmacovigilance market is forecast to top $13 billion by 2027.
Life sciences companies will need to amp up their hiring of drug safety specialists in 2021 accordingly —
and that won’t be easy, given the education, experience and deep knowledge of FDA pharmacovigilance
inspection protocols required for this role. Adding to the pressure is a projected 10 percent increase in
demand for these pros. Expect to pull out all the stops if you plan to hire a drug safety specialist in 2021.
medical writers quality assurance

As modern-day scribes, medical writers play a
key role in the pharmaceutical and life sciences
specialists
industries, having to break down complex Quality assurance (QA) specialists at life sciences
scientific information across a number of companies today have one core mission: ensuring
important channels and audiences. That means that the highest standards are upheld across
they not only need subject-matter expertise, they all internal operations. This includes everything
also need to know how best to communicate from research and development (R&D) to clinical
a wealth of data and results to medical trials and more. As such, QA specialists provide
professionals and the general public alike. incredible business value by helping companies
remain compliant and secure regulatory approval,
So when it’s time to submit new drugs or medical in addition to driving positive patient outcomes.
devices for approval, having skilled medical
writers at the table can mean the difference Given those tall orders, it’s easy to see why
between success and returning to the drawing opportunities for these professionals are soaring,
board. But with more than 3,000 medical writer with nearly 9,000 jobs posted in the previous
jobs posted in the past 12 months and the BLS year alone. Demand is highest in research hubs
forecasting a seven percent increase in demand across California and Texas, and companies
for technical writers of all stripes, hiring talented in those markets will need to offer compelling
medical writers will remain a challenge and compensation and benefits to lure top-
should be considered an urgent priority moving performing QA specialists.
forward.
2021 outlook
There’s so much on the line for life sciences companies, and yet the hiring challenges and bottlenecks you face today
just might intensify in the year ahead — that is, unless you start getting proactive, and acting strategically, right away.
While salaries across the life sciences space will likely creep upward in the year ahead, forward-looking companies should
consider tinkering with their perks and benefits packages, too: It’s a lever that can move the needle with talent at least as
effectively as increased pay. Regardless of the approach you take, you’ll need to retool your talent acquisition strategy today
—
34before
| 2021it’s too guide
salary late.
back to top
salary key
in-demand life sciences positions.
Compensation data for these roles is organized by annual salaries across three
levels of professional experience:


back to top
national salaries
clinical entry-level mid-level senior-level
biometrics
biostatistician $85,428 $105,768 $136,278
clinical data analyst $54,918 $85,428 $108,819
clinical data manager $60,003 $82,377 $112,887
clinical SAS programmer $70,173 $89,496 $114,921
clinical trial management and operations
clinical documentation specialist (eTMF) $54,329 $70,304 $92,350
clinical outsourcing manager $85,428 $111,870 $140,346
clinical project manager (CPM) $86,445 $123,057 $174,924
clinical research associate (CRA) $56,952 $111,870 $144,414
clinical trial associate (CTA) $54,918 $82,377 $105,768
clinical trial manager (CTM) $81,360 $117,972 $230,859
medical director $175,941 $276,624 $356,967
drug safety/pharmacovigilance
drug safety physician $111,870 $151,533 $242,046
drug safety specialist $54,918 $77,292 $108,819
medical director $175,941 $276,624 $356,967
medical monitor/reviewer $91,530 $134,244 $170,856
medical and scientific affairs
commercial trainer $48,816 $65,088 $95,598
medical affairs project manager $73,224 $105,768 $142,380
medical information specialist $54,918 $79,326 $114,921
medical science liaison $131,193 $161,703 $198,315
medical writing
document manager $44,748 $55,935 $66,105
editor/formatter $71,190 $84,411 $93,564
medical writer $76,275 $117,972 $148,482
quality control reviewer $46,782 $67,122 $103,734

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national salaries
clinical (continued) entry-level mid-level senior-level
quality, process and validation
process development engineer $75,258 $110,853 $136,278
quality assurance auditor $61,020 $105,768 $128,142
quality assurance specialist $41,400 $62,000 $74,600
quality control analyst $51,867 $72,207 $99,666
quality engineer $54,918 $91,530 $118,989
regulatory affairs
regulatory advertising and promotions associate $47,799 $63,054 $84,411
regulatory affairs CMC associate $43,731 $72,716 $93,564
regulatory affairs labeling associate $73,224 $105,768 $142,380
regulatory affairs operations associate $54,918 $77,292 $101,700
regulatory affairs publishing associate $43,731 $72,716 $93,564
regulatory affairs strategy associate $91,530 $116,955 $137,295
research and design systems
business analyst $69,156 $91,530 $118,989
clinical database programmer $66,105 $87,462 $110,853
clinical systems project manager $76,275 $99,666 $146,448
validation analyst $69,156 $90,513 $117,972
supply chain management
clinical trial supply manager $70,173 $86,445 $111,870
inventory management specialist $48,816 $61,020 $88,479
material documentation coordinator $45,765 $62,037 $81,360
packaging requirements specialist $70,173 $88,479 $106,785

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national salaries
scientific entry-level mid-level senior-level
chemical
analytical chemist $47,799 $79,326 $99,666
applications engineer $68,139 $89,496 $114,921
biochemical engineer $57,969 $85,428 $106,785
chemical engineer $73,224 $94,581 $130,176
compounder $36,612 $46,782 $54,918
formulator $61,020 $82,377 $113,904
ISO auditor $52,884 $74,241 $95,598
laboratory manager $53,901 $80,343 $116,955
laboratory technician $35,595 $45,765 $67,122
materials engineer $73,224 $89,496 $110,853
metallurgist $73,224 $86,445 $103,734
plant manager $87,462 $130,176 $181,026
process engineer $67,122 $94,581 $124,074
product development chemist $50,850 $84,411 $109,836
product development scientist $50,850 $84,411 $109,836
quality control engineer $57,969 $79,835 $106,785
environmental science
biochemical oxygen demand specialist $55,935 $73,224 $86,445
elemental analyst $53,901 $68,139 $94,581
environmental engineer $69,156 $88,479 $108,819
environmental health and safety specialist $44,748 $69,156 $98,649
environmental microbiologist $52,884 $64,071 $85,428
environmental scientist $61,020 $79,326 $106,785
field monitor/sampler/tester $33,561 $47,799 $70,173
industrial hygienist $60,003 $78,818 $103,734

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national salaries
scientific (continued) entry-level mid-level senior-level
environmental science (continued)
nondestructive tester $45,765 $52,884 $74,241
quality assurance technologist $53,901 $73,224 $84,411
safety coordinator $51,867 $58,986 $80,343
water quality technician $43,731 $61,020 $88,479
food science
biochemical engineer $57,969 $85,428 $106,785
bioengineer $55,935 $71,190 $90,513
chemical engineer $73,224 $94,581 $130,176
flavorist $51,867 $73,224 $98,649
food scientist $52,884 $83,394 $117,972
food technologist $49,833 $96,615 $126,108
HACCP compliance manager $62,037 $88,479 $123,057
ISO auditor $52,884 $74,241 $95,598
microbiologist $44,748 $64,071 $91,530
plant manager $87,462 $130,176 $181,026
project manager $84,411 $110,853 $146,448

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national salaries
scientific (continued) entry-level mid-level senior-level
formulation and drug development
microbiologist $44,748 $64,071 $91,530
molecular/cell biologist $43,731 $58,986 $84,411
research assistant $32,544 $45,765 $67,122
research associate $56,952 $82,377 $111,870
research scientist $68,139 $121,023 $141,363
personal care
cosmetic chemist $41,697 $55,935 $84,411
formulation scientist $61,020 $93,564 $147,465
fragrance technician $35,595 $42,602 $66,105
microbiologist $44,748 $64,071 $91,530
organic chemist $47,799 $63,054 $86,445
product development chemist $50,850 $84,411 $109,836
product development manager $72,207 $110,853 $164,754
quality assurance inspector $35,595 $51,867 $76,275
regulatory affairs specialist $70,173 $97,632 $127,125
regulatory compliance chemist $50,850 $84,411 $109,836
sensory evaluator $52,884 $74,241 $95,598
toxicologist $60,003 $91,530 $128,142

manufacturing
and logistics.
When much of the world was ordered to stay at home, manufacturing and logistics companies stayed open to
ensure the production and supply of essential goods remained intact. Many heeded the call to pivot production
entirely, rerouting their resources to address critical PPE shortages along with other highly sought-after items —
items that consumers were turning to e-commerce in increasingly higher numbers to procure.
Online orders are expected to reach almost $477 billion by 2024, and that growing demand is creating additional
opportunities for manufacturing and logistics professionals as a result. In fact, there had been three straight months
of expansion as we approached the middle of Q4. That likely accounted for the 2.5 million jobs being advertised for
talent in this segment, and 2021 should only add to that number’s steady climb. Between the continued evolution
of e-commerce and a renewed urgency to innovate, workers of all levels will be needed to lend their talents to the
continued transformation of the industry.
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2021 trends
Here’s a closer look at some of the most in-demand manufacturing and logistics
roles for the year ahead.
assemblers forklift operators

An essential part of any manufacturing operation, Employers are always on the hunt for certified
today’s assemblers are finding their roles to drivers to operate forklifts safely and steadily
be increasingly digitized. Advancements in throughout their worksites, and 2021 is shaping
robotics means employers will be looking to hire up to be no different. Last year alone, there were
assemblers with more technical skill sets who can over 97,000 job ads posted for forklift operators,
work in tandem with robotic assistance. and growth is projected to increase at a rate of
almost seven percent over the next 10 years.
While a full quarter of all U.S assemblers are
employed in the transportation and equipment Competition for forklift operators will likely be
manufacturing sector, their full-time services most fierce in states like California, Texas, Illinois
will be needed in other areas like machinery and and Georgia, which continue to house the lion’s
computer and electronic product manufacturing. share of opportunities for workers in this area
As innovation pushes forward, employers will of specialization. For employers on the hunt for
need to hire assemblers with a demonstrated talent in competitive markets, incorporating
commitment to lifelong learning, as the role a strong safety message into their employer
will require workers to continuously reinvent branding can help them get a leg up for talent.
themselves as the years go on. Workplace safety has risen to the forefront of
job seekers’ minds in the wake of COVID-19 and
could be a key differentiator in 2021.

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materials handlers
The lifeblood of many manufacturing sites, materials handlers are critical connectors, keeping shelves
stocked and ensuring all goods get to where they need to go. As such, employers should expect to spare
no expense when it comes to competing for talent in this in-demand section.
While overall opportunities for materials handlers are expected to grow at a comfortable rate, certain
sectors are positioned to enjoy greater growth than others. Of note are jobs for refuse and recyclable
material collectors and stock and material movers, which are projected to grow at an above-average
pace, reflecting the country’s shifting priorities toward e-commerce and environmental sustainability.
picker/packers warehouse workers

Also benefiting from the explosive growth of Perhaps no other occupation highlights
e-commerce, picker/packers will be in high e-commerce’s towering influence over
demand in the year head. The past 12 months manufacturing job demand better than
saw 55,599 job postings for this role, with highest warehouse workers. Of the 700,000-plus job
demand clustering around the Mid-Atlantic and postings recorded last year for these Jacks- and
Midwestern states of Pennsylvania, Illinois and Jills-of-all-trades, 259,000 of them were in the
Ohio. retail trade, with an additional 118,000 tied to
manufacturing and warehouse worksites.
As the role of picker/packer continues to evolve,
employers will need to focus their hiring efforts However, name recognition is just one piece of
on candidates with increasingly technical skill the puzzle when it comes to attracting skilled
sets. Robotics and augmented reality tools are warehouse talent. Employers looking to stand out
already being introduced into picker/packers’ from an increasingly crowded pack should look
workflows, and the profession, like many others in at incentives beyond just their hourly rates — like
manufacturing, will only continue to evolve. benefits designed to protect physical and mental
health — to win the talent they need.
2021 outlook
Manufacturing and logistics worksites were already undergoing major shifts, even before the seismic events of 2020 upended
them even further. With digital transformation accelerating across the sector and volume from e-commerce rising, the need for
new and highly skilled workers in 2021 is expected to be great. Of course, increased demand also means increased competition,
and employers will need to embrace new approaches to talent attraction and retention in order to stand out and attract the
talent
43 |they need
2021 to guide
salary thrive.
back to top
salary key
manufacturing and logistics positions.
Compensation data for these roles is organized by hourly rates across three levels of
professional experience:


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national salaries
assembly entry-level mid-level senior-level
assembly line foreman $22.60 $27.43 $32.37
electronics assembler (general) $15.31 $17.51 $19.77
electronics assembler (precision) $18.54 $21.78 $24.94
fabricator assembler $14.95 $17.63 $20.33
product assembler (bench) $16.47 $19.08 $21.85
product assembler (machine) $17.92 $21.34 $24.78
inspection
quality control inspector $18.92 $21.91 $25.22
quality control tester $27.74 $33.43 $39.01
quality inspector $18.92 $21.91 $25.22
machine operation
CNC machinist $25.25 $29.88 $34.79
computer-controlled machine tool operator $25.25 $29.88 $34.79
general machinist $19.97 $22.98 $26.27
machine feeder $13.02 $16.28 $18.93
machine operator $16.97 $20.23 $23.38
machine operator helper $15.62 $18.67 $21.25
molding machine operator $16.07 $19.18 $21.99
numerical control machine operator $17.76 $20.75 $23.82
maintenance
electromechanical technician $26.05 $32.13 $37.05
electronics technician $25.88 $30.16 $34.69
facilities maintenance worker $17.53 $20.48 $23.64
field service technician $25.06 $30.22 $35.09
janitor $12.96 $15.42 $17.35
maintenance mechanic $22.51 $26.83 $31.13

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national salaries
management entry-level mid-level senior-level
assembly supervisor $26.12 $30.07 $34.67
assistant foreman $22.67 $26.57 $30.66
assistant plant manager $33.53 $39.32 $45.39
assistant production supervisor $20.95 $24.65 $28.47
logistics manager $32.83 $39.17 $45.95
maintenance manager $31.88 $38.28 $43.98
maintenance supervisor $30.62 $36.23 $42.23
operations manager $43.90 $51.66 $59.90
plant manager $49.85 $62.87 $75.81
production manager $44.63 $51.60 $59.51
quality control manager $44.31 $50.48 $57.35
warehouse manager $32.87 $37.83 $43.21
production
CNC programmer $25.25 $29.88 $34.86
injection molder $14.37 $16.64 $19.06
manufacturing worker $14.31 $16.54 $18.94
production helper $13.54 $15.85 $17.95
production laborer $13.23 $16.51 $19.39
production machinist $18.73 $22.33 $26.12
production scheduler $24.49 $29.38 $33.71
tool and die maker $25.46 $30.19 $34.86
welder $20.39 $23.80 $27.32

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national salaries
warehouse/distribution entry-level mid-level senior-level
driver $18.06 $21.08 $24.21
forklift operator $15.20 $18.35 $20.98
inventory control clerk $16.36 $19.32 $22.09
manual packager $13.47 $16.05 $18.41
materials handler $15.03 $18.10 $20.87
picker/packer $13.37 $15.49 $17.19
shipping and receiving clerk $17.87 $21.04 $24.31
stock handler $15.03 $18.10 $20.87
warehouse laborer $14.80 $17.83 $19.90

office and
administration.
Soaring e-commerce volume brought on a deluge of customer service requests, and with it,
a more permanent shift in consumer buying patterns likely to extend into 2021 and beyond.
Data has shown the pandemic accelerated the shift toward e-commerce by about five years,
setting the stage for increased hiring demand for the key customer-facing roles highlighted here.
But it’s not just e-commerce that’s creating rising demand for office and administrative talent. Our
new normal led to serious shifts in how work is done and how teams coordinate, leading many
companies to seek out exceptional admin talent capable of keeping all the balls in the air — albeit
remotely. Similarly, the pandemic led to massive demand for roles like contact tracers and collections
specialists as businesses work to keep their teams safe and their bottom lines healthy.
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2021 trends
Here are some of the most in-demand office and administration roles for the year ahead.
administrative assistants call center

The multitasking masters at the heart of business
operations, administrative assistants are projected
representatives
to be in demand throughout 2021. There were over Customer service volume for “difficult” calls more
500,000 jobs posted for assistant personnel last than doubled at the height of the pandemic, and
year, and given how integral these office pros are the lingering inertia from this sudden burst is
to daily operations, businesses can’t afford to lose expected to propel hiring into 2021.
them.
With consumers now electing to do more of
As the world continues to grapple with the effects everything online, call center representatives will
of the pandemic, administrative assistants will find themselves in high demand. From telemedicine
find their services needed most in the healthcare and financial services to grocery shopping, more
sector. Last year, more than 67,000 job postings for customers means more queries, and call centers
administrative assistants were listed by healthcare must be prepared with the right personnel to
and social assistance organizations. Employers address them. With an increasing amount of these
looking to hire in these segments can expect to jobs being done remotely, employers should look
face increased competition as the year unfolds — to hire independent, self-motivated candidates who
and they should also make sure their compensation can stay focused and productive outside traditional
offerings align with the overall market. office environments.

back to top
collections specialists
Account management. Ledger reconciliation. Regulatory compliance. Given the many duties of today’s
collections specialists, it should come as no surprise that 2021 will find them in demand throughout the
finance and insurance sectors. Similarly, as the healthcare industry continues to grow, competition for
collections specialists in health facilities is likely to increase as well. In fact, the healthcare and social
assistance industries posted more job ads for collections specialists last year than any other industry
except for finance and insurance.
Employers looking to hire in these highly competitive industries should tailor their benefits packages to
meet the moment if they want to attract top talent. Expanded health coverage and flexible remote-work
arrangements, already highly prized benefits by today’s job seekers, are now more important to offer
than ever.
customer service office managers

representatives There were more than 77,000 new job postings for
office managers in the past 12 months — and that
With customer service requests up 16 percent number is expected to grow in the year ahead,
compared to their pre-pandemic levels, demand especially in the healthcare, finance and insurance
for customer service representatives is expected sectors, which collectively accounted for the
to continue throughout 2021. Consumers engaged lion’s share of hiring last year. Driving part of that
with e-commerce platforms during the pandemic demand is the need for new areas of specialization
first out of necessity but are sticking around out that office managers are increasingly being called
of convenience. Early indicators are even pointing upon to have in their arsenal, including complex
to a more permanent shift in buying patterns that project management, general accounting and
could ultimately yield a greater need for customer new-hire onboarding.
service reps to address queries from a growing
base of online shoppers. One survey in particular That’s a tall order, and all the more so when you
found that 36 percent of U.S. consumers “expect consider the role office managers play in ensuring
to shop online more frequently after the pandemic that teams have the workspaces, tools and cultural
ends.” support they need to do their best work. Lately,
these responsibilities have become even more
Employers looking to hire talent in this segment challenging to deliver on, given increased safety
should source for well-rounded candidates. With precautions, remote-work arrangements and other
automated tools like chatbots taking work off recent developments. With all this in mind, it’s clear
of service reps’ plates, the position now comes that businesses will have to ensure their hiring
with more freedom to add value in other areas, process for this role is efficient and that they bring
with an especially high focus being placed on a competitive compensation package to the table,
delivering personalized service and experiences too. Otherwise they’ll lose out on top talent in 2021
for customers. and beyond.
2021 outlook
Some aspects of the service economy are rebounding, while others are busier than ever. As consumers increasingly turn to
e-commerce, employers will find that competition is fiercer than ever for the kind of talent that ensures customer satisfaction.
To stand out, they should consider taking a kitchen-sink approach to talent attraction, from making sure pay rates align with the
overall
50 | market to better
2021 salary guidebenefits and employer branding.
back to top
salary key
office and administration positions.
For non-executive titles (managers and below), compensation data is organized by hourly
rates across three levels of professional experience:

For executive titles (directors and above), compensation data is organized by hourly rates
across three levels of company revenue:
small mid large

$50M $100M $250M+

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national salaries
accounting entry-level mid-level senior-level
accounts payable clerk $17.68 $21.30 $24.67
accounts payable supervisor $27.43 $32.81 $38.20
accounts receivable clerk $18.08 $21.79 $25.48
accounts receivable supervisor $26.35 $31.16 $36.31
cost accounting clerk $17.63 $20.84 $23.55
credit and collections clerk $17.04 $20.35 $23.30
payroll coordinator/clerk $19.60 $23.41 $26.79
payroll supervisor $27.06 $31.71 $36.65
administrative
administrative assistant $18.71 $21.66 $24.91
administrative coordinator $20.84 $24.23 $27.46
administrative secretary $21.42 $26.90 $31.76
eligibility specialist $15.47 $18.22 $21.15
executive assistant $27.50 $33.61 $39.33
file clerk $14.76 $18.23 $20.32
front desk receptionist/switchboard operator $13.69 $16.39 $18.64
general/office clerk $16.61 $18.83 $21.08
insurance verification specialist $23.15 $26.60 $30.54
mailroom clerk $14.46 $16.81 $18.37
medical receptionist $13.97 $17.26 $19.39
medical records administrator $40.57 $47.01 $53.92
medical records clerk $16.05 $18.88 $22.08
office assistant $14.48 $17.24 $19.38
office manager $26.68 $30.14 $34.02
patient access representative/specialist $22.01 $25.72 $29.20

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national salaries
human resources entry-level mid-level senior-level
receptionist $14.58 $16.65 $19.14
scheduler $14.54 $17.16 $19.58
secretary $16.78 $20.25 $23.32
secretary (bilingual) $18.27 $21.63 $25.07
word processor $14.65 $17.23 $19.52
call/contact center
call center representative (complex calls) $18.05 $21.55 $24.97
call center representative (general calls) $12.87 $15.36 $17.57
call center representative (specialized calls) $15.57 $18.64 $21.25
call center sales representative $14.88 $17.03 $19.64
call center supervisor $23.64 $27.66 $31.90
contact center specialist $13.27 $15.88 $18.09
customer service representative, financial $16.73 $19.95 $23.10
customer service representative, insurance (commercial) $19.46 $23.17 $27.12
customer service representative, insurance (personal) $15.92 $18.99 $21.89
data entry operator $14.65 $17.23 $19.52
data entry operator lead $18.72 $21.87 $24.83
data entry supervisor $23.54 $27.73 $32.25
order processing clerk $15.91 $18.82 $21.23
order processing supervisor $24.94 $30.54 $35.41
transportation import/export specialist $17.04 $20.38 $22.95

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national salaries
human resources entry-level mid-level senior-level
benefits clerk $18.26 $21.77 $25.20
benefits coordinator $25.95 $31.97 $35.62
employee relations representative $32.75 $37.91 $43.61
human resources assistant/clerk $18.08 $21.20 $23.44
human resources coordinator $18.96 $22.23 $24.54
training coordinator $27.23 $33.83 $39.87
revenue cycle
AR/collections representative* $18.08 $21.79 $25.48
AR/collections supervisor* $26.87 $31.79 $37.04
certified coder/medical coding technician $18.25 $21.43 $24.55
data analyst $32.72 $39.08 $45.60
director, access services $53.91 $57.00 $60.22
director, revenue cycle $83.69 $88.86 $94.28
insurance billing clerk $16.08 $19.41 $22.27
insurance claims clerk $17.29 $20.41 $23.32
insurance claims processor $18.77 $21.55 $24.83
insurance collections clerk $13.96 $16.47 $18.95
manager, access services $34.08 $38.63 $44.37
medical billing and collections specialist $15.57 $18.27 $20.99
medical transcriptionist $16.47 $19.46 $22.05

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national salaries
sales and marketing entry-level mid-level senior-level
account coordinator $17.09 $20.38 $23.56
account manager $36.50 $42.65 $49.23
account representative $35.27 $40.45 $46.25
advertising clerk $14.60 $17.58 $20.09
market data researcher $30.14 $37.70 $45.06
marketing assistant $17.23 $19.65 $22.83
marketing coordinator $27.52 $33.05 $38.77
proofreader $18.01 $20.84 $23.56
public relations coordinator $24.98 $31.25 $37.26
sales assistant $18.55 $21.14 $24.65
sales coordinator $21.61 $24.38 $28.39
survey worker, marketing $14.62 $17.20 $19.31
telemarketing representative $14.88 $17.03 $19.64
small business accounting

accounting clerk $17.72 $20.43 $23.09
bookkeeper $17.06 $19.83 $22.72
*alternate titles include: payment poster representative, insurance follow-up representative; patient financial services (PFS) representative/supervisor

technologies.
Against a backdrop of widespread economic disruption, the tech sector stands out. Armed with
sophisticated IT infrastructure and, in many cases, a workforce already accustomed to working from
home, tech companies have been largely impervious to COVID-19 disruption. From an IT hiring standpoint,
that means the “new normal” has a lot in common with the old normal. Sky-high levels of demand, frantic
competition for top talent and too few qualified candidates to go around, especially for roles like scrum
masters, agile coaches, reliability engineers, data architects, analysts and engineers. All too familiar
stories.
But not everything remains the same. Notably, the global pandemic both catalyzed and accelerated
broad-based digital transformations at organizations across the board, with tech pros driving the effort.
The massive shift to remote work was just one part of that, but it’s already had some surprising ripple
effects in terms of hiring. For one, employers are no longer going to be limited to candidates in their own
backyards. In theory, this should help improve diversity — a lingering challenge in the tech sector — and
enhance the overall quality of tech hires. Only time will tell, but it’s a promising start for 2021.
back to top
2021 trends
Here’s a closer look at some of the most in-demand technology roles for the year ahead.
cloud engineers
The shift to remote work brought new challenges for companies in most industries, but it was certainly
a boon for those in the cloud space. In fact, organizations have been making record-setting investments
in cloud services, and that trend shows no signs of slowing down. The same is true for almost every role
related to the cloud — like automation QA testing in the cloud, infosec analysts with experience securing
a cloud environment, DevOps developers with experience in cloud environments and more. You can also
see that reflected in the fact that there were more than 40,000 jobs posted for cloud engineers in the last
12 months alone. For employers looking to land these skilled professionals, meeting that compensation
expectation is simply going to be table stakes.
Cloud engineers themselves, meanwhile, appear to have rapidly adjusted to our new normal, seamlessly
transitioning from collocated work arrangements to distributed remote teams. For employers looking to
hire these professionals, on the other hand, there will be considerable hurdles to overcome — and sourcing
and attracting talent isn’t the only one. How will you effectively onboard remote employees into your
organization, for example? That should be a focus area for HR teams going into 2021.
devops developers front-end developers

DevOps developers are masters of all things Front-end developers are the visual artists of the
ASP.NET, Microsoft’s application framework that web development world, translating UI/UX designs
allows developers to create web applications and and wireframes into code that transforms websites
services. This framework is a key part of the value into visually compelling experiences that are
proposition for many advanced tech companies also easy to navigate. There’s a lot riding on their
today, so it comes as no surprise that demand shoulders, in other words, and the high number of
for these professionals is currently skyrocketing: job postings for these professionals — 36,306 in
There were nearly 50,000 jobs posted for DevOps the last 12 months alone — clearly reflects that.
developers in the last 12 months. For employers,
meanwhile, the average time-to-fill for these roles Plus, with 15 percent growth forecast over the next
is north of 50 days. 10 years, employers eager to hire today’s most
gifted front-end developers will need to take an
That likely means many would-be employers today aggressive approach if they hope to deliver on
are instead suffering from key vacancies in their IT their talent acquisition goals. Tactically, HR leaders
departments. Worse, with average annual salaries should bear in mind that these candidates are
for DevOps developers at $137,830 — higher often still early in their careers: the majority (59.9%)
even than the average for cloud engineers — have between three and five years of experience in
organizations should expect to spend considerable the field. Be sure to tailor your hiring strategies and
budget just to be in the running for skilled and prioritize the channels you invest in accordingly.
experienced developers. It’s a pay-to-play hiring
environment, and there’s simply no way around it.

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machine learning security analysts

engineers There has been an alarming increase in the
frequency and severity of cyber attacks since the
Slightly more specialized than DevOps or .NET onset of the global pandemic. At this point, the
developers, machine learning engineers are FBI is receiving as many as 4,000 complaints per
no less in demand, even if the number of job day related to cyber attacks, which represents a
postings for these pros is dwarfed by the figures 400 percent increase over pre-COVID-19 levels.
for those two other roles: 6,916 in the past With malicious actors apparently hungry to take
12 months (compared to 49,500 and 48,543, advantage of newly decentralized workforces —
respectively). And with average annual salaries and with the overall cost of a single data breach
of $137,513, acquiring them can be an expensive for U.S.-based companies estimated to be $8.19
proposition, too. million — it’s no wonder that security analysts are
among the most sought-after tech professionals
In the context of COVID-19, here as elsewhere the on the job market today.
most significant disruption in the hiring process
may be a broad-based flattening of geographic However, for employers looking to hire these
distinctions. In the past, demand for machine security experts, it’s almost impossible to
learning experts had largely been restricted to overstate the current level of demand: There
tech-heavy hubs like San Francisco, New York were more than 166,000 jobs posted for security
City and Boston. With the arrival of remote work analysts in the last 12 months. And with 28
en masse, however, job openings are far more percent growth forecast for the next 10 years,
likely to draw candidates from a wider geographic that number will climb higher still. With such stiff
radius. That’s certainly good news for companies competition — and such high stakes — employers
— and just might make it easier to attract and hire should think seriously about their salary offerings
these highly coveted pros in 2021. for these vital security professionals. That may
be the only way to get on the radar of the best
candidates out there.
2021 outlook
In sharp contrast to most other industries, the dynamics of talent supply and demand in the tech sector weren’t radically
upended in 2020. Several factors were behind that, not least of which the comparative ease with which sophisticated tech
companies were able to transition to remote-work arrangements. At most of these companies, robust technical architecture
was already in place and working from home a well-established routine. These proved to be two huge advantages, compared to
other sectors.
Looking ahead, demand only appears to be going up. Expect the war for top tech talent to heat up throughout 2021, with an
increased focus on skilling initiatives that will help businesses maintain continuity and gain a competitive edge. In the interim,
forward-thinking leaders should start proactively working with HR teams to identify the right levers — whether that means salary
increases, highly targeted outreach, new approaches to sourcing or even leveraging strategic partners — that will enable them
to 58
deliver on salary
| 2021 difficult talent acquisition goals in 2021.
guide
back to top
salary key
in-demand technology positions.
Compensation data is organized by annual salaries across three levels of professional

experience:


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national salaries
data entry-level mid-level senior-level
big data
data warehouse/business intelligence developer $109,937 $133,418 $158,189
Hadoop developer $111,925 $148,839 $161,466
software development architect $121,167 $152,009 $184,356
database administration
Oracle database administrator $109,614 $117,942 $155,233
SQL-server database administrator $100,372 $129,603 $143,143
database development
ETL developer $106,444 $137,125 $153,836
Oracle developer $114,772 $140,511 $166,194
SQL-server developer $109,292 $132,397 $160,123
enterprise software
collaboration tools
SharePoint developer $113,644 $130,678 $163,292
CRM/ERP
Oracle applications developer $113,644 $134,063 $163,346
PEGA developer $113,697 $137,717 $161,466
Salesforce administrator $83,661 $120,951 $131,000
Salesforce developer $112,838 $138,791 $158,135
SAP apps developer $103,005 $117,083 $147,065
SharePoint administrator $116,922 $139,328 $156,845
functional areas
business analysis
business analyst $102,307 $125,949 $151,848
data analyst $93,119 $120,199 $143,251

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national salaries
functional areas (continued) entry-level mid-level senior-level
project management
agile coach $113,053 $140,994 $165,657
product manager $124,659 $139,167 $162,487
program manager $94,891 $134,600 $166,140
project coordinator $108,109 $133,955 $162,809
project manager $61,255 $82,748 $107,680
scrum master $104,349 $133,472 $163,615
QA/testing
automated QA tester $93,924 $115,847 $141,692
manual QA tester $89,840 $115,256 $138,361
performance engineer (QA) $106,390 $131,913 $156,415
technical writing
instructional designer $79,524 $125,573 $151,525
technical writer $91,345 $121,059 $162,218
infrastructure
desktop/help desk
desktop/help desk support technician $51,852 $80,330 $113,913
network engineering
network administrator $84,897 $119,931 $142,552
systems administrative engineering
Linux/Unix systems engineer $103,864 $130,946 $154,212
storage administrator $90,271 $118,748 $145,077
virtualization engineer/cloud developer/cloud engineer $110,366 $135,191 $167,000
Windows systems engineer $103,864 $115,954 $145,830
security
network engineering
certified ethical hacker (CEH)/penetration tester $140,886 $150,451 $171,943
cybersecurity engineer $112,731 $130,892 $168,289

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national salaries
security (continued) entry-level mid-level senior-level
network engineering (continued)
network engineer (Cisco or Juniper) $84,897 $112,032 $147,549
network security engineer $98,169 $131,322 $153,353
security analyst $98,438 $127,078 $149,859
software development
application architecture
software architect $121,167 $152,009 $184,356
software development engineer in test $90,808 $130,409 $153,782
devops
build and release/configuration engineer $121,436 $140,779 $174,093
devops developer $112,785 $140,242 $165,980
software engineering
.NET developer $108,055 $130,892 $155,663
artificial intelligence (AI)/applications engineer $116,545 $140,511 $170,977
data scientist $116,331 $126,218 $156,630
embedded engineer $111,978 $133,310 $161,412
full-stack web developer $109,400 $136,266 $161,304
JavaScript developer $106,820 $133,364 $160,714
machine learning engineer $110,635 $139,919 $171,031
mobile developer (iOS, Android, W8) $105,960 $137,071 $156,039
Python developer $109,292 $141,692 $165,549
software/back-end engineer $112,677 $138,576 $160,767
web and app design
graphic designer $79,738 $123,424 $143,089
PHP developer $99,620 $131,429 $167,162
Ruby developer $113,913 $141,477 $167,162
UI/visual designer $107,841 $128,581 $155,663
UX/interaction designer $108,915 $135,997 $159,317

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forward.
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Randstad is one of the world’s largest providers of outsourcing,
staffing, consulting and workforce solutions within the areas of
accounting and finance, engineering, healthcare, human resources,
legal, life sciences, manufacturing and logistics, office and
administration, sales and marketing and technologies.
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2021

… then go deeper with local data

try our salary calculator today

3 | 2021 salary guide

5 | 2021 salary guide

Here are the must-know hiring trends to watch for in 2021.

remote work is here to stay

diversity and inclusion are now table stakes

6 | 2021 salary guide

comp is still king

how to thrive in 2021

Visit RandstadUSA.com today to get started.

7 | 2021 salary guide

a note about pay rates amid a pandemic

8 | 2021 salary guide

accounts payable/ collections managers

10 | 2021 salary guide

insurance underwriters loan processors

entry-level mid-level senior-level

small mid large

find out the salary in your area

12 | 2021 salary guide

accounts payable clerk $33,740 - $38,095 $40,694 - $45,947 $47,184 - $53,273

accounts payable manager $74,121 - $89,960 $87,554 - $106,263 $102,791 - $124,756

accounts payable supervisor $50,793 - $60,180 $60,795 - $72,032 $70,820 - $83,910

accounts receivable clerk $34,531 - $38,987 $41,648 - $47,023 $48,724 - $55,012

accounts receivable manager $74,214 - $87,930 $86,704 - $102,730 $101,809 - $120,626

accounts receivable supervisor $48,777 - $57,792 $57,728 - $68,398 $67,302 - $79,741

assistant controller $95,670 - $121,831 $111,559 - $142,066 $129,651 - $165,104

controller $132,818 - $237,391 $145,679 - $260,379 $160,413 - $286,713

cost accountant/analyst $58,081 - $69,650 $67,307 - $80,713 $77,560 - $93,008

cost accounting clerk $33,070 - $38,713 $39,138 - $45,816 $44,254 - $51,806

cost accounting manager $86,096 - $104,494 $98,692 - $119,780 $113,184 - $137,369

junior accountant $59,399 - $71,229 $65,697 - $78,782 $73,244 - $87,832

payroll coordinator/clerk $36,812 - $43,094 $44,000 - $51,508 $50,364 - $58,957

payroll manager $70,191 - $85,190 $81,385 - $98,775 $93,345 - $113,292

payroll supervisor $49,802 - $59,721 $58,409 - $70,042 $67,539 - $80,991

SEC reporting manager $99,235 - $120,440 $113,769 - $138,079 $130,607 - $158,516

senior accountant $64,836 - $76,818 $73,808 - $87,450 $84,481 - $100,096

staff accountant $59,399 - $71,229 $65,697 - $78,782 $73,244 - $87,832

vice president of tax $167,584 - $237,789 $180,022 - $255,437 $192,241 - $272,776

13 | 2021 salary guide

director of finance $141,026 - $186,179 $151,330 - $199,783 $161,702 - $213,477

finance manager $81,909 - $99,411 $94,859 - $115,129 $109,107 - $132,421

financial analyst $67,823 - $81,332 $77,306 - $92,702 $87,859 - $105,358

internal audit manager $96,498 - $118,536 $110,756 - $136,049 $126,749 - $155,694

internal auditor $56,459 - $67,704 $67,942 - $81,474 $79,493 - $95,327

purchasing manager $82,403 - $100,012 $96,539 - $117,168 $110,864 - $134,553

small business accounting

bookkeeper $31,827 - $37,710 $37,017 - $43,859 $42,432 - $50,275

tax accountant $61,540 - $74,691 $69,622 - $84,499 $78,653 - $95,460

tax manager $91,470 - $112,359 $104,788 - $128,718 $120,290 - $147,760

treasury analyst $61,465 - $73,707 $70,191 - $84,171 $79,892 - $95,805

treasury associate $43,121 - $51,709 $49,249 - $59,059 $56,069 - $67,237

14 | 2021 salary guide

civil engineers electrical engineers

16 | 2021 salary guide

project managers robotics engineers

Compensation data is organized by annual salaries across three levels of professional

entry-level mid-level senior-level

find out the salary in your area

18 | 2021 salary guide

designer $79,738 $97,095 $112,623