Don't get left in the dark. Eclipse Special: Save $20 on professional membership with code ECLPS17
HR professionals share their advice for minimizing worker stress and boosting retention.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Virtual SHRM-CP/SHRM-SCP Certification Prep Seminars kick off September 12 and fill up fast!
Expand your influence and learn how to become an effective leader. Join us in Phoenix, AZ | OCTOBER 2 - 4, 2017
Findings suggest HR leaders may be undervalued
A new study of executive compensation reveals chief HR officers (CHROs) at private U.S. companies are expected to earn a median salary of $117,000 in 2016—a 6.4 percent increase over 2015. The median expected CHRO bonus is expected to be $15,000—a 20 percent increase over 2015, if achieved.
The findings are reported in
2016-2017 CEO and Senior Executive Compensation Report for Private Companies, published by the Chief Executive Group, a Stamford, Conn.-based research firm, and are based on compensation practices from over 1,300 private companies throughout the U.S. The firms were surveyed in April through June 2016 about their 2015 fiscal year compensation levels and practices, as well as their current and expected cash compensation levels for CEOs and senior executives in 2016.
Comparisons with Other Top Officers
Looking at 2015, the median salary for a CHRO at a private company comprised total cash compensation that was less than other senior-level positions, the report shows.
Senior Executives' Cash Compensation at Private Companies
Source: Chief Executive Group.
"It is interesting that the HR head made less than the other senior executives at most private companies, not just on an overall median basis, but even in each company size group—and company size is a big driver of executive compensation," said Wayne Cooper, chairman of the Chief Executive Group. "The gap is less as companies get larger, but there is still a gap nonetheless."
As to why this might be, "Many companies still don't recognize the central role HR has to a company's success—probably the most important function, since without good people who are aligned and motivated, companies have nothing—but HR is still fighting to get a seat at the senior executive table at a majority of private companies, especially in the middle market," Cooper noted.
Gender bias could also be a factor: A 2016 study by Korn Ferry Institute and the University of Michigan showed that 55 percent of CHROs are female, a significantly higher percentage than for other executive roles.
Company size is a major driver of compensation for top HR executives. The report shows that for 2016 the median cash compensation (salary plus bonus) for CHROs at private companies is expected to be:
Regional Pay Differences
Among the regional pay difference for CHROs in 2016, at the median:
Major metropolitan areas also showed higher median pay for CHROs in 2016:
Bonuses by Industry
The median executive bonus for private company CHROs across industries was 10.9 percent of salary. Higher CHRO bonus percentages were found in industries that have greater turnover and hiring needs (e.g., retail, restaurants and transportation), have more regulation (e.g., financial services) or are going through radical transformation of skill requirements (e.g., media).
Related SHRM Article:
Expected 2016 HR Pay Raises Trail Others,
SHRM Online Compensation, October 2015
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies
[/_catalogs/masterpage/SHRMCore/Main.master][Title][SHRM Online - Society for Human Resource Management]