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Search Salaries > Human Resources Administrator > Chicago
Job Description
How much does a Human Resources Administrator in Chicago ?

The base salary for a Human Resources Administrator in Chicago is 60000
Also known as:

60000

Median Base Salary (Percentile 50)
53 observations
(Updated: 26 Apr 2024)

Confidence

Excellent

Avg. Bonus per year

9000 €

Of avg. Stock options

9000 €
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Salary Table

A Human Resources Administrator earns register to see pay in Chicago, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Experience Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

23%

Female

77%

Benefits

There are statutory benefits associated with a Human Resources Administrator in Chicago according to ...

Most Common Benefits

Competitive advantages associated with a Human Resources Administrator in Chicago
401(K) Plan | 5189€ annually
A 401(k) plan is a retirement savings plan sponsored by an employer. It lets workers save and invest a portion of their paycheck before taxes are taken out. Taxes aren’t paid until the money is withdrawn from the account. The plan offers a range of investment options, typically mutual funds, and often includes employer matching contributions.
Health Savings Account | 1557€ annually
A Health Savings Account (HSA) is a tax-advantaged medical savings account available to taxpayers in the United States who are enrolled in a high-deductible health plan (HDHP). The funds contributed to an account are not subject to federal income tax at the time of deposit, and can be used to pay for qualified medical expenses.
Gym Membership | 73€ monthly
A gym membership benefit provides employees with access to fitness facilities, promoting physical health and well-being. This perk can lead to improved employee health, reduced stress, and increased productivity. By supporting a healthy lifestyle, companies can potentially lower healthcare costs and absenteeism, while boosting employee morale and engagement.
On-Site Fitness Center | 104€ monthly
An on-site fitness center provides employees with convenient access to workout facilities, encouraging regular exercise and promoting health and wellness. This benefit can improve employee morale, reduce stress, and increase productivity. It also demonstrates the company’s commitment to supporting a healthy work-life balance.
Travel Assistance | 519€ per trip
Travel assistance covers expenses related to business travel, such as transportation, accommodation, and meals. This benefit ensures employees can focus on their work without worrying about travel costs. It also reflects the company’s commitment to supporting employees in their roles and facilitating business operations.
Company Car | 6227€ annually
A company car is a vehicle provided by an employer for both business and personal use by an employee. This benefit can save employees money on transportation costs and reduce their personal vehicle expenses, while also serving as a status symbol and an incentive for employees to stay with the company.

Side Benefits to attract & retain talent

Additional perks for a Human Resources Administrator in Chicago
Company Events
Work From Home
Health Insurance
Flexible Working Hours
Work-Life Balance
Disability Leave
Professional Development
Cutting Edge Technology
Equal Opportunity Employer

Statutory Benefits

Mandatory benefits in Chicago
The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons. It ensures that employees can take time off for serious health conditions, childbirth, adoption, or to care for a family member without fear of losing their job.
The minimum wage is the lowest remuneration that employers can legally pay their workers. It is set to ensure a minimum standard of living for employees. In the United States, the federal minimum wage is set by the Fair Labor Standards Act (FLSA), although individual states and cities may set higher minimum wages.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees the right to continue their health insurance coverage for a limited time after leaving employment. Employers must offer this benefit to ensure that employees do not lose their health coverage immediately upon job termination.
Overtime pay is required for all eligible employees who work more than 40 hours in a workweek. Under the Fair Labor Standards Act (FLSA), overtime must be paid at a rate of at least one and a half times the employee’s regular rate of pay to ensure fair compensation for extra hours worked.
Unemployment insurance provides temporary financial assistance to workers who have lost their jobs through no fault of their own. Employers pay a tax to fund this program, which is administered at the state level, with guidelines established by federal law.
Medicare is a federal health insurance program primarily for people aged 65 and older, but also for some younger people with disabilities. Employers and employees contribute to Medicare through payroll taxes, which help cover hospital and medical insurance for eligible individuals.
Under the Affordable Care Act (ACA), large employers are required to offer health insurance that meets minimum standards to their full-time employees. This mandate aims to ensure that employees have access to affordable health care coverage and that employers contribute to the cost of health insurance.
In the United States, the concept of a 12th-month salary refers to the standard practice of paying employees their annual salary divided into 12 equal monthly payments. Unlike some countries with 13th or 14th month salaries, the US typically follows a straightforward 12-month payment schedule.
Workers’ compensation is a form of insurance providing wage replacement and medical benefits to employees injured in the course of employment. It is mandatory in the United States and is designed to protect both employees and employers from financial loss due to workplace injuries.
Social Security is a government system that provides monetary assistance to people with inadequate or no income. In the United States, employers and employees contribute to the Social Security fund through payroll taxes, which provide benefits for retirees, the disabled, and survivors of deceased workers.

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