The salary of an Employee Relations Specialist II in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of June 01, 2025, the average annual salary for an Employee Relations Specialist II in the United States is $84,352. Salary.com reports that pay typically ranges from $75,550 to $94,188, with most professionals earning between $67,536 and $103,142.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $94,188 | $7,849 | $1,811 | $45 |
| Average | $84,352 | $7,029 | $1,622 | $41 |
| 25th Percentile | $75,550 | $6,296 | $1,453 | $36 |
An entry-level Employee Relations Specialist II with less than 1 year of experience earns about $79,617. With 1-2 years of experience, the average salary increases to $79,872. For 2-4 years of experience, the pay typically rises to $82,427. Senior-level professionals with 5-8 years of experience earn around $86,036, and those with over 8 years of experience can expect an average of $87,480.
| Levels | Salary |
|---|---|
| Entry Level Employee Relations Specialist II | $79,617 |
| Intermediate Level Employee Relations Specialist II | $79,872 |
| Senior Level Employee Relations Specialist II | $82,427 |
| Specialist Level Employee Relations Specialist II | $86,036 |
| Expert Level Employee Relations Specialist II | $87,480 |
| Entry Level | 6% |
| Mid Level | 5% |
| Senior Level | 2% |
| Top Level | 2% |
| Experienced | 4% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of June 01, 2025, our research reveals a significant shift in Employee Relations Specialist II compensation over the past six years. For example, the median salary increased from $70,685 in 2023 to approximately $70,719 in 2024. (For a detailed analysis of Employee Relations Specialist II salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of Employee Relations Specialist II information for you to search for. Click on search button below to see Employee Relations Specialist II job openings or enter a new job title here.
Here are companies hiring for Employee Relations Specialist II and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $84,352 | 68.4% | ||
| Bonus | $3,086 | 2.5% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $6,689 | 5.4% | ||
| 401K/403B | $3,672 | 3.0% | ||
| Disability | $1,749 | 1.4% | ||
| Healthcare | $8,352 | 6.8% | ||
| Pension | $4,722 | 3.8% | ||
| Time Off | $10,762 | 8.7% | ||
| Total Compensation | $123,384 | 100% | ||
| Degree Level | % of user with this level of education |
|---|---|
| High School | 10.8% |
| Associates | 6.5% |
| Bachelors | 43.0% |
| Masters | 35.5% |
| Doctorate | 4.3% |
What Am I Worth?
The average annual salary of Employee Relations Specialist II is $84,352. In case you are finding an easy salary calculator, the average hourly pay of Employee Relations Specialist II is $41; the average weekly pay of Employee Relations Specialist II is $1,622; the average monthly pay of Employee Relations Specialist II is $7,029.
An Employee Relations Specialist II's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, an Employee Relations Specialist II earns the most in San Jose, CA, where the annual salary of an Employee Relations Specialist II is $106,393.
The highest pay for Employee Relations Specialist II is $103,142.
The lowest pay for Employee Relations Specialist II is $67,536.
Employee Relations Specialist II administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. Being an Employee Relations Specialist II implements programs to increase employee satisfaction. Helps identify and analyze any employee relations issues and possible resolutions. Additionally, Employee Relations Specialist II may require a bachelor's degree. Typically reports to a manager. The Employee Relations Specialist II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. To be an Employee Relations Specialist II typically requires 2 to 4 years of related experience.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Initiative: Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
HRIS: HRIS is a management system designed specifically to provide managers with information to make HR decisions. Is a system that lets you keep track of all your employees and information about them.
Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
Salary.com provides salary estimates, histograms, trends, and comparisons using data from employer job postings and third-party sources.
We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
With the most extensive online, real-time compensation data available, Salary.com helps you pinpoint your exact pay target.
