... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
... factors that are considered in making compensation decisions including but not limited to skill ... Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning ...
Core Human Factors information
See salary details
$42K - $51.5K
11% of jobs
$51.5K - $61.1K
5% of jobs
$63.5K is the 25th percentile. Wages below this are outliers.
$61.1K - $70.6K
35% of jobs
$70.6K - $80.2K
0% of jobs
$80.2K - $89.7K
0% of jobs
$89.7K - $99.3K
3% of jobs
$106.7K is the 75th percentile. Wages above this are outliers.
$99.3K - $108.8K
27% of jobs
$108.8K - $118.4K
4% of jobs
$118.4K - $127.9K
6% of jobs
$127.9K - $137.5K
5% of jobs
$137.5K - $147K
3% of jobs
$42K
$89.1K
$147K
How much do core human factors jobs pay per year?
As of Jun 21, 2026, the average yearly pay for core human factors in the United States is $89,120.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,500.00 and $107,000.00 per year, depending on experience, location, and employer.
What are Core Human Factors professionals and what do they do?
Core Human Factors professionals specialize in understanding how people interact with products, systems, and environments to improve usability, safety, and user experience. They apply principles from psychology, engineering, design, and ergonomics to ensure that products meet the needs and capabilities of users. Their work often involves conducting user research, usability testing, and iterative design to optimize functionality and reduce user errors. Core Human Factors experts play a vital role in industries like healthcare, consumer electronics, transportation, and more.
What is the difference between Core Human Factors vs Human Factors Specialist?
| Aspect | Core Human Factors | Human Factors Specialist |
|---|---|---|
| Required Credentials | Degree in Human Factors, Psychology, or Ergonomics | Degree in Human Factors, Psychology, or Ergonomics |
| Work Environment | Research, design, usability testing in various industries | Research, usability testing, and consulting in similar settings |
| Employer & Industry Usage | Tech, healthcare, aerospace, manufacturing | Tech, healthcare, aerospace, manufacturing |
| Common Search & Comparison | Core Human Factors | Human Factors Specialist |
Core Human Factors professionals focus on designing systems and products to optimize human interaction, often involved in research and development. Human Factors Specialists perform similar roles but may emphasize applied testing and consulting. Both roles require similar credentials and work in comparable industries, with overlapping responsibilities in improving usability and safety.
How does a Core Human Factors specialist typically collaborate with cross-functional teams during product development?
Core Human Factors specialists work closely with engineers, designers, product managers, and regulatory teams to ensure that products are both user-friendly and compliant with safety standards. They often participate in user research, usability testing, and design reviews, providing insights to optimize product interfaces and workflows. Effective collaboration involves clear communication of user needs, translating research findings into actionable recommendations, and advocating for human-centered design throughout the development process. This integrative role helps balance technical feasibility with user experience, making teamwork and adaptability essential skills.
What are the key skills and qualifications needed to thrive as a Core Human Factors Specialist, and why are they important?
To thrive as a Core Human Factors Specialist, you need expertise in human-centered design, ergonomics, cognitive psychology, and a relevant degree such as in human factors engineering or psychology. Familiarity with usability testing tools, data analysis software, and standards like ISO 9241 is typically required. Strong analytical thinking, communication, and collaboration skills help translate user needs into effective design solutions. These abilities are critical for creating products and systems that are intuitive, safe, and enhance user experience.
More about Core Human Factors jobs
What cities are hiring for Core Human Factors jobs? Cities with the most Core Human Factors job openings:
What states have the most Core Human Factors jobs? States with the most job openings for Core Human Factors jobs include:
What job categories do people searching Core Human Factors jobs look for? The top searched job categories for Core Human Factors jobs are:
- No Experience Human Resources
- Hr Generalist Human Resources
- Trainee International Human Resource Management
- Insurance Generalist
- Human Resources Customer Service Representative
- Chro Openings
- Night Shift Hr Generalist Oil Gas Industry
- Business Administration Human Resource Management
- Contract Human Resources Spanish
- Ultipro Human Resources
Deloitte rating
8.1
Based on 86 frontline employees who took The Breakroom Quiz
58th of 138 rated financial services
Job description
Our Deloitte Human Capital team helps organizations create value through people performance. We work with clients to reimagine work, the workforce, and the workplace across the enterprise and to transform their HR functions with AI and emerging technology. With the rapid pace of change in today's world, you will help clients answer questions like: How do I access, develop, and motivate my workforce? What should my AI strategy be for the HR function? Do I have the right organization and culture to enable performance? Join our team to make work better for humans and humans better at work.
Recruiting for this role ends on 06/30/2026.
Work You'll Do
As a Senior Consultant on the team, you will be responsible for:
- Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning, design, configuration oversight, testing, deployment, and post-go-live stabilization
- Partnering with public sector business stakeholders supporting large workforces (scaling to 10,000+ employees) to define requirements, redesign processes, and translate business needs into scalable Oracle solutions and sound functional design decisions
- Facilitating requirements and design workshops, providing guidance on solution design and best practices, and managing risks and stakeholder communications while ensuring alignment with compliance, policy, and operational requirements
- Driving high-quality functional documentation and disciplined delivery execution to minimize rework and support traceability
- Anticipating and manage cross-functional impacts across HR, security, reporting, and integrations
- Supporting change management, cutover, training, and transition to steady-state support to promote user adoption and successful business outcomes
- Applying working knowledge of integrations, security, reporting, payroll, benefits, and finance dependencies to guide solution decisions and delivery planning
- Directing cross-functional teams across functional, technical, integration, data conversion, and testing workstreams to ensure quality delivery, timely issue resolution, and milestone achievement
A successful candidate would possess these skills:
- Ability to work independently and collaborate as part of a team
- Effective written and verbal communication skills
- Meticulous attention to detail and quality of work product
- Ability to build and sustain professional relationships
- Ability to lead projects or workstreams
- Ability to manage and prioritize multiple tasks in a fast-paced and dynamic environment
- Strong interpersonal skills and professional demeanor
- Ability to meet deadlines
- Ability to provide clear guidance to others
The Team
Deloitte's Government & Public Services (GPS) practice - our people, ideas, technology and outcomes - is designed for impact. Serving federal, state, & local government clients as well as public higher education institutions, our team of professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise.
Our HR Strategy & Technology offering develops leading global HR strategies and implements HR technologies that drive transformation, maximize the workforce experience, and sustain HR effectiveness and value while navigating a world of disruption.
Qualifications
Required:
- 5+ years of experience delivering Oracle HCM solutions
- 1+ years of experience with leading the full life cycle implementation of Oracle HCM Core HR module
- Bachelor's degree
- Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve
- Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future
Preferred:
- Experience delivering across multiple Oracle HCM Cloud implementations within large-scale, multi-stakeholder public sector programs supporting 10,000+ employees
- Experience in government and public sector implementations
The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $116,200 to $229,100.
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.
Our Deloitte Human Capital team helps organizations create value through people performance. We work with clients to reimagine work, the workforce, and the workplace across the enterprise and to transform their HR functions with AI and emerging technology. With the rapid pace of change in today's world, you will help clients answer questions like: How do I access, develop, and motivate my workforce? What should my AI strategy be for the HR function? Do I have the right organization and culture to enable performance? Join our team to make work better for humans and humans better at work.
Recruiting for this role ends on 06/30/2026.
Work You'll Do
As a Senior Consultant on the team, you will be responsible for:
- Leading the end-to-end implementation of large-scale Oracle Core HR solutions, including planning, design, configuration oversight, testing, deployment, and post-go-live stabilization
- Partnering with public sector business stakeholders supporting large workforces (scaling to 10,000+ employees) to define requirements, redesign processes, and translate business needs into scalable Oracle solutions and sound functional design decisions
- Facilitating requirements and design workshops, providing guidance on solution design and best practices, and managing risks and stakeholder communications while ensuring alignment with compliance, policy, and operational requirements
- Driving high-quality functional documentation and disciplined delivery execution to minimize rework and support traceability
- Anticipating and manage cross-functional impacts across HR, security, reporting, and integrations
- Supporting change management, cutover, training, and transition to steady-state support to promote user adoption and successful business outcomes
- Applying working knowledge of integrations, security, reporting, payroll, benefits, and finance dependencies to guide solution decisions and delivery planning
- Directing cross-functional teams across functional, technical, integration, data conversion, and testing workstreams to ensure quality delivery, timely issue resolution, and milestone achievement
A successful candidate would possess these skills:
- Ability to work independently and collaborate as part of a team
- Effective written and verbal communication skills
- Meticulous attention to detail and quality of work product
- Ability to build and sustain professional relationships
- Ability to lead projects or workstreams
- Ability to manage and prioritize multiple tasks in a fast-paced and dynamic environment
- Strong interpersonal skills and professional demeanor
- Ability to meet deadlines
- Ability to provide clear guidance to others
The Team
Deloitte's Government & Public Services (GPS) practice - our people, ideas, technology and outcomes - is designed for impact. Serving federal, state, & local government clients as well as public higher education institutions, our team of professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise.
Our HR Strategy & Technology offering develops leading global HR strategies and implements HR technologies that drive transformation, maximize the workforce experience, and sustain HR effectiveness and value while navigating a world of disruption.
Qualifications
Required:
- 5+ years of experience delivering Oracle HCM solutions
- 1+ years of experience with leading the full life cycle implementation of Oracle HCM Core HR module
- Bachelor's degree
- Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve
- Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future
Preferred:
- Experience delivering across multiple Oracle HCM Cloud implementations within large-scale, multi-stakeholder public sector programs supporting 10,000+ employees
- Experience in government and public sector implementations
The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $116,200 to $229,100.
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.