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Human Capital Jobs (NOW HIRING)

Sterling Group

Analyst, Human Capital

Houston, TX · On-site

Analyst, Human Capital Location : Houston, TX Role Overview: The Analyst, Human Capital will be a critical member of a small, high-impact human capital team, owning recruiting execution for the firm ...

Sterling Group

Analyst, Human Capital

Houston, TX · On-site

Analyst, Human Capital Location : Houston, TX Role Overview: The Analyst, Human Capital will be a critical member of a small, high-impact human capital team, owning recruiting execution for the firm ...

Armada Ltd

Human Capital Analyst III

Arlington, VA · On-site

Human Capital Analyst III assist the Human Capital Office (HCO) in developing the ONR Human Capital Strategic Plan. * This includes assessing workforce characteristics, evaluating existing practices ...

Armada Ltd

Human Capital Analyst III

Arlington, VA · On-site

Human Capital Analyst III assist the Human Capital Office (HCO) in developing the ONR Human Capital Strategic Plan. * This includes assessing workforce characteristics, evaluating existing practices ...

ZS

Human Capital Consultant

Chicago, IL · On-site

$95K - $110K/yr

As a Human Capital Consultant , you will contribute to this work across multiple service areas, supporting the design and delivery of talent and learning solutions that create real impact for our ...

Hive Group LLC

Human Capital Specialist

Mclean, VA · On-site

$80K - $90K/yr

We are seeking an energetic and detail-oriented Human Capital Specialist in McLean, VA, to support our General Services Agency (GSA) client. This position will work closely with stakeholders across ...

State of Maryland

HUMAN CAPITAL COORDINATOR

Baltimore, MD · On-site

$51K - $65K/yr

The Human Capital Strategy Coordinator will equip FAMLI to effectively deliver paid leave to Maryland workers by facilitating talent acquisition and organizational growth. As part of the Human ...

State of Maryland

HUMAN CAPITAL COORDINATOR

Baltimore, MD · On-site

$20.75 - $27.25/hr

The Human Capital Strategy Coordinator will equip FAMLI to effectively deliver paid leave to Maryland workers by facilitating talent acquisition and organizational growth. As part of the Human ...

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Human Capital information

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$26.5K

$44.2K

$60K

How much do human capital jobs pay per year?

As of Jul 8, 2026, the average yearly pay for human capital in the United States is $44,245.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,500.00 and $48,000.00 per year, depending on experience, location, and employer.

What is the highest paid HR position?

The highest paid HR position is typically the Chief Human Resources Officer (CHRO) or HR Director, who oversees strategic HR functions and organizational policies. These roles often require extensive experience, leadership skills, and advanced certifications, with salaries varying based on company size and industry.

What are the key skills and qualifications needed to thrive as a Human Capital professional, and why are they important?

To thrive as a Human Capital professional, you need a solid background in human resources, talent management, and organizational development, typically supported by a degree in HR or a related field. Familiarity with HR information systems (HRIS), data analytics tools, and certifications like SHRM-CP or PHR are highly valuable. Strong interpersonal skills, strategic thinking, and effective communication help you build relationships and drive organizational change. These skills are crucial for attracting, developing, and retaining talent to ensure long-term business success.

What is the difference between Human Capital vs Human Resources?

AspectHuman CapitalHuman Resources
FocusInvesting in employee skills, knowledge, and abilities to enhance organizational valueManaging employee relations, recruitment, compliance, and administrative functions
CredentialsOften requires degrees in business, management, or related fields; certifications like SHRM-CP or PHRSimilar credentials; HR certifications are common
Work EnvironmentStrategic planning, talent development, and organizational growth initiativesAdministrative, operational, and compliance tasks within HR departments
Usage in IndustryUsed in strategic planning, talent management, and organizational developmentUsed in daily HR operations and employee management

While both roles focus on employees, Human Capital emphasizes strategic investment in employee skills and organizational value, whereas Human Resources handles day-to-day employee management and administrative functions.

How does a Human Capital professional typically collaborate with other departments to drive organizational effectiveness?

Human Capital professionals work closely with leaders and staff across departments, such as finance, operations, and IT, to align talent strategies with business objectives. This often involves partnering on workforce planning, organizational development, and change management initiatives. Regular cross-functional meetings and project teams are common, allowing Human Capital to gather input, address concerns, and ensure HR programs support company-wide goals. Effective collaboration is key to fostering a positive workplace culture and driving organizational performance.

Is human capital the same as HR?

Human capital refers to the knowledge, skills, and experience possessed by employees, which contribute to an organization's value. Human Resources (HR) is a department responsible for managing employee relations, recruitment, and compliance. While related, human capital is a broader concept focused on workforce capabilities, whereas HR handles the administration and development of that workforce.

What is a job in human capital?

A job in human capital involves managing and developing an organization’s workforce, including recruiting, training, employee relations, and talent management. Professionals in this field often work in HR departments, using skills in communication, organizational development, and HR software to support employee growth and organizational success.

What is human capital?

Human capital refers to the collective skills, knowledge, experience, and attributes of employees that contribute to an organization's productivity and success. It encompasses education, training, abilities, and even health, which all play a crucial role in driving economic value. Organizations invest in human capital through hiring, training, and professional development to enhance workforce performance and achieve business goals.

What profession makes $400,000 a year?

In the human capital field, executive roles such as Chief Human Resources Officer (CHRO) or Chief People Officer can earn $400,000 or more annually, especially in large organizations. These positions typically require extensive experience, advanced degrees, and strong leadership skills, often supplemented by certifications like SHRM-SCP or SPHR.
More about Human Capital jobs
What cities are hiring for Human Capital jobs? Cities with the most Human Capital job openings:
What are the most commonly searched types of Human Capital jobs? The most popular types of Human Capital jobs are:
What states have the most Human Capital jobs? States with the most job openings for Human Capital jobs include:
What job categories do people searching Human Capital jobs look for? The top searched job categories for Human Capital jobs are:
Human Capital jobs near you
Infographic showing various Human Capital job openings in the United States as of July 2026, with employment types broken down into 91% Full Time, 5% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $44,245 per year, or $21.3 per hour.

Analyst, Human Capital

The Sterling Group

Houston, TX

Full-time

Re-posted 17 days ago

Job description

Position: Analyst, Human Capital

Location: Houston, TX

Role Overview:

The Analyst, Human Capital will be a critical member of a small, high-impact human capital team, owning recruiting execution for the firm and its portfolio companies while simultaneously helping to build the technology infrastructure — ATS implementation, AI-powered tools, and data systems — that will define how the team operates going forward.

The ideal candidate thinks analytically, is genuinely excited about how AI and automation can transform talent workflows, and wants to build something. They will work closely with Human Capital Partner and the Senior Associate, Human Capital, who owns the generalist and HR operations function, and will have direct visibility into portfolio company strategy and deal team activity.

Key Responsibilities

Systems Infrastructure (Primary — ~40%)

  • Own the implementation, and ongoing optimization of the firm’s applicant tracking system (ATS), including workflow configuration, data standards, user training, and adoption across the team and portfolio company contacts
  • Identify, evaluate, and pilot AI tools that can improve human capital workflows — including candidate sourcing and screening, job description generation, interview guide development, assessment scoring, and portfolio-wide reporting
  • Build and maintain automated reporting and dashboards that surface key talent metrics (pipeline health, time-to-fill, turnover, headcount trends) for internal and board/MOR use
  • Develop prompt libraries, AI-assisted templates, and repeatable workflows that increase the team’s speed and quality across recruiting and HR operations
  • Evaluate and manage integrations between the ATS, HRIS platforms used across the portfolio, and other HC tools (e.g., assessment platforms, LinkedIn Recruiter, compensation benchmarking tools)
  • Stay current on the evolving landscape of AI and HR tech; proactively bring forward tools and approaches that could create leverage for the team or value for portfolio companies

Recruiting and Candidate Assessment (~40%)

  • Own full-cycle recruiting for portfolio company roles at the director level and below, including sourcing, screening, structured interviews, and pipeline management
  • Conduct intake conversations with portfolio company HR leaders and hiring managers to develop a clear understanding of organizational context, team structure, and role requirements
  • Develop candidate profiles, job descriptions, and role-specific interview guides — leveraging AI tools to increase throughput without sacrificing quality
  • Prepare candidate comparison materials and pipeline status updates for partner and deal team review
  • Coordinate with executive search partners on senior-level searches, supporting the deal team throughout the process
  • Support the Human Capital Partner on all C-suite and Executive searches across the firm and its portfolio companies, including:
  • Partnering on search strategy, target company mapping, and development of position specifications and success profiles
  • Conducting primary research and discreet sourcing of senior executive candidates (CEO, CFO, CHRO, CRO, and other C-suite roles), leveraging LinkedIn Recruiter, executive databases, and personal network outreach
  • Managing candidate development through the full lifecycle — initial outreach, screening calls, interview coordination, reference checks, and offer support — while maintaining the discretion and confidentiality these searches require
  • Preparing executive candidate dossiers, comparative slate materials, and progress updates for the Human Capital Partner, deal teams, and portfolio company boards
  • Coordinating with retained executive search firms when engaged, serving as the day-to-day point of contact and ensuring alignment on candidate calibration, pipeline velocity, and process logistics
  • Administering and synthesizing executive-level assessments (e.g., Hogan, leadership interviews, 360 references) to inform hiring decisions
  • Administer behavioral and work-style assessment tools (e.g.Culture Index) as part of candidate evaluation and portfolio company due diligence

Human Capital Operations Support (~20%)

  • Maintain data integrity across the ATS and portfolio-wide talent tracking systems; own the firm’s recruiting metrics and reporting cadence
  • Support bi-annual demographic data collection and investor reporting across the portfolio
  • Assist the Senior Associate, Human Capital with portco onboarding coordination, including introductions to HRIS providers, benefits brokers, and other program partners per the firm’s Human Capital Framework
  • Contribute to the development of scalable HR tools and templates for portfolio company use

Qualifications

Required

  • Two years of experience in management consulting, recruiting, talent operations, HR analytics, or a closely related function
  • Strong analytical skills; ability to build and maintain reporting dashboards and interpret talent data
  • Demonstrated technical fluency: comfort with data, systems, and workflow tools; experience owning or significantly contributing to a software implementation or systems project
  • Hands-on experience with AI tools (e.g., ChatGPT, Claude, Gemini, or recruiting-specific AI platforms) and a genuine interest in applying them to real workflows — not just theoretical familiarity
  • Experience with applicant tracking systems and structured candidate pipeline management
  • Demonstrated sourcing capability including Boolean search and LinkedIn Recruiter
  • Excellent organizational skills and high attention to detail across multiple concurrent workstreams
  • Strong written and verbal communication skills with experience managing diverse stakeholder groups

Preferred

  • Experience leading or co-leading an ATS or HRIS implementation, including vendor evaluation, configuration, and change management
  • Familiarity with HR tech integrations (ATS ? HRIS, assessment tools, LinkedIn, compensation platforms)
  • Experience building AI-powered tools, prompt libraries, or automated workflows in a recruiting or HR context
  • Prior in-house experience at a PE-backed company or within a PE or investment firm
  • Exposure to behavioral or work-style assessment tools (e.g., Predictive Index, Culture Index, Hogan)
  • Comfort with business intelligence or data visualization tools (e.g., Excel, Tableau, Power BI, or similar)
  • Experience developing structured interview guides, success profiles, or job architectures