Career Guide for Human Resources Specialists in Scranton, PA

Scranton isn’t just the setting for a TV show about a paper company; it’s a real, functioning economy in the heart of Northeastern Pennsylvania. For a Human Resources Specialist, this city offers a unique blend of stability, lower costs, and a tight-knit professional community. If you’re considering a move here, this guide breaks down what you need to know—from your paycheck to your commute—using hard data and local insights.

The Salary Picture: Where Scranton Stands

First, the numbers. According to the most recent data, the median salary for an HR Specialist in Scranton is $66,229 per year, which breaks down to an hourly rate of $31.84. It’s important to note that this is slightly below the national average of $67,650/year, but the cost of living more than makes up for that gap.

For a city of its size, Scranton is a surprisingly stable market for HR professionals. There are currently 151 jobs listed in the metro area for this role, with a 10-year job growth projection of 8%. This isn’t explosive growth, but it’s steady and reliable—perfect for those who value job security over boom-and-bust cycles.

Here’s how salaries typically break down by experience level in the Scranton market:

Experience Level	Estimated Annual Salary	Typical Responsibilities
Entry-Level	$48,000 - $55,000	Recruiting support, onboarding paperwork, benefits administration, basic employee inquiries.
Mid-Level	$60,000 - $72,000	Managing full-cycle recruitment, handling employee relations cases, compliance reporting, training coordination.
Senior/Expert	$75,000 - $90,000+	Strategic HR partnership, complex conflict resolution, leading HR projects, policy development, potentially a team lead.

Insider Tip: Salaries in Scranton can vary significantly by industry. HR roles in healthcare (Geisinger, Moses Taylor) and higher education (University of Scranton) often pay at the higher end of the range, while positions in retail or small local businesses might be closer to the entry-level bracket.

Comparison to Other PA Cities: Scranton’s HR salary is competitive within its region. It’s higher than Reading ($63,500) but lower than Allentown ($68,400) and significantly lower than the major metros of Philadelphia ($72,100) and Pittsburgh ($69,800). The trade-off is Scranton’s dramatically lower cost of living.

The Real Take-Home: After Taxes and Rent

Earning $66,229 in Scranton feels very different than earning the same amount in a major coastal city. Let’s break down a monthly budget for a single HR Specialist.

• Gross Monthly Pay: $5,519
• Estimated Taxes (Federal + State + FICA): ~ $1,100 (This is an estimate; use a paycheck calculator for precision).
• Net Monthly Pay: ~ $4,419

Now, let’s factor in the cost of living. The average rent for a 1-bedroom apartment in Scranton is $854 per month. The Cost of Living Index is 93.0, meaning it’s 7% cheaper than the national average.

Monthly Budget Breakdown:

• Rent (1BR): $854
• Utilities (Electric, Heating, Internet): $180
• Groceries: $400
• Car Payment/Insurance/Gas: $550 (Most residents commute by car).
• Health Insurance (if not fully covered by employer): $250
• Discretionary Spending (Eating Out, Entertainment, Savings): $2,185

This leaves a significant buffer for savings, student loans, or leisure. The key is that housing costs are the great equalizer here.

Can they afford to buy a home? Absolutely. The median home price in Scranton is approximately $165,000. With a $66,229 salary, a 20% down payment ($33,000) is challenging but achievable with disciplined savings over a few years. A standard 30-year mortgage at current rates would result in a monthly payment (including taxes and insurance) of roughly $1,100 - $1,200, which is very manageable on this salary.

Where the Jobs Are: Scranton's Major Employers

Scranton’s job market is dominated by healthcare, education, and a growing logistics sector. HR roles are concentrated in these larger organizations.

1. Geisinger Health System: A major regional provider with a massive footprint in Scranton (Geisinger Commonwealth School of Medicine and Geisinger Wyoming Valley Medical Center just 15 minutes away). They are consistently one of the area’s largest employers and have frequent openings for HR Generalists, Recruiters, and Compensation Specialists. Hiring Trend: Steady, with a focus on talent acquisition to support nursing and specialized medical staff.
2. The University of Scranton: A prestigious Jesuit institution with over 4,000 students and 800+ faculty and staff. Their HR department is robust, handling everything from faculty hires to benefits for staff. Hiring Trend: Peak hiring occurs in spring for fall semester starts, but positions for administrative and support staff arise year-round.
3. Moses Taylor Hospital (Part of the Scranton Healthcare System): A key local hospital and a major employer. HR needs are driven by the constant demand for nurses and medical technicians. Hiring Trend: High volume of recruiting roles, especially for clinical positions.
4. Nayamett Health and Wellness: This is a unique, growing network of primary and behavioral health clinics. As they expand, they are building their HR infrastructure. This is a good opportunity for an HR Specialist to get in with a growing organization and have a broader impact.
5. Scranton School District: The second-largest employer in Lackawanna County. HR for the district is a complex beast, dealing with teachers, support staff, and union contracts. Hiring Trend: Very cyclical, with the bulk of hiring for the school year completed by July, but teacher turnover and support staff needs can create openings throughout the year.
6. DICK’S Sporting Goods Corporate: While their headquarters are in Pittsburgh, they have a significant distribution and corporate support presence in the Scranton area (specifically in Moscow, just 10 miles away). This offers opportunities in corporate HR, talent acquisition, and training. Hiring Trend: More sporadic than healthcare/education but offers higher salary potential.
7. Scranton Chamber of Commerce & NEPA Alliance: These organizations often have roles in workforce development, which are adjacent to HR and involve significant coordination with local businesses. A great path for those interested in community-focused HR.

Getting Licensed in PA

Unlike fields like nursing or law, Human Resources does not have a state-specific license to practice in Pennsylvania. Your qualifications are based on education and certification.

• State Requirements: There are no mandated state licenses or exams for HR professionals in PA. Employers will look for a bachelor’s degree (often in Business, HR, or Psychology) and relevant experience.
• Certifications (The Real "License"): The industry standard is certification from the HR Certification Institute (HRCI) or the Society for Human Resource Management (SHRM). While not legally required, they are often required for advancement and senior roles.
  • PHR (Professional in Human Resources): Requires 1-2 years of HR experience. Exam fee: ~$410 for SHRM members, $510 for non-members.
  • SHRM-CP (Certified Professional): For HR professionals with 1-3 years of experience. Exam fee: ~$410 for members, $350 for non-members.
• Timeline to Get Started: You can apply for these exams and begin studying immediately. There are no waiting periods or educational prerequisites if you have the required work experience. Study can take 2-4 months. Insider Tip: Many local employers, especially Geisinger and the University, value these certifications and may offer tuition reimbursement for exam fees.

Best Neighborhoods for Human Resources Specialists

Your choice of neighborhood will depend on your commute tolerance, lifestyle, and budget. Here are four solid options:

Neighborhood	Vibe & Commute	Average 1BR Rent	HR Pro Profile
Downtown Scranton	Urban, walkable. You can walk to coffee shops, restaurants, and the Nayamett campus. Commute to most employers is under 10 minutes.	$900 - $1,100	The young professional who wants to be in the heart of it all. Ideal for those working at Geisinger, the University, or downtown offices.
South Scranton	Residential, established, with good access to Nayamett Hospital via Keyser Ave. More single-family homes.	$750 - $900	The practical professional seeking a quieter, more traditional neighborhood with a short commute to the medical corridor.
Dickson City / Old Forge	Suburban, family-oriented. About a 10-15 minute commute to downtown Scranton. Close to major shopping plazas and I-81.	$800 - $950	The HR Specialist who wants a bit more space and a suburban feel but still needs easy access to the city's employers.
Green Ridge	Affluent and quiet. Features larger homes and tree-lined streets. A 10-minute drive to downtown.	$1,000 - $1,300+	The seasoned professional or dual-income household looking for a prestigious address and a serene environment.

The Long Game: Career Growth

Scranton is a place to build a solid, long-term career rather than chase rapid-fire promotions.

• Specialty Premiums: Certain specializations command higher salaries. HRIS (Human Resources Information Systems) specialists are in high demand as companies upgrade their systems. Compensation and Benefits analysts also earn a premium. Talent Acquisition, especially for healthcare roles (nurses, therapists), is a constantly needed and well-compensated skill.
• Advancement Paths: The typical path is from Specialist to Generalist, then to an HR Business Partner or Manager. In larger organizations like Geisinger or the University, you can become a Director of HR. A unique Scranton opportunity is moving into Workforce Development with organizations like the NEPA Alliance or the Chamber of Commerce, leveraging your HR skills for community impact.
• 10-Year Outlook: With 8% projected growth, the field is stable. The demand will be driven by an aging workforce (requiring expertise in succession planning and benefits for older employees) and continued growth in healthcare and logistics. Professionals who stay current with technology (HRIS, data analytics) and labor law will be most secure.

The Verdict: Is Scranton Right for You?

Pros	Cons
Extremely Low Cost of Living. Your salary goes much further, allowing for homeownership and savings.	Limited High-End Roles. Fewer Fortune 500 HQs mean fewer ultra-high-paying senior corporate HR roles.
Stable, Diverse Job Market. Healthcare, education, and logistics provide consistent demand for HR professionals.	Slower Pace of Change. The market is more traditional; tech-forward HR innovation may be slower to adopt.
Strong Community Network. The professional community is tight-knit and supportive. It’s easy to build a reputation.	Geographic Isolation. It’s a 2-2.5 hour drive to Philadelphia or NYC, which can feel limiting for some.
Easy Commutes & Quality of Life. No traffic nightmares, plenty of outdoor activities (state parks, mountains), and a genuine four seasons.	Weather. Winters can be long, gray, and snowy, which may not suit everyone.

Final Recommendation: Scranton is an excellent choice for HR Specialists who value stability, affordability, and work-life balance over the frantic pace and high costs of a major metro. It’s ideal for those looking to buy a home early in their career and build deep roots in a community. If your goal is to work for a global tech giant or be at the bleeding edge of HR tech, look elsewhere. But if you want a solid, rewarding career with a high quality of life, Scranton is a hidden gem.

FAQs

1. Is a car necessary in Scranton?
Absolutely. While downtown is walkable, most major employers (Geisinger’s main campus, the University, distribution centers) are spread out. Public transportation exists but is limited. Budget for a reliable car and insurance.

2. How competitive is the job market?
Moderately competitive. With 151 listed jobs and steady growth, there are opportunities. However, the most desirable roles at top employers like Geisinger or the University receive many applications. Tailoring your resume and having a certification (PHR/SHRM-CP) will significantly help you stand out.

3. What’s the networking scene like?
It’s active but informal. The SHRM Northeast PA Chapter is the primary professional organization and holds regular events. The Scranton Chamber of Commerce also hosts mixers and seminars. Networking here is less about LinkedIn and more about showing up to local events and building genuine connections.

4. Are there remote work opportunities?
Yes, increasingly so. While many core HR roles are in-person, especially in healthcare and education, some companies offer hybrid models. It’s a good question to ask during interviews. A fully remote HR role would likely be with a company based outside Scranton.

5. How does the salary progression work?
Expect modest annual raises (2-4%) in most organizations. Significant jumps come with promotions (e.g., Specialist to Generalist) or moving to a larger employer. The 8% growth suggests there will be more senior-level openings over the next decade, providing paths for advancement without needing to relocate.