34% of HR decision makers are satisfied with their salary

satisfied with salaryJust one-third (34%) of HR decision makers are satisfied with their salary, according to research by HR software provider Ciphr.

Its survey of 300 HR decision makers found that 44% of respondents said they have a good work-life balance and 37% believe their organisation fully supports employees’ mental health and wellbeing.

More than one-third (37%) claim to be overworked most or all the time, while 28% regularly consider leaving their current positions.

Just half (53%) of respondents reported finding their job fulfilling and engaging all or most of the time, while 45% of this group said they felt appreciated for their work all or most of the time. They were also less likely to have a good work-life balance, at 34%, or be satisfied with their salary, at 28%.

More than half (56%) said that most or all of the time they felt valued and appreciated for their work, while 61% said their skills and experience were being fully utilised. As many as 79% felt fulfilled and engaged by their work and 71% felt valued and appreciated for their work all or most of the time.

When asked how often they found their job fulfilling and engaging during a typical working week, 64% said most or all the time. More than one-quarter (28%) said their job was fulfilling and engaging some of the time, while 9% reported rarely or never being fulfilled or engaged.

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In addition, respondents who are do not consider themselves to be overworked and are satisfied with their pay, are among the least likely to be planning a job switch.

Claire Williams, chief people and operations officer at Ciphr, said: “These survey findings also highlight that HR is not exempt from the widespread issue of burnout, with over a third of HR professionals feeling overworked. In fact, it underscores the critical need for organisations to ensure a better work-life balance and implement support systems that provide further support and training for those in HR, who are frequently required to take on the emotional burden of the wider workforce. This can include supporting people through mental health issues, bereavement, and low morale.”