GITNUXREPORT 2026

Hr In The Infrastructure Industry Statistics

The infrastructure industry faces severe labor shortages and high turnover requiring strategic workforce investments.

Rajesh Patel

Team Lead & Senior Researcher with over 15 years of experience in market research and data analytics.

First published: Feb 13, 2026

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Statistic 1

Median annual wage for construction managers in infrastructure is $104,900.

Statistic 2

Infrastructure sector offers average benefits package worth 30% of salary.

Statistic 3

Average health insurance premium in construction is $7,200 per employee.

Statistic 4

401(k) matching offered by 80% of large infrastructure firms.

Statistic 5

Paid time off averages 15 days in infrastructure.

Statistic 6

Overtime pay averages 1.5x for infrastructure workers.

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Tuition reimbursement offered to 45%.

Statistic 8

Average bonus 8% of salary.

Statistic 9

Flexible scheduling retains 40% more.

Statistic 10

Wellness programs cover 60% of employees.

Statistic 11

Pension plans in 25% of firms.

Statistic 12

Average salary increase 4.2% yearly.

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Childcare benefits in 15% of firms.

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Stock options in 20% of public firms.

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Mental health days offered 35%.

Statistic 16

HSAs contributed by 70% employers.

Statistic 17

Profit sharing in 30% firms.

Statistic 18

Commuter benefits for 50% urban workers.

Statistic 19

Life insurance 2x salary standard.

Statistic 20

Average raise for promotion 10%.

Statistic 21

Night shift premium 10% pay.

Statistic 22

Dental coverage 90% full-time.

Statistic 23

EAP utilization 30% workers.

Statistic 24

Vision benefits average $500/year.

Statistic 25

In the US infrastructure sector, 82% of construction firms report difficulty finding qualified craft workers.

Statistic 26

59% of infrastructure HR managers cite skilled labor shortages as their top challenge.

Statistic 27

70% of HR leaders in infrastructure use social media for recruitment.

Statistic 28

75% of infrastructure projects delayed due to labor shortages.

Statistic 29

Online job boards source 50% of new hires in infrastructure.

Statistic 30

68% of HR pros use AI for resume screening in infrastructure.

Statistic 31

Referral programs boost hires by 30%.

Statistic 32

72% of firms partner with trade schools for recruitment.

Statistic 33

Campus recruiting yields 25% of engineers.

Statistic 34

ATS systems used by 65% for hiring.

Statistic 35

Video interviews adopted by 55%.

Statistic 36

Employer branding improves hires by 40%.

Statistic 37

Diversity hiring goals met by 40%.

Statistic 38

Gig platforms source 10% of labor.

Statistic 39

Headhunters used by 30% for execs.

Statistic 40

Passive candidate sourcing 45%.

Statistic 41

Time-to-hire averages 45 days.

Statistic 42

Employer referrals 35% hires.

Statistic 43

Job fairs attract 20% candidates.

Statistic 44

Predictive analytics for hiring 25%.

Statistic 45

Chatbots screen 30% applicants.

Statistic 46

Mobile recruiting apps 40% usage.

Statistic 47

Blind hiring reduces bias 25%.

Statistic 48

Virtual job fairs 50% effective.

Statistic 49

Average turnover rate in construction is 22.5% annually.

Statistic 50

Voluntary turnover in infrastructure averages 15-20%.

Statistic 51

Retention bonuses used by 55% of construction HR teams.

Statistic 52

25% turnover rate among entry-level infrastructure workers.

Statistic 53

Exit interviews show 40% leave for better pay.

Statistic 54

High turnover costs firms 1.5-2x salary.

Statistic 55

35% turnover due to work-life balance issues.

Statistic 56

Retention improves 20% with mentorship.

Statistic 57

28% turnover in skilled trades.

Statistic 58

Burnout causes 22% of exits.

Statistic 59

Sign-on bonuses average $5,000.

Statistic 60

Career pathing reduces turnover 15%.

Statistic 61

32% turnover post-promotion.

Statistic 62

Feedback surveys cut turnover 12%.

Statistic 63

Remote HR roles growing 25%.

Statistic 64

Loyalty rewards retain 25% longer.

Statistic 65

Onboarding quality impacts retention 50%.

Statistic 66

Exit rates peak at year 2: 18%.

Statistic 67

Work from home options 10% roles.

Statistic 68

Mentorship pairs 60% juniors.

Statistic 69

Pulse surveys monthly 45% firms.

Statistic 70

Retention incentives save 20% costs.

Statistic 71

Alumni networks rehire 15%.

Statistic 72

65% of infrastructure firms increased training budgets in 2023.

Statistic 73

Only 28% of construction firms have formal apprenticeship programs.

Statistic 74

40% of firms provide leadership training programs.

Statistic 75

60% of workers receive safety training annually.

Statistic 76

Digital skills training adopted by 50% of firms.

Statistic 77

55% participate in upskilling programs.

Statistic 78

VR training used by 20% of large projects.

Statistic 79

70% of training focused on safety compliance.

Statistic 80

Micro-credentials earned by 30% of workers.

Statistic 81

Leadership development for 35% of managers.

Statistic 82

80 hours average annual training per worker.

Statistic 83

E-learning platforms used by 75%.

Statistic 84

Soft skills training for 50%.

Statistic 85

Certification programs completion 65%.

Statistic 86

Gamified training engagement up 30%.

Statistic 87

DEI training mandatory 50%.

Statistic 88

BIM training for 40% of staff.

Statistic 89

Sustainability training rising 60%.

Statistic 90

Cross-training reduces shortages 15%.

Statistic 91

OSHA 10 certification 80% required.

Statistic 92

AR training tools 15% adoption.

Statistic 93

Soft skills gap 60% managers.

Statistic 94

Digital literacy training 70%.

Statistic 95

Safety incidents down 20% post-training.

Statistic 96

Globally, the infrastructure industry workforce is projected to face a shortage of 15 million workers by 2030.

Statistic 97

Women represent only 10.9% of the construction workforce in infrastructure projects.

Statistic 98

45% of infrastructure workers are over 45 years old.

Statistic 99

Hispanic workers make up 30% of construction labor force.

Statistic 100

Millennials comprise 35% of infrastructure workforce.

Statistic 101

Veterans represent 15% of skilled trades in construction.

Statistic 102

Black workers are 6% of construction workforce.

Statistic 103

Gen Z entering at 12% of new hires.

Statistic 104

Asian workers 5% in infrastructure roles.

Statistic 105

50+ age group 28% of workforce.

Statistic 106

Immigrants 25% of construction labor.

Statistic 107

Under 30s 18% of workforce.

Statistic 108

Union workers 13% in infrastructure.

Statistic 109

Rural areas short 20% more workers.

Statistic 110

Females in engineering roles 15%.

Statistic 111

Disability rates 8% higher in construction.

Statistic 112

Apprentices 10% of workforce.

Statistic 113

Seasonal workers 20% of total.

Statistic 114

LGBTQ+ workers 4% identified.

Statistic 115

STEM grads 22% of engineers.

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Overtime workers 40% of crew.

Statistic 117

Project-based teams 55% common.

Statistic 118

Multi-generational teams 75% projects.

Statistic 119

Contract workers 25% total.

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While an astounding 82% of US construction firms struggle to find qualified workers, a crisis mirrored by a looming global shortage of 15 million infrastructure employees by 2030, this blog post dives into the human resources strategies reshaping the industry to attract, develop, and retain the talent needed to rebuild our world.

Key Takeaways

In the US infrastructure sector, 82% of construction firms report difficulty finding qualified craft workers.
59% of infrastructure HR managers cite skilled labor shortages as their top challenge.
70% of HR leaders in infrastructure use social media for recruitment.
Globally, the infrastructure industry workforce is projected to face a shortage of 15 million workers by 2030.
Women represent only 10.9% of the construction workforce in infrastructure projects.
45% of infrastructure workers are over 45 years old.
Average turnover rate in construction is 22.5% annually.
Voluntary turnover in infrastructure averages 15-20%.
Retention bonuses used by 55% of construction HR teams.
65% of infrastructure firms increased training budgets in 2023.
Only 28% of construction firms have formal apprenticeship programs.
40% of firms provide leadership training programs.
Median annual wage for construction managers in infrastructure is $104,900.
Infrastructure sector offers average benefits package worth 30% of salary.
Average health insurance premium in construction is $7,200 per employee.

The infrastructure industry faces severe labor shortages and high turnover requiring strategic workforce investments.

Compensation and Benefits

Median annual wage for construction managers in infrastructure is $104,900.
Infrastructure sector offers average benefits package worth 30% of salary.
Average health insurance premium in construction is $7,200 per employee.
401(k) matching offered by 80% of large infrastructure firms.
Paid time off averages 15 days in infrastructure.
Overtime pay averages 1.5x for infrastructure workers.
Tuition reimbursement offered to 45%.
Average bonus 8% of salary.
Flexible scheduling retains 40% more.
Wellness programs cover 60% of employees.
Pension plans in 25% of firms.
Average salary increase 4.2% yearly.
Childcare benefits in 15% of firms.
Stock options in 20% of public firms.
Mental health days offered 35%.
HSAs contributed by 70% employers.
Profit sharing in 30% firms.
Commuter benefits for 50% urban workers.
Life insurance 2x salary standard.
Average raise for promotion 10%.
Night shift premium 10% pay.
Dental coverage 90% full-time.
EAP utilization 30% workers.
Vision benefits average $500/year.

Compensation and Benefits Interpretation

Construction managers enjoy a solid six-figure salary, but the real infrastructure holding this industry together is a surprisingly competitive benefits package that builds loyalty with strong retirement matching, decent time off, and a growing focus on wellness—though they’re still laying the groundwork on perks like childcare and pensions.

Recruitment and Hiring

In the US infrastructure sector, 82% of construction firms report difficulty finding qualified craft workers.
59% of infrastructure HR managers cite skilled labor shortages as their top challenge.
70% of HR leaders in infrastructure use social media for recruitment.
75% of infrastructure projects delayed due to labor shortages.
Online job boards source 50% of new hires in infrastructure.
68% of HR pros use AI for resume screening in infrastructure.
Referral programs boost hires by 30%.
72% of firms partner with trade schools for recruitment.
Campus recruiting yields 25% of engineers.
ATS systems used by 65% for hiring.
Video interviews adopted by 55%.
Employer branding improves hires by 40%.
Diversity hiring goals met by 40%.
Gig platforms source 10% of labor.
Headhunters used by 30% for execs.
Passive candidate sourcing 45%.
Time-to-hire averages 45 days.
Employer referrals 35% hires.
Job fairs attract 20% candidates.
Predictive analytics for hiring 25%.
Chatbots screen 30% applicants.
Mobile recruiting apps 40% usage.
Blind hiring reduces bias 25%.
Virtual job fairs 50% effective.

Recruitment and Hiring Interpretation

The infrastructure industry is in a paradoxical race where they're desperately building the future with one hand while frantically scrolling LinkedIn, deploying AI screeners, and hitting up trade schools with the other, because 75% of their projects are stuck waiting for humans who simply aren't there.

Retention and Turnover

Average turnover rate in construction is 22.5% annually.
Voluntary turnover in infrastructure averages 15-20%.
Retention bonuses used by 55% of construction HR teams.
25% turnover rate among entry-level infrastructure workers.
Exit interviews show 40% leave for better pay.
High turnover costs firms 1.5-2x salary.
35% turnover due to work-life balance issues.
Retention improves 20% with mentorship.
28% turnover in skilled trades.
Burnout causes 22% of exits.
Sign-on bonuses average $5,000.
Career pathing reduces turnover 15%.
32% turnover post-promotion.
Feedback surveys cut turnover 12%.
Remote HR roles growing 25%.
Loyalty rewards retain 25% longer.
Onboarding quality impacts retention 50%.
Exit rates peak at year 2: 18%.
Work from home options 10% roles.
Mentorship pairs 60% juniors.
Pulse surveys monthly 45% firms.
Retention incentives save 20% costs.
Alumni networks rehire 15%.

Retention and Turnover Interpretation

The infrastructure industry is hemorrhaging talent to a predictable tune of better pay and burnout, yet the blueprint for retention—career paths, mentorship, and listening—is sitting right there in the exit interview data, waiting to be built upon.

Training and Development

65% of infrastructure firms increased training budgets in 2023.
Only 28% of construction firms have formal apprenticeship programs.
40% of firms provide leadership training programs.
60% of workers receive safety training annually.
Digital skills training adopted by 50% of firms.
55% participate in upskilling programs.
VR training used by 20% of large projects.
70% of training focused on safety compliance.
Micro-credentials earned by 30% of workers.
Leadership development for 35% of managers.
80 hours average annual training per worker.
E-learning platforms used by 75%.
Soft skills training for 50%.
Certification programs completion 65%.
Gamified training engagement up 30%.
DEI training mandatory 50%.
BIM training for 40% of staff.
Sustainability training rising 60%.
Cross-training reduces shortages 15%.
OSHA 10 certification 80% required.
AR training tools 15% adoption.
Soft skills gap 60% managers.
Digital literacy training 70%.
Safety incidents down 20% post-training.

Training and Development Interpretation

Infrastructure firms are investing heavily in training, but the data reveals a story of good intentions chasing hard reality, where a fervent focus on safety and digital skills is racing to catch up with leadership voids, soft skill gaps, and a stubborn reliance on informal on-the-job learning.

Workforce Demographics

Globally, the infrastructure industry workforce is projected to face a shortage of 15 million workers by 2030.
Women represent only 10.9% of the construction workforce in infrastructure projects.
45% of infrastructure workers are over 45 years old.
Hispanic workers make up 30% of construction labor force.
Millennials comprise 35% of infrastructure workforce.
Veterans represent 15% of skilled trades in construction.
Black workers are 6% of construction workforce.
Gen Z entering at 12% of new hires.
Asian workers 5% in infrastructure roles.
50+ age group 28% of workforce.
Immigrants 25% of construction labor.
Under 30s 18% of workforce.
Union workers 13% in infrastructure.
Rural areas short 20% more workers.
Females in engineering roles 15%.
Disability rates 8% higher in construction.
Apprentices 10% of workforce.
Seasonal workers 20% of total.
LGBTQ+ workers 4% identified.
STEM grads 22% of engineers.
Overtime workers 40% of crew.
Project-based teams 55% common.
Multi-generational teams 75% projects.
Contract workers 25% total.

Workforce Demographics Interpretation

The infrastructure industry is staring down a perfect storm of a 15-million-worker shortage, a graying workforce, and persistent diversity gaps, yet it's ironically sitting on the untapped potential of everyone from Gen Z to veterans to close the rift, if it can finally modernize its blueprint for talent.