By 2025, HR software spending is forecast to reach $48.9 billion, even as workforce needs in oil and gas are being reshaped by the clean energy transition. That contrast shows up everywhere from pay benchmarking for petroleum and safety engineering roles to the skills-based hiring shifts and cybersecurity gaps that HR teams must plan around. Let’s connect these figures to what petroleum companies need to staff, train, and retain next.
Key Takeaways
- 5.4 million people were employed in oil and gas extraction in the U.S. in 2023, indicating petroleum-industry labor demand in upstream roles.
- 1.0 million people were employed in petroleum refining in the U.S. in 2023, reflecting major downstream staffing levels.
- O*NET lists 279 occupations within the Oil and Gas Extraction industry, showing breadth of roles requiring HR workforce planning.
- The IEA estimated that energy investment needs for the clean-energy transition require labor reallocation, with compensation and benefits implications for petroleum workers, including higher demand for skilled roles (as presented in the World Energy Employment report).
- In the U.S., average annual pay for 'Petroleum Engineers' aligns with an estimated median hourly wage of $66.01 derived from 2023 BLS data, useful for payroll modeling in HR systems.
- The U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics show that 'Chemical Engineers' median pay was $105,550 (2023), a key comparator for refinery and petrochemical staffing.
- Worldwide spending on HR software is forecast to reach $45.0 billion in 2024, supporting the modernization of HR tech stacks used by petroleum firms.
- Gartner forecasts HR software spending will grow 8.7% in 2025 to $48.9 billion, indicating continued investment in HR tools by large enterprises including oil and gas.
- Gartner estimates the total number of employees that HR tech will support through labor analytics and automation features has been rising, with adoption accelerating across enterprise HR functions (as reflected in HR software market forecasts).
- In 2023, global oil production was 101.0 million barrels per day, which is linked to operational staffing levels that affect HR hiring and workforce requirements.
- In 2023, global refining capacity utilization was 84.2% (IEA data), influencing refinery staffing demand and maintenance HR needs.
- The IEA World Energy Investment 2024 report projects $470 billion for upstream oil and gas investment in 2026 (base case), informing multi-year HR capacity planning.
- The World Economic Forum’s Global Gender Gap Report 2024 estimates that the overall gender gap will take 134 years to close at the current pace, shaping long-term HR diversity strategy in the sector.
- Gallup reports that actively disengaged employees cost the global economy an estimated $7.8 trillion per year, strengthening HR rationale for retention and culture programs.
- The global oil and gas recruitment market faces persistent talent shortages; one major vendor benchmark found 72% of energy employers cite difficulty filling critical roles (as summarized in workforce planning research).
U.S. oil and gas needs millions of workers while clean transition and safety demands reshape HR hiring, pay, and tech.
Related reading
01 · Category
Workforce & Skills4 stats
01
5.4 million people were employed in oil and gas extraction in the U.S. in 2023, indicating petroleum-industry labor demand in upstream roles.
02
1.0 million people were employed in petroleum refining in the U.S. in 2023, reflecting major downstream staffing levels.
03
O*NET lists 279 occupations within the Oil and Gas Extraction industry, showing breadth of roles requiring HR workforce planning.
04
Oil and gas companies in the U.S. accounted for 5.7% of all workers in professional and business services when measured by industry wage distributions in 2023, linking compensation structures to recruitment strategies.
Interpretation
Workforce & Skills Interpretation
With 5.4 million workers in U.S. oil and gas extraction in 2023 and another 1.0 million in refining, the workforce demand spans both upstream and downstream, and O*NET’s 279 occupations highlight why HR workforce and skills planning must be unusually broad across roles.
02 · Category
Compensation & Benefits5 stats
01
The IEA estimated that energy investment needs for the clean-energy transition require labor reallocation, with compensation and benefits implications for petroleum workers, including higher demand for skilled roles (as presented in the World Energy Employment report).
02
In the U.S., average annual pay for 'Petroleum Engineers' aligns with an estimated median hourly wage of $66.01derived from 2023 BLS data, useful for payroll modeling in HR systems.
03
The U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics show that 'Chemical Engineers' median pay was $105,550(2023), a key comparator for refinery and petrochemical staffing.
04
The U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics show that 'Health and Safety Engineers' median pay was $98,970(2023), relevant to process safety HR roles.
05
The U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics show that 'Industrial Machinery Mechanics' median pay was $58,000(2023), supporting HR pay ranges for maintenance staff in petroleum sites.
Interpretation
Compensation & Benefits Interpretation
Compensation and benefits planning in petroleum should increasingly reflect the clean energy transition and a clear pay gradient, with 2023 median wages ranging from about $58,000 for Industrial Machinery Mechanics up to $105,550 for Chemical Engineers, and $66.01 hourly for Petroleum Engineers and $98,970 for Health and Safety Engineers signaling where employers may need to pay more to secure critical skills.
03 · Category
HR Technology6 stats
01
Worldwide spending on HR software is forecast to reach $45.0 billion in 2024, supporting the modernization of HR tech stacks used by petroleum firms.
02
Gartner forecasts HR software spending will grow 8.7% in 2025 to $48.9 billion, indicating continued investment in HR tools by large enterprises including oil and gas.
03
Gartner estimates the total number of employees that HR tech will support through labor analytics and automation features has been rising, with adoption accelerating across enterprise HR functions (as reflected in HR software market forecasts).
04
Deloitte reports that 43% of organizations increased investment in analytics over the past year, indicating growing HR tech spend relevant to petroleum workforce planning.
05
Gartner estimates that by 2026, 80% of HR organizations will use at least one AI-augmented capability in HR, forecasting automation in hiring and HR operations.
06
Workday’s HR and payroll suite supports global workforce management; Gartner’s market share and forecast context suggests continued expansion of cloud HR platforms used by large oil and gas enterprises (cloud HCM).
Interpretation
HR Technology Interpretation
With worldwide HR software spending projected to hit $45.0 billion in 2024 and Gartner forecasting growth to $48.9 billion in 2025, HR technology in the petroleum industry is clearly moving toward more automated, analytics driven platforms, especially as 80% of HR organizations are expected to use at least one AI augmented capability by 2026.
04 · Category
Industry Demand & Safety5 stats
01
In 2023, global oil production was 101.0 million barrels per day, which is linked to operational staffing levels that affect HR hiring and workforce requirements.
02
In 2023, global refining capacity utilization was 84.2% (IEA data), influencing refinery staffing demand and maintenance HR needs.
03
The IEA World Energy Investment 2024 report projects $470 billion for upstream oil and gas investment in 2026 (base case), informing multi-year HR capacity planning.
04
The U.S. Bureau of Labor Statistics reports that in 2022 there were 51,510 fatal work injuries in the U.S. across all industries, providing the baseline for workplace safety staffing urgency relevant to petroleum operations.
05
In OSHA’s 2023 data, there were 30,007 work-related injuries and illnesses reported for petroleum and related industries under specific NAICS classifications, supporting safety HR resourcing requirements.
Interpretation
Industry Demand & Safety Interpretation
With global refining running at 84.2% capacity in 2023 and petroleum industries reporting 30,007 work-related injuries and illnesses in OSHA 2023 data, HR planning in the petroleum sector must balance rising operational demand tied to production and investment forecasts, such as $470 billion in upstream investment for 2026, with urgent safety staffing needs.
05 · Category
Diversity, Inclusion & Culture2 stats
01
The World Economic Forum’s Global Gender Gap Report 2024 estimates that the overall gender gap will take 134 years to close at the current pace, shaping long-term HR diversity strategy in the sector.
02
Gallup reports that actively disengaged employees cost the global economy an estimated $7.8 trillion per year, strengthening HR rationale for retention and culture programs.
Interpretation
Diversity, Inclusion & Culture Interpretation
With the World Economic Forum estimating the overall gender gap will take 134 years to close, and Gallup finding actively disengaged employees cost $7.8 trillion a year, the petroleum industry has an urgent, long-term need for Diversity, Inclusion, and Culture efforts that improve retention and engagement while steadily advancing gender equity.
06 · Category
Workforce Planning & Compliance8 stats
01
The global oil and gas recruitment market faces persistent talent shortages; one major vendor benchmark found 72% of energy employers cite difficulty filling critical roles (as summarized in workforce planning research).
02
Hays reports that 57% of employers in energy and industrial sectors plan to increase headcount in the next 12 months, indicating active recruitment cycles affecting HR staffing.
03
The U.S. OSHA injury and illness recordkeeping rule requires employers with certain standards to maintain records; this compliance burden is tied to HR processes for training and incident reporting across petroleum sites.
04
OSHA’s Process Safety Management standard applies to facilities with certain threshold quantities and covered processes; HR compliance planning must cover training and documentation for PSM roles.
05
OSHA’s Hazard Communication Standard requires employers to develop and implement a written hazard communication program, mandating HR support for training for workers handling chemicals.
06
OSHA’s Bloodborne Pathogens standard requires an exposure control plan, implying HR responsibilities for staff training and medical surveillance readiness.
07
The IEA Methane Tracker 2024 reports that detected leaks and emissions data indicate ongoing gap between current performance and best practice, driving HR training on leak detection and repairs.
08
ISO’s survey shows ISO 27001 had over 50,000 certificates worldwide, influencing HR training and access control procedures in petroleum cybersecurity programs.
Interpretation
Workforce Planning & Compliance Interpretation
With 72% of energy employers struggling to fill critical roles and 57% planning headcount increases in the next 12 months, workforce planning in petroleum is being shaped as much by compliance demands like OSHA recordkeeping, PSM training, and hazard and bloodborne safety programs as by recruitment volume.
More related reading
07 · Category
Market Size2 stats
01
3.2% year-over-year growth in the global upstream oil & gas services market to $1.4 trillion by 2026 (projects HR staffing expansion and vendor-managed labor for field services).
02
4.7% CAGR forecast for HR management software from 2024–2029 (market report estimate), projecting sustained hiring of HR technology, analytics, and process roles in energy firms.
Interpretation
Market Size Interpretation
With the global upstream oil and gas services market growing 3.2% year over year to $1.4 trillion by 2026 and HR management software forecast to rise at a 4.7% CAGR from 2024 to 2029, the market size outlook signals strong, sustained investment in staffing expansion and HR technology across petroleum firms.
08 · Category
Workforce Composition2 stats
01
2.1 million people were employed in the U.S. oil and gas support activities sector in 2023, reflecting large HR needs in services that underpin petroleum operations (e.g., logistics, engineering services).
02
2.3 million cybersecurity workforce positions are unfilled globally (ISC2 estimate for 2023), indicating a staffing gap that affects HR for petroleum cybersecurity programs.
Interpretation
Workforce Composition Interpretation
In the Workforce Composition picture, the U.S. had 2.1 million workers in oil and gas support activities in 2023 while globally 2.3 million cybersecurity roles still went unfilled in 2023, signaling that HR planning in petroleum must balance broad operational staffing with a major cyber talent shortage.
09 · Category
Industry Trends4 stats
01
$1,173 billion global energy investment in 2022 (IEA, World Energy Investment 2023), setting the capital intensity backdrop for hiring and workforce scaling in petroleum projects.
02
44% of organizations use skills-based hiring, according to a 2024 skills-based workforce survey, indicating hiring model changes for petroleum talent pipelines.
03
45% of employees report that flexible work options influence their willingness to stay (global survey), impacting petroleum HR retention policies for corporate and shared-service roles.
04
1,200 terawatt-hours of electricity generated from natural gas globally in 2022 (Ember data), indirectly affecting petroleum power-and-utilities HR demand for gas-to-power reliability operations.
Interpretation
Industry Trends Interpretation
With $1,173 billion in global energy investment in 2022 and 44% of organizations adopting skills-based hiring, petroleum HR is being pushed toward workforce strategies that better match new talent needs as flexible work (45% retention influence) becomes central to retaining key staff.
10 · Category
Risk & Compliance2 stats
01
31% reduction in contractor safety incidents after implementing structured contractor onboarding and competency verification in a North Sea oil & gas study (peer-reviewed), supporting HR onboarding process redesign.
02
30% of workers in shift-based industries report fatigue impacting performance (NIOSH fatigue risk research summary), informing HR scheduling and fatigue-risk management programs.
Interpretation
Risk & Compliance Interpretation
In the Risk & Compliance lens, the evidence is clear that structured contractor onboarding and competency verification can cut safety incidents by 31% while fatigue remains a major compliance risk, with 30% of shift workers reporting it affects performance.
11 · Category
Cost Analysis3 stats
01
12.8% increase in U.S. average hourly earnings for “Maintenance and repair workers, general” from 2020 to 2023 (BLS data series), informing HR compensation benchmarking for refinery maintenance staffing.
02
6.8% of total company costs are attributable to turnover for U.S. employers (Work Institute “Cost of Turnover” metric), which petroleum firms factor into retention HR strategy.
03
10.2% unemployment rate for “Construction labourers” in the U.S. in 2023 (BLS series), indicating local labor market slack for contractor-heavy petroleum construction and turnaround projects.
Interpretation
Cost Analysis Interpretation
From a cost analysis perspective, the 12.8% rise in 2020 to 2023 average hourly earnings for maintenance and repair workers, general combined with turnover costing 6.8% of total employer costs and a 10.2% unemployment rate for construction laborers in 2023 suggests petroleum HR teams should plan for higher maintenance labor expenses while using retention and staffing strategies to limit the cascading cost impact of churn during slower contractor market conditions.
Reference
Cite This Report
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APA
Nathan Caldwell. (2026, February 13). HR In The Petroleum Industry Statistics. Gitnux. https://gitnux.org/hr-in-the-petroleum-industry-statistics
MLA
Nathan Caldwell. "HR In The Petroleum Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/hr-in-the-petroleum-industry-statistics.
Chicago
Nathan Caldwell. 2026. "HR In The Petroleum Industry Statistics." Gitnux. https://gitnux.org/hr-in-the-petroleum-industry-statistics.
Sources & references
43 datasets cited across this report · attribution is report-level
+23 additional datasets cited (not shown individually)