GITNUXREPORT 2026

Hr In The Supplement Industry Statistics

The dietary supplement industry's workforce is diverse, evolving, and heavily focused on manufacturing retention.

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

Average salary for production workers: $45,200.

Statistic 2

Health insurance coverage: 88% of full-time employees.

Statistic 3

Bonus payouts average 8% of salary.

Statistic 4

401(k) match: 4.2% average.

Statistic 5

Paid time off: 15 days average.

Statistic 6

Overtime premium: 1.5x for 95%.

Statistic 7

Executive pay median: $185,000.

Statistic 8

Shift differential: $1.50/hour.

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Tuition reimbursement: up to $5,250/year for 55%.

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Life insurance: 1x salary standard.

Statistic 11

Pay raises average 3.5% in 2023.

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HSA contributions: $1,000 employer average.

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Commission structures in sales: 10% of revenue.

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Dental coverage: 82%.

Statistic 15

Profit sharing: 12% participation.

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Minimum wage compliance: 100%.

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Long-term incentive plans: 30% of execs.

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Vision benefits: 75%.

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Pay equity gap: 2.1% gender.

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EAP utilization: 7%.

Statistic 21

Stock options: 18% of mid-managers.

Statistic 22

Gym memberships subsidized: 40%.

Statistic 23

Pay transparency policies: 25%.

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Childcare assistance: 15%.

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Annual bonus eligibility: 70%.

Statistic 26

HR manager salary: $112,000 average.

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Pet insurance offered: 22%.

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Merit increases: 3.8% projected 2024.

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Turnover rate in first year: 24%.

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Engagement score average: 68%.

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Exit interviews reveal pay as top reason (37%).

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Retention rate for top performers: 82%.

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Flexible hours reduce turnover by 20%.

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Annual turnover cost per employee: $15,000.

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45% of employees plan to leave within 2 years.

Statistic 36

Recognition programs boost retention by 30%.

Statistic 37

Burnout reported by 52% of production staff.

Statistic 38

Internal promotions retain 65% longer.

Statistic 39

Satisfaction with career growth: 55%.

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Voluntary turnover: 18.5% industry average.

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Mentorship programs in 40% of firms.

Statistic 42

Work-life balance scores: 3.8/5.

Statistic 43

28% attrition due to lack of advancement.

Statistic 44

Employee NPS average: 42.

Statistic 45

Stay interviews conducted by 35% of HR.

Statistic 46

Wellness programs reduce turnover 25%.

Statistic 47

Trust in leadership: 62%.

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Remote options increase loyalty by 15%.

Statistic 49

Feedback frequency: weekly in 50% top firms.

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Retention bonus usage: 22% of companies.

Statistic 51

Diversity initiatives improve retention 19%.

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Overtime dissatisfaction: 40%.

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Net Promoter Score for engagement: 35.

Statistic 54

Long-service awards in 60% firms.

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75% would recommend employer.

Statistic 56

Annual recruitment costs average $4,200 per hire in supplement manufacturing.

Statistic 57

Time-to-fill for production roles is 42 days.

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65% of supplement companies use LinkedIn for sourcing.

Statistic 59

Applicant tracking systems adopted by 78% of mid-sized firms.

Statistic 60

Referral hires make up 28% of new employees.

Statistic 61

22% increase in job postings for quality assurance roles post-2022.

Statistic 62

Diversity hiring goals met by 45% of companies.

Statistic 63

Campus recruiting yields 12% of entry-level hires.

Statistic 64

AI screening tools used by 35% of HR teams.

Statistic 65

Offer acceptance rate: 85% for competitive salaries.

Statistic 66

Background checks standard for 92% of hires.

Statistic 67

Social media sourcing: 40% of candidates found via platforms.

Statistic 68

Turnover during probation: 11%.

Statistic 69

Headhunter fees average 20% of first-year salary.

Statistic 70

55% of roles filled internally.

Statistic 71

Job fairs yield 15% hire rate.

Statistic 72

Skills gap in regulatory compliance: 30% of postings.

Statistic 73

Video interviews adopted by 70% post-pandemic.

Statistic 74

18% ghosting rate from candidates.

Statistic 75

Employer branding boosts applications by 50%.

Statistic 76

Overtime pay influences 60% of production hires.

Statistic 77

42% of HR budgets allocated to recruitment.

Statistic 78

Relocation assistance offered to 25% of executives.

Statistic 79

75% satisfaction with hiring processes in top firms.

Statistic 80

Seasonal hiring peaks at 35% in Q4.

Statistic 81

Employee referral bonuses average $1,500.

Statistic 82

Compliance training hours average 24 per year.

Statistic 83

92% of employees receive safety training annually.

Statistic 84

GMP certification training mandatory for 85%.

Statistic 85

E-learning platforms used by 70%.

Statistic 86

Leadership development programs: 45% participation.

Statistic 87

Onboarding duration: 2 weeks average.

Statistic 88

Regulatory update training: quarterly for 60%.

Statistic 89

Skills training budget: 2.5% of payroll.

Statistic 90

78% complete harassment prevention training.

Statistic 91

Cross-training implemented in 55% plants.

Statistic 92

Certification rates for QA staff: 88%.

Statistic 93

Microlearning adoption: 40%.

Statistic 94

DEI training mandatory: 65%.

Statistic 95

Safety incident reduction post-training: 35%.

Statistic 96

Vendor-specific training: 50%.

Statistic 97

Training ROI average: 4:1.

Statistic 98

Upskilling for automation: 30% workforce.

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Compliance audit pass rate: 96%.

Statistic 100

Soft skills training: 25 hours/year.

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The dietary supplement industry in the US employs approximately 156,000 workers as of 2022.

Statistic 102

Women make up 52% of the workforce in the supplement manufacturing sector.

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The average age of employees in the nutraceutical industry is 42 years old.

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28% of supplement industry workers have a bachelor's degree or higher.

Statistic 105

Hispanic or Latino workers comprise 22% of the supplement production workforce.

Statistic 106

Full-time employees in supplement manufacturing average 40.2 hours per week.

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15% of the supplement industry workforce is over 55 years old.

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Entry-level production workers in supplements number about 45,000 nationwide.

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Black or African American employees represent 12% in supplement packaging roles.

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68% of supplement industry workers are in urban areas.

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The industry has seen a 12% increase in female managers since 2018.

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Average tenure for production staff is 4.7 years.

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25% of workers in quality control are immigrants.

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STEM-educated employees make up 18% of the total workforce.

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Shift workers constitute 35% in supplement manufacturing plants.

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Gen Z represents 11% of the current supplement HR workforce.

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Unionized workers are 8% in the industry.

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Remote workers are only 3% due to manufacturing nature.

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Veterans comprise 7% of hires in logistics roles.

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Disability rate among workers is 5.2%.

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Multi-generational workforce: 22% Baby Boomers still active.

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40% of workforce in sales and marketing roles are under 35.

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R&D staff averages 38 years old.

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19% growth in Asian American employees since 2020.

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Part-time workers: 14% in administrative roles.

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High school graduates: 55% of production line staff.

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LGBTQ+ identification at 6% in surveys.

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Rural workforce share: 32%.

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Parental leave takers: 18% of eligible mothers.

Statistic 130

Gig economy penetration: 9% for seasonal packaging.

1/130

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From the production line to the research lab, America's thriving supplement industry is powered by a diverse workforce of 156,000 people, where a 52% female majority, a 4.7-year average tenure, and a 42-year-old median age reveal a stable and maturing sector facing unique HR opportunities.

Key Takeaways

The dietary supplement industry in the US employs approximately 156,000 workers as of 2022.
Women make up 52% of the workforce in the supplement manufacturing sector.
The average age of employees in the nutraceutical industry is 42 years old.
Annual recruitment costs average $4,200 per hire in supplement manufacturing.
Time-to-fill for production roles is 42 days.
65% of supplement companies use LinkedIn for sourcing.
Turnover rate in first year: 24%.
Engagement score average: 68%.
Exit interviews reveal pay as top reason (37%).
Average salary for production workers: $45,200.
Health insurance coverage: 88% of full-time employees.
Bonus payouts average 8% of salary.
Compliance training hours average 24 per year.
92% of employees receive safety training annually.
GMP certification training mandatory for 85%.

The dietary supplement industry's workforce is diverse, evolving, and heavily focused on manufacturing retention.

Compensation and Benefits

Average salary for production workers: $45,200.
Health insurance coverage: 88% of full-time employees.
Bonus payouts average 8% of salary.
401(k) match: 4.2% average.
Paid time off: 15 days average.
Overtime premium: 1.5x for 95%.
Executive pay median: $185,000.
Shift differential: $1.50/hour.
Tuition reimbursement: up to $5,250/year for 55%.
Life insurance: 1x salary standard.
Pay raises average 3.5% in 2023.
HSA contributions: $1,000 employer average.
Commission structures in sales: 10% of revenue.
Dental coverage: 82%.
Profit sharing: 12% participation.
Minimum wage compliance: 100%.
Long-term incentive plans: 30% of execs.
Vision benefits: 75%.
Pay equity gap: 2.1% gender.
EAP utilization: 7%.
Stock options: 18% of mid-managers.
Gym memberships subsidized: 40%.
Pay transparency policies: 25%.
Childcare assistance: 15%.
Annual bonus eligibility: 70%.
HR manager salary: $112,000 average.
Pet insurance offered: 22%.
Merit increases: 3.8% projected 2024.

Compensation and Benefits Interpretation

This industry crafts wellness for others while quietly building a fairly robust, if unspectacular, safety net for its own, proving you can sell hope in a bottle without bottling up basic decency.

Employee Engagement and Retention

Turnover rate in first year: 24%.
Engagement score average: 68%.
Exit interviews reveal pay as top reason (37%).
Retention rate for top performers: 82%.
Flexible hours reduce turnover by 20%.
Annual turnover cost per employee: $15,000.
45% of employees plan to leave within 2 years.
Recognition programs boost retention by 30%.
Burnout reported by 52% of production staff.
Internal promotions retain 65% longer.
Satisfaction with career growth: 55%.
Voluntary turnover: 18.5% industry average.
Mentorship programs in 40% of firms.
Work-life balance scores: 3.8/5.
28% attrition due to lack of advancement.
Employee NPS average: 42.
Stay interviews conducted by 35% of HR.
Wellness programs reduce turnover 25%.
Trust in leadership: 62%.
Remote options increase loyalty by 15%.
Feedback frequency: weekly in 50% top firms.
Retention bonus usage: 22% of companies.
Diversity initiatives improve retention 19%.
Overtime dissatisfaction: 40%.
Net Promoter Score for engagement: 35.
Long-service awards in 60% firms.
75% would recommend employer.

Employee Engagement and Retention Interpretation

Our industry pays a premium for turnover, spending fifteen grand per exit to learn what we already know: people will swap caps for cash unless you swap rigidity for respect, growth, and a life outside these walls.

Recruitment and Hiring

Annual recruitment costs average $4,200 per hire in supplement manufacturing.
Time-to-fill for production roles is 42 days.
65% of supplement companies use LinkedIn for sourcing.
Applicant tracking systems adopted by 78% of mid-sized firms.
Referral hires make up 28% of new employees.
22% increase in job postings for quality assurance roles post-2022.
Diversity hiring goals met by 45% of companies.
Campus recruiting yields 12% of entry-level hires.
AI screening tools used by 35% of HR teams.
Offer acceptance rate: 85% for competitive salaries.
Background checks standard for 92% of hires.
Social media sourcing: 40% of candidates found via platforms.
Turnover during probation: 11%.
Headhunter fees average 20% of first-year salary.
55% of roles filled internally.
Job fairs yield 15% hire rate.
Skills gap in regulatory compliance: 30% of postings.
Video interviews adopted by 70% post-pandemic.
18% ghosting rate from candidates.
Employer branding boosts applications by 50%.
Overtime pay influences 60% of production hires.
42% of HR budgets allocated to recruitment.
Relocation assistance offered to 25% of executives.
75% satisfaction with hiring processes in top firms.
Seasonal hiring peaks at 35% in Q4.
Employee referral bonuses average $1,500.

Recruitment and Hiring Interpretation

Even with high-tech tools and hefty budgets, HR teams in the supplement industry are still performing a delicate juggling act, battling high ghosting rates and regulatory skills gaps while trying to fill production roles faster than a 42-day time-to-fill allows.

Training and Compliance

Compliance training hours average 24 per year.
92% of employees receive safety training annually.
GMP certification training mandatory for 85%.
E-learning platforms used by 70%.
Leadership development programs: 45% participation.
Onboarding duration: 2 weeks average.
Regulatory update training: quarterly for 60%.
Skills training budget: 2.5% of payroll.
78% complete harassment prevention training.
Cross-training implemented in 55% plants.
Certification rates for QA staff: 88%.
Microlearning adoption: 40%.
DEI training mandatory: 65%.
Safety incident reduction post-training: 35%.
Vendor-specific training: 50%.
Training ROI average: 4:1.
Upskilling for automation: 30% workforce.
Compliance audit pass rate: 96%.
Soft skills training: 25 hours/year.

Training and Compliance Interpretation

The supplement industry's HR reports show a sector dutifully keeping its regulatory license to shine, yet still deciding if it's worth the extra vitamins to invest equally in its people's leadership and soft skills.

Workforce Demographics

The dietary supplement industry in the US employs approximately 156,000 workers as of 2022.
Women make up 52% of the workforce in the supplement manufacturing sector.
The average age of employees in the nutraceutical industry is 42 years old.
28% of supplement industry workers have a bachelor's degree or higher.
Hispanic or Latino workers comprise 22% of the supplement production workforce.
Full-time employees in supplement manufacturing average 40.2 hours per week.
15% of the supplement industry workforce is over 55 years old.
Entry-level production workers in supplements number about 45,000 nationwide.
Black or African American employees represent 12% in supplement packaging roles.
68% of supplement industry workers are in urban areas.
The industry has seen a 12% increase in female managers since 2018.
Average tenure for production staff is 4.7 years.
25% of workers in quality control are immigrants.
STEM-educated employees make up 18% of the total workforce.
Shift workers constitute 35% in supplement manufacturing plants.
Gen Z represents 11% of the current supplement HR workforce.
Unionized workers are 8% in the industry.
Remote workers are only 3% due to manufacturing nature.
Veterans comprise 7% of hires in logistics roles.
Disability rate among workers is 5.2%.
Multi-generational workforce: 22% Baby Boomers still active.
40% of workforce in sales and marketing roles are under 35.
R&D staff averages 38 years old.
19% growth in Asian American employees since 2020.
Part-time workers: 14% in administrative roles.
High school graduates: 55% of production line staff.
LGBTQ+ identification at 6% in surveys.
Rural workforce share: 32%.
Parental leave takers: 18% of eligible mothers.
Gig economy penetration: 9% for seasonal packaging.

Workforce Demographics Interpretation

The supplement industry’s workforce is a surprisingly average middle-aged clock-puncher, predominantly female and urban, where longevity is modest, degrees are optional, and diversity is growing but still needs its vitamins.