Industrial-Organizational Psychologists
Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.
Also called: Consulting Psychologist, Engineering Psychologist, HR Consultant (Human Resources Consultant), HR OD Consultant (Human Resources Organizational Development Consultant), HR Psychologist (Human Resources Psychologist), I-O Practitioner (Industrial-Organizational Practitioner)
Median pay
$193,950
per year, U.S.
Pay range (10th–90th)
$79,010 – $247,220
People employed
790
Holland code
IEC
Investigative · Enterprising · Conventional
Updated October 2026 · Data: O*NET 31.0 and BLS OEWS May 2025 · How we match careers
Is this career right for you?
These are the things that stand out in this job compared with other U.S. jobs (O*NET 31.0 work context). Answer honestly.
- 1.Do you want variety, with new tasks often?
- 2.Are you comfortable sitting at a desk most of the day?
- 3.Do you want to lead or coordinate other people’s work?
- 4.Are you OK working more than 40 hours a week?
- 5.Do you want a job with little physical risk?
- 6.Do you want a lot of freedom to make your own decisions?
The hard parts
- Tight deadlines are common
Industrial-Organizational Psychologists pay by state
Annual median pay by state (2 states with published data). Source: BLS OEWS May 2025.
Industrial-Organizational Psychologists salary in every state →
What industrial-organizational psychologists do
- 01Provide advice on best practices and implementation for selection.
- 02Develop and implement employee selection or placement programs.
- 03Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
- 04Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.
- 05Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction.
- 06Facilitate organizational development and change.
Skills that matter most
- Reading Comprehension
- Active Listening
- Writing
- Critical Thinking
- Speaking
- Active Learning
Knowledge
- Personnel and Human Resources
- Psychology
- Education and Training
- Administration and Management
- Mathematics
Work styles that stand out
- Dependability
- Attention to Detail
- Integrity
- Intellectual Curiosity
- Cooperation
Education and first steps
Share of workers by required education, as reported to O*NET.
How people get started
- Usually needs a graduate degree (O*NET Job Zone 5).
- Related work experience: over 2 years, up to and including 4 years.
- On-the-job training: anything beyond short demonstration, up to and including 1 month.
Most common answers from O*NET 31.0 Education, Training and Experience.
Interest fit (Holland code)
O*NET occupational interest scores, scale 1–7. Take the Free Career Test to compare with your own.
Career changes
Change from industrial-organizational psychologists
- Human Resources Managers77% · −23%
- Chief Sustainability Officers73% · group pay
- Chief Executives72% · +10%
- Training and Development Managers70% · −31%
- Investment Fund Managers70% · group pay
Change into industrial-organizational psychologists
Jobs whose skills carry over best (skill match, their median pay).
- Training and Development Specialists84% · $69,280
- Human Resources Managers83% · $149,280
- Management Analysts83% · $101,860
- Training and Development Managers81% · $133,000
- Education Administrators, Postsecondary79% · $104,590
Majors that lead here
- Psychology, General
- Industrial and Organizational Psychology
From the NCES CIP 2020 to SOC 2018 crosswalk.