{"schema_version": 1, "id": "coeur-d-alene-id-msa/human-resources/2026-09", "product": "Labor Market Pulse", "metro": {"geography_id": 200, "label": "Coeur d'Alene, ID MSA", "slug": "coeur-d-alene-id-msa"}, "focus_area": {"key": "human_resources", "slug": "human-resources", "label": "Human Resources"}, "period": "2026-09", "public_after": "2026-09-01", "frozen_at": "2026-10-09T13:08:14.281394+00:00", "headline": "Coeur d'Alene jobs shrink while wages and recruiting pay climb.", "headline_summary": "Metro nonfarm employment fell 0.3% in August even as Idaho posted the nation's third-fastest wage growth at 4.7%, and advertised Recruiter pay locally jumped to $65,774 while HR Business Partner pay dropped to $67,478.", "key_indicators": [{"label": "Metro unemployment rate", "value": "3.7%", "context": "August 2026, vs 4.1% national rate"}, {"label": "Metro nonfarm job change", "value": "-0.3%", "context": "Month-over-month, August 2026"}, {"label": "Idaho wage growth", "value": "4.7%", "context": "To $29.41/hr avg, 3rd-highest in U.S."}, {"label": "Kootenai County unemployment", "value": "4.3%", "context": "July 2026, above metro's 3.7%"}], "takeaways": [{"headline": "A steady unemployment rate is hiding a shrinking job base.", "body": "Nonfarm employment fell 0.3% month-over-month in August while the unemployment rate held at 3.7%, a pattern more consistent with labor force contraction than robust hiring. Workforce planning should treat the flat rate as a lagging signal, not evidence of market tightness."}, {"headline": "Healthcare and retail remain the metro's recruiting pressure points.", "body": "Registered nurses, retail salespersons and home health aides top the metro's in-demand occupations list, echoing statewide softness elsewhere but acute local persistence. Retention investment in these categories likely outperforms broad market-rate adjustments given the narrowness of the shortage."}, {"headline": "Recruiter pay is rising locally even as HR generalist pay falls.", "body": "Advertised Recruiter pay rose to a metro median of $65,774, a significant increase, while HR Business Partner advertised pay fell to $67,478, a significant decline. Divergence like this is consistent with employers funding talent acquisition capacity while compressing strategic HR overhead, a reallocation worth confirming against internal headcount plans."}, {"headline": "Idaho's statewide wage growth is outpacing the metro's job growth.", "body": "Idaho ranks third nationally for wage growth with average hourly wages up 4.7% to $29.41, a figure that outstrips Coeur d'Alene's modest 0.3% year-over-year job gains. Compensation benchmarking built on statewide averages may overstate what the metro's cooler hiring pace can actually support."}], "local_conditions": "Coeur d'Alene's unemployment rate held at 3.7% in August 2026 even as the metro shed 0.3% of nonfarm jobs month-over-month, a divergence consistent with a shrinking labor force rather than genuine hiring strength. Healthcare, retail and hospitality continue to drive advertised openings, while Kootenai County's wider-county unemployment reading of 4.3% in July suggests softening beneath the metro's headline rate masks pockets of slack HR leaders should factor into regional workforce planning.", "implications": "Flat-to-declining job counts alongside a steady unemployment rate point to employers right-sizing rather than retrenching, which gives HR teams room to prioritize quality of hire over speed for most requisitions while maintaining urgency for healthcare and frontline retail roles where turnover risk remains structural. Idaho's statewide median wage growth of 3.2% and third-in-the-nation ranking for hourly wage increases signals that candidates have leverage in negotiation even as overall demand cools, a combination that complicates flat-budget compensation planning. Consider reviewing offer-acceptance and renegotiation data for the past quarter to see whether candidates are using statewide wage momentum as leverage locally, even where metro-level demand has softened.", "looking_ahead": [{"category": "Worth watching", "body": "Kootenai County's 4.3% unemployment rate in July sits meaningfully above the metro's 3.7% August reading. Watch whether the gap narrows or whether county-level softness eventually pulls the metro figure down."}, {"category": "Emerging pressure point", "body": "Information sector job losses nationally (23,000 in August alone) could push displaced tech and remote-capable talent into secondary metros like Coeur d'Alene. Track whether inbound applications for hybrid or remote-eligible roles show an uptick in volume or quality."}, {"category": "Early indicator", "body": "Idaho Department of Labor hiring events, including the September 16 session featuring Hilton Grand Vacations and The Home Depot, point to continued recruiting urgency in hospitality and retail despite cooling headline numbers. Monitor whether these employers raise advertised wages to fill seasonal and year-round frontline roles."}, {"category": "Potential inflection point", "body": "Idaho's HB 54 revisions to unemployment eligibility for disabled claimants take fuller effect this fall. HR teams should anticipate changes to unemployment claims experience and charge exposure heading into Q4 planning."}], "roles": [{"role": "Compensation Analyst", "data_scope": "state_rollup", "metro_p25": 79201.0, "metro_p50": 88473.0, "metro_p75": 104408.0, "metro_trend_direction": "down", "metro_trend_magnitude": "significant", "national_p50": 101727.4, "national_trend_direction": "stable", "national_trend_magnitude": "stable"}, {"role": "HR Business Partner", "data_scope": "metro", "metro_p25": 56160.0, "metro_p50": 67478.0, "metro_p75": 77500.0, "metro_trend_direction": "down", "metro_trend_magnitude": "significant", "national_p50": 83766.0, "national_trend_direction": "up", "national_trend_magnitude": "significant"}, {"role": "Benefits Manager", "data_scope": "state_rollup", "metro_p25": 83209.0, "metro_p50": 98713.0, "metro_p75": 115890.0, "metro_trend_direction": "up", "metro_trend_magnitude": "moderate", "national_p50": 117888.0, "national_trend_direction": "up", "national_trend_magnitude": "moderate"}, {"role": "HRIS Analyst", "data_scope": "state_rollup", "metro_p25": 79904.0, "metro_p50": 82713.8, "metro_p75": 102500.0, "metro_trend_direction": "down", "metro_trend_magnitude": "significant", "national_p50": 97554.8, "national_trend_direction": "up", "national_trend_magnitude": "moderate"}, {"role": "HR Coordinator", "data_scope": "metro", "metro_p25": 41600.0, "metro_p50": 47243.6, "metro_p75": 51225.0, "metro_trend_direction": "down", "metro_trend_magnitude": "significant", "national_p50": 50000.0, "national_trend_direction": "up", "national_trend_magnitude": "moderate"}, {"role": "Recruiter", "data_scope": "state_rollup", "metro_p25": 46800.0, "metro_p50": 65773.8, "metro_p75": 77959.0, "metro_trend_direction": "up", "metro_trend_magnitude": "significant", "national_p50": 68167.0, "national_trend_direction": "up", "national_trend_magnitude": "moderate"}, {"role": "Payroll Specialist", "data_scope": "metro", "metro_p25": 52869.0, "metro_p50": 72148.0, "metro_p75": 74710.0, "metro_trend_direction": "up", "metro_trend_magnitude": "significant", "national_p50": 59855.0, "national_trend_direction": "up", "national_trend_magnitude": "moderate"}], "industry_snapshot": [], "citations": [], "methodology": "Advertised pay from active employer job postings, not survey data. WageScape's median is calibrated to correct for spurious low-value postings: distribution analysis shows roughly the lowest 10% of raw values are erroneous entries, so the reported median is the 60th percentile of raw advertised pay.", "edition_label": "October 2026", "files": {"html": "coeur-d-alene-id-msa/human-resources/2026-09.html", "pdf": "coeur-d-alene-id-msa/human-resources/2026-09.pdf"}, "published_at": "2026-10-09T14:30:51.486460+00:00", "report_html_url": "https://reports.wagescape.com/archive/v1/editions/coeur-d-alene-id-msa/human-resources/2026-09.html", "report_pdf_url": "https://reports.wagescape.com/archive/v1/editions/coeur-d-alene-id-msa/human-resources/2026-09.pdf"}