Energy role benchmark

HSE & Environmental Specialist vs Reliability & Integrity Engineer: what energy employers ask for

As of 29 October 2026, Plutarch tracked 1866 open HSE & Environmental Specialist postings and 345 open Reliability & Integrity Engineer postings at energy employers.

Skills and tools

Share of the postings we could read in full that name each skill: 1258 for HSE & Environmental Specialist, 262 for Reliability & Integrity Engineer.

Skills named in HSE & Environmental Specialist and Reliability & Integrity Engineer postings.
Skill or toolHSE & Environmental SpecialistReliability & Integrity Engineer
Root-cause analysis17%40%
SAPnot listed18%
Excel17%16%
Statisticsnot listed15%
Pythonnot listed13%
Vibration analysis / condition monitoringnot listed13%

Certificates and licences

A mention is what employers ask for; it does not mean a law requires it.

Credentials named in HSE & Environmental Specialist and Reliability & Integrity Engineer postings.
Certificate or licenceHSE & Environmental SpecialistReliability & Integrity Engineer
Driving licence12%not listed

Where the postings are

Countries of open HSE & Environmental Specialist and Reliability & Integrity Engineer postings, as a share of each role's postings.
CountryHSE & Environmental SpecialistReliability & Integrity Engineer
United States46%41%
India3%10%
Canada6%8%
United Kingdom5%5%
Australia4%not listed
Malaysianot listed3%

How many postings state pay

  • HSE & Environmental Specialist: 311 of 928 postings whose pay we could read (34%)
  • Reliability & Integrity Engineer: 74 of 205 postings whose pay we could read (36%)

Pay levels are not compared here: each role's figures come from different countries and currencies. They are on each role's own page. Pay disclosure tracks local pay-transparency law more closely than employer policy, so the two rates partly reflect where each role is advertised.

“Not listed” means the skill, credential or country is not among those shown on that role's own page, not that no posting names it. This compares what employers ask for in the two roles; it does not count how many people hold those skills or say that one role can do the other.

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