Navigating a Shifting HR & Reward Marketplace

Since moving into the HR and Reward space, after a few years recruiting in payroll, I’ve had the chance to really get to grips with a market that never sits still. It’s fast-paced, highly specialist, and right now, we’re definitely seeing an uptick in demand. But that doesn’t mean it’s without its challenges.

A Shift Towards Specialist Talent

At Portfolio HR & Reward, I recruit across a broad range of roles – from HR Administrators and Benefits professionals to Reward Managers and Heads of People. What’s been most noticeable recently is the strong growth in senior hires within reward, especially international reward specialists. Additionally, some businesses are establishing Remuneration Committees (RemCo) to strengthen governance around pay and benefits.

This focus makes sense as organisations prioritise roles that directly impact retention and remuneration. Candidates with deep reward expertise are often brought in to lead pay benchmarking, benefits reviews, and internal planning, helping businesses navigate ongoing restructuring and strategic challenges.

Market Conditions and Contract Roles

This new financial year has brought a welcome rise in hiring, though caution remains. We’re seeing more temporary and FTC roles cropping up, which I think reflects businesses trying to stay agile while budgets are tight or teams are being reshaped. That said, clients are still hiring – just more carefully. Decisions are taking longer, and some companies are testing a ‘try before you buy’ approach with temporary workers to keep things moving without committing to a long-term structure straight away.

What Candidates Want

One of the biggest changes I’ve seen is how candidate expectations have shifted. At the end of last year, lots of senior professionals dropped their salary expectations in a rush to secure something new. That panic’s eased now, and things are starting to level out.

Flexibility remains top of the list. Hybrid working is still the preferred model – and while some businesses are asking staff to return to the office four or five days a week, most candidates I speak to are only open to two or three. That’s a common sticking point.

Looking Ahead

As we move through 2025, one big trend is the growing role of AI and automation. There’s no doubt it can help streamline things, but it’s not without its issues. More candidates are using AI to enhance their CVs – and without speaking to them directly, it’s easy to miss what they’re actually bringing to the table.

That’s where we come in. At Portfolio, we engage with every candidate, verify their experience, and make sure they’re a real fit before they’re ever put in front of a client. As tech becomes more common, that human touch will only become more important.

The HR and Reward market is active – but it’s nuanced. Specialist skills are in high demand, and the best employers will be the ones that stay flexible, move quickly, and understand that hiring is about people, not just process.

Carla Hunt | Business Manager

Carla is a Business Manager for Portfolio HR & Reward, specialising in roles across London and the South. With a background in payroll and a sharp eye for market trends, she supports businesses in finding senior HR and Reward talent with the right blend of experience and cultural fit.