Hiring in Human Resources (Contract): Guide and Trends in 2026

HR teams essential for a workforce in flux

In 2025, a range of socioeconomic factors reshaped the Human Resources & Business Support functions: cost pressures, digital transformation initiatives and a growing focus on agility in workforce planning.

“The introduction of Singapore’s Tripartite Guidelines on Flexible Work Arrangements (FWAs) at the end of 2024 marked a turning point. Flexibility is no longer confined to hybrid schedules – it extends to how organisations structure teams, allocate resources and measure performance,” shares Eleanor Tan, Consultant at Robert Walters Singapore. “Businesses leaned on their HR professionals to design frameworks that balance flexibility and productivity.”

Momentum grew for contract and interim hiring models as businesses were cautious about expanding permanent headcount. Eleanor noted a rising demand for experienced professionals who could be deployed for project-based assignments, such as Human Resources Information Systems (HRIS) implementations, restructuring projects, compensation benchmarking and employee well-being initiatives.

Read on to find out more about the labour market and hiring trends for Singapore’s Human Resources & Business Support professionals in 2026, with a focus on contract positions.

A more flexible, agile workforce

Moving into 2026, businesses will continue relying on their HR teams to drive workforce agility, implement digital HR solutions, and ensure flexibility and performance coexist sustainably.

Blended workforce models remain a key focus in the year ahead. HR professionals will continue to help businesses find the best mix of permanent, contract and contingent talent.

As remote work and cross-border collaboration becomes the norm, Eleanor says there is already an emerging demand for HR leaders with experience managing distributed teams across Asia Pacific.

Skills-based hiring will also become more prominent in 2026. Companies are expected to focus less on job titles, and more on transferable skills and qualities such as adaptability, problem-solving skills and digital fluency.

Top roles and skills in demand

HR business partners (HRBPs) will remain highly sought after, with transformation initiatives and hybrid environments contributing to sustained demand. Employers will continue to lean on these talents for help with aligning people strategies to business goals.

HR project managers and transformation specialists are also in demand as businesses implement new HR technologies and operating models. Professionals with proven ability to lead change initiatives will have a distinct advantage.

HR generalists will remain highly prized – particularly within small and medium-sized enterprises – for their ability to wear multiple hats, from recruitment to employee relations and compliance.

As AI and automation takes away routine work, professionals who can build trust, inspire teams and communicate clearly will stand out.

Staying relevant in the age of AI

Within HR, routine or process-heavy roles such as data entry, payroll administration and basic recruitment coordination are most at risk of redundancy from AI and automation.

Nevertheless, AI will not replace HR. Professionals who can combine digital literacy with human insight will be extremely valuable.

To ward off the threat of AI, she recommends honing capabilities in areas that technology cannot replicate. The most relevant skills include strategic thinking and data interpretation, change and stakeholder management, empathy and communication.

These qualities allow HR professionals to successfully translate analytics into actionable business insights, guide leaders and employees through change, and foster engagement, trust and psychological safety in the workplace.

Candidates look beyond pay

While most candidates are cautious about changing jobs in the current economic climate, Eleanor finds that many are still open to roles that offer more flexibility, work-life balance or career development potential. More professionals are now open to taking on contract positions to gain exposure to transformation projects and regional portfolios.

Beyond salary, candidates increasingly consider the total employee experience. They evaluate the learning pathways, leadership culture, well-being support and organisational transparency in a given opportunity.

“Employers should thus take a holistic approach to talent attraction and retention in 2026,” Eleanor advises. “Regularly benchmark compensation and benefits against market standards. Adopt blended workforce strategies, and promote flexibility and transparency by making sure employees understand how hybrid work decisions are

made and how performance is evaluated. Investments into learning and development also reap great returns as employees are more inclined to stay on if they see clear progression pathways and upskilling opportunities.”

Salaries hold steady

Salaries are expected to increase at usual rates of between 5 – 10%. Employers may also introduce completion bonus, flexible leave policies and extended benefits to win over contract talent.

Contract HR talent with expertise in niche areas such as HRIS, transformation or total rewards will command higher daily rates. Meanwhile, salaries will continue to progress at a steady rate for HRBPs with regional exposure and stakeholder management experience.

Find out more

Request access to our 2026 Salary Survey to benchmark salaries and to find out more about key hiring trends in the Human Resources & Business Support (Contract) industry in Singapore.