Professionals seek stability amidst cost pressures and economic uncertainty
2024 was a challenging year for Human Resources & Business Support professionals. Roles expanded, but this was not always accompanied by a corresponding increase in budget or resources, according to Kirsty Poltock, Director at Robert Walters Singapore. The growing influence of artificial intelligence (AI) and HR technology are also top of mind for many professionals in the industry.
“Market conditions look a little uncertain, but we’re still seeing robust demand for specific pockets of expertise,” reports Kirsty.
Read on to find out more about Kirsty’s expectations of the labour market and hiring trends for Human Resources & Business Support professionals in Singapore in 2025.
Total rewards professionals to stand out
A niche area experiencing high demand is total rewards. Kirsty explains, “The emergence of the skills-based organisation has been a game changer for many employers. This model enables progressive companies to attract, retain and develop talent with the backing of innovative tech stacks and generative AI solutions. As a result, employers are hungry for bold HR leaders familiar with this model, who can create value and help meet the organisation’s current and future talent demands.”
In 2025, the sector will also focus on talent management, seeking professionals with a track record of supporting organisational growth and aligning HR strategies with business objectives.
Strong demand for rewards, talent management and business partnering skills
Total rewards specialists and managers are among the most sought-after positions in the sector. These hires sit high on the priority list of C-level agendas because they are expected to manage large regional headcounts and costs. Skills in rewards or compensation and benefits are highly prized, with businesses aiming to refine employee compensation strategies. Professionals with strong business partnering capabilities and data-driven mindsets will stand out.
Additionally, companies are in search of experts that can drive talent management, especially in senior leadership, as economic uncertainties have slowed resignations.
HR business partners with hands-on experience and the ability to work independently are particularly valuable, given leaner teams and constrained budgets. Candidates who can take on multiple responsibilities, such as rewards or talent acquisition, have an added advantage. Soft skills are also critical for HR business partners, especially those supporting specific business functions like risk, compliance or technology.
Candidates adopting ‘wait-and-see’ mindset
Amid shaky market conditions and offshoring of HR teams to lower-cost regions, turnover rates have declined as candidates prioritise job security. Most will likely stay put until bonus payouts in 2025 unless an outstanding opportunity arises.
To attract and retain talent, Kirsty advises offering flexible and remote work arrangements, as these are key factors in securing top talent. Strong medical coverage and generous annual leave entitlements of 20 days or more are also highly appealing. Kirsty recommends having open discussions about structuring flexible work schedules that meet both employers and employee needs.
HR functions aren’t paper pushers; they are game changers for any organisation looking to grow and create a committed workforce. Involve HR leaders in strategic planning, as they can play a pivotal role in helping the organisation achieve its goals.
Advice for industry professionals
When it comes to career development, Kirsty encourages candidates to focus on upskilling and staying informed on the latest legislation. More and more, companies seek strategic advisors, so candidates should cultivate an understanding of how HR partners with the business and develop business partnering skills.
For those looking to gain more exposure or experience, transitioning industries or taking on contract opportunities could offer valuable insights and career growth.
Increments for specific roles
Salaries are projected to stay relatively flat for most roles when reviewing annual increments however there is an increased focus on retention within the space which may impact annual increments, for critical, strategic and niche roles, we can expect increments of 10 – 15%.
Find out more
Request access to our 2025 Salary Survey to benchmark salaries and to find out more about key hiring trends in the Human Resources & Business Support industry in Singapore.
