Brexit slowed recruitment, but with companies looking to safeguard talent pools, candidates with L+D, OD, Recruitment & Reward experience will be in demand.
|London||Permanent Basic Salary (£ Per Annum)||Temporary Rate (£ Per Day)|
|Head of HR / HR Director||90,000-180,000||600-800|
|Senior HR Business Partner/ HR Manager||75,000-120,000||450-600|
|HR Business Partner / HR Manager||65,000-90,000||300-400|
|Learning & Development|
|Head of Learning & Development||90,000-140,000||500-800|
|Learning & Development Manager||55,000-80,000||250-450|
|Learning & Development Advisor||35,000-50,000||180-250|
|Learning & Development Coordinator||25,000-35,000||120-150|
|Head of Compensation & Benefits / Reward||90,000-140,000||500-800|
|Compensation & Benefits / Reward Manager||60,000-85,000||300-500|
|Compensation & Benefits / Reward Analyst||40,000-55,000||180-250|
|Compensation & Benefits / Reward Administrator||25,000-35,000||150-180|
|Employee Relations Specialist / Manager||60,000-90,000||300-450|
|Head of Recruitment||90,000-140,000||500-800|
|Experienced Hire / Graduate Recruiter||40,000-60,000||200-400|
|Organisational Design Specialist||90,000-140,000||500-800|
|HR Project Manager||50,000-85,000||400-600|
|HR Project Analyst||40,000-55,000||250-350|
|HR Project Support||35,000-45,000||150-200|
Even though recruitment in general slowed down after the EU referendum, with the greatest impact felt within the banking industry, there was continued demand for HR specialists in London throughout commerce, industry and professional services.
Whilst there was less demand for generalists there was an increased need for specialist skills sets, ranging from employee relations to payroll, compensation and benefits specialists. Demand for specialist recruiters, within areas such as technology, was noticeably higher as companies looked to grow their IT divisions within projects, development and cyber security.
The year started with a number of key projects across a number of financial services organisations including global HR transformations, mergers and organisational change programmes. External hiring for these projects ceased as the uncertainty around Brexit increased.
The second half of 2016 saw demand for recruitment specialists within London’s technology sector. With many of the key players in this sector announcing extensive growth plans for 2017, the hiring for technical recruitment specialists started early as companies looked to get ahead of their competitors to grow teams in line with strategic ambitions. So in demand was this skill set that the key hirers took the unusual step of looking at recruiters without in-house experience and considered agency recruiters with the specialist knowledge.
As is common place in tougher business conditions there was little demand in learning and development in the second half of 2016. Organisations were simply not in a position to invest extra headcount into training and development, belts were tightened and investment was focused on critical hires only.
The size of the organisation will determine where your focus should be. For smaller to medium size businesses, across all sectors, you need to have strong generalist knowledge and be able to offer advice and business partner across all areas, from recruitment to policies, employee relations to training.
As companies grow there are increased opportunities for subject matter experts and you can become the head of your SME or make the transition to projects, which continues to be a lucrative option for professional contractors.
CIPD continues to be the preferred qualification but within the world of contracting it is considered a nice to have rather than essential, rather it is specific skills and knowledge that make the difference. At entry level, a degree in human resources will make you standout and assist with securing your first position, however, as you progress practical experience becomes preferential.
Within contracting the key to increasing rates correlates to increasing specialist skills and knowledge, as well as developing expertise within areas that in demand e.g. digital and technology are currently on trend. Gaining exposure to transformation projects and any skills outside BAU is often helpful, they differentiate and make applicants stand out from others operating at their level.
In terms of organisations wishing to retain contracting talent it is about offering opportunities they might not gain elsewhere, inviting employees to be part of key initiatives, enabling them to improve their skills sets and offering incentives on successful completion of deliverables. Remaining competitive with contractor rates and being open to rate reviews, due to changing demands of skillsets and therefore more opportunities for contractors, is key to attracting and retaining top contracting talent. However, this is rarely the only motivator and any additional training to support their professional development that a company can offer is usually highly valued.
HR is known for being a largely female dominated field, however with diversity hot on the agenda for a number of our key clients, there is an emphasis on improving the male to female ratio within HR. We are finding that our clients are looking at the male/female split for all applications received and in some instances requesting that a 50/50 mix must be adhered to. Entry level continues to largely consist of female applications, however the more senior or technical the opportunity, we often see the male/female ratio even out.
In addition another key diversity and inclusiveness initiative for 2017 is disability in the workplace and how employers can attract and support applicants within this group.
Within recruitment we have found that our clients are becoming a lot more open to looking at agency recruiters as opposed to just experienced in-house recruiters. Often, agency recruiters have specialist knowledge within a particular field, e.g cyber security or data architects and have large networks to utilise.
|Home Counties||Permanent Basic Salary (£ Per Annum)||Temporary Rate (£ Per Day)|
|Head of HR / HR Director||75,000-150,000||500-700|
|Senior HR Business Partner/ HR Manager||60,000-85,000||350-500|
|HR Business Partner / HR Manager||45,000-65,000||200-350|
|Learning & Development|
|Head of Learning & Development||70,000-100,000||350-500|
|Learning & Development Manager||50,000-70,000||200-300|
|Learning & Development Advisor||30,000-45,000||150-200|
|Learning & Development Coordinator||22,000-30,000||100-150|
|Head of Compensation & Benefits / Reward||70,000-95,000||400-750|
|Compensation & Benefits / Reward Manager||50,000-70,000||300-400|
|Compensation & Benefits / Reward Analyst||35,000-45,000||150-250|
|Compensation & Benefits / Reward Administrator||22,000-35,000||100-150|
|Employee Relations Specialist / Manager||45,000-80,000||200-400|
|Head of Recruitment||75,000-100,000||400-650|
|Experienced Hire / Graduate Recruiter||35,000-50,000||150-300|
|Organisational Design Specialist||70,000-95,000||450-750|
|HR Project Manager||45,000-65,000||250-400|
|HR Project Analyst||35,000-45,000||150-250|
|HR Project Support||30,000-40,000||120-170|
We anticipate that confidence will return to HR recruitment in 2017, once strategic decisions have been finalised. With organisations eager to safeguard their talent pool against a widely speculated post-Brexit brain drain, it is generally agreed that engagement and retention will be a key challenge for HR departments. We expect that professionals with strong experience of leading effective talent management and talent acquisition strategies will be highly sought after.
Whilst the senior HR market was quieter in 2016 than the previous year, we still saw a steady stream of mid-level HR business partner roles becoming available in the Home Counties.
Specialist roles were in higher demand across 2016, compensation and benefits professionals in particular were highly sought after. With the ever increasing need to interpret and model sophisticated technical data, pivotal to understanding trends and supporting effective decision making, the demand for HR MI / data analytics specialists was strong throughout the year.
With what could be a highly challenging business environment looming, businesses will look to adapt their organisation’s design in order to compete. Accordingly, we expect that transformation and change skills will be in high demand in 2017, particularly HR professionals with organisational design expertise.
There are many qualities and skills that make for a strong HR leader and each business varies slightly in what they recruit for, however fundamentally they are looking for someone who understands their business and can deliver an HR strategy that will support the aims and goals of the organisation.
For those looking to step up into a senior role, the ability to operate as a commercial business partner is key. Strategic thinking, being able to understand the details but never lose sight of the bigger picture, is also important.
The ability to coach and develop others with a view to building capacity within organisations is highly important for aspiring HR professionals. A clear understanding of engagement techniques, as well as effective communication and strong change agent skills, are all sought after skills.
Underpinning all of the above will be the aptitude to act as an organisational role model – live the values and walk the talk!
Whether or not employers always see the value of the CIPD qualification and view it as a prerequisite is widely debated in the HR community. However, if you’re in the early stages of your HR career it can be perceived as enhancing your knowledge and giving you the credibility that will support your advancement.
Further qualifications such as psychometric testing or a coaching qualification are hugely beneficial – both to the individual in developing their skill set and demonstrating their expertise and to their employer.
Breadth of experience and specialist industry knowledge will frequently outweigh the importance of the qualification, so seeking out opportunities to work on projects that will provide different experiences and exposure to business leaders is critically important. We advise generalists to ensure that they step outside of their comfort zone from time to time and consider a secondment in a specialist area.
Given the uncertainty in HR recruitment over the course of 2016, with businesses cautious of committing to new hires, candidates therefore experienced lengthier application and interview processes. At times, these lengthy processes resulted in very little feedback, leaving candidates feeling disengaged and undervalued. Going forward, both consultancy and in-house recruitment teams will need to ensure a positive candidate experience to restore faith, ensuring every single touch point with the applicant is a positive and informative one. With a renewed focus on engagement going into 2017, attracting the best talent with creative talent acquisition strategies, whilst delivering a positive candidate experience will be paramount.