Niche HR roles were common in April, with more limited generalist and junior roles available to candidates on the market. Many financial and professional services organisations retain their staff through organic growth, and the annual spike following bonus season payouts remains to be seen.
HR MARKET UPDATE - APRIL 2015
The generalist market for both permanent and contract HR roles was quiet in April, with limited positions available at all levels throughout financial and professional services. The usual annual spike in permanent vacancies due to resignations following bonus payouts has yet to be seen. Permanent generalist candidates are typically happy in their organisations, and increased internal movement is being seen with lateral moves and promotions.
Generalist contractors at HRBP/HR Manager level and above are finding limited roles available, therefore there is a surplus of senior contract candidates, and those organisations’ hiring can secure strong candidates at a reduced daily rate.
The permanent market for L&D has seen several new niche roles, in particular a demand for financial awareness and compliance training professionals.Learning & Development
April saw an increased level of contract Learning & Development roles for junior to mid level candidates. Several of these are long term contracts where organisations wish to try candidates before they commit to permanent contracts, others were short term study cover, and L&D projects within restructure.
The permanent market for L&D has seen several new niche roles, in particular a demand for financial awareness and compliance training professionals. The heavy demand on a technical skill set has meant that candidates have several options in pipeline and salaries are driven up in these specialisms.
There was an abundance of junior to senior level contract recruiter positions in April with many new positions arising with the new financial year. Finance and technical recruiters are the most heavily sought after with contracts generally being six months in duration.
The permanent market has seen limited recruitment positions as many financial and professional services opt for hiring recruiters on a contract basis or through RPO arrangements. Permanent in-house recruiters are also staying in their roles longer resulting in reduced replacement roles, though the graduate recruiter market has seen some movement.
The permanent market for Reward candidates across all levels was buoyant due to supplementation of teams following restructures, or replacement roles, specifically at the mid to senior level.Compensation & Benefits
The contract market for Compensation and Benefits slowed in April with only a few roles available. Candidates in this area were also hard to come by as many are mid contract following the high season of reward. There were benefits specialist roles available, though paying lower than market rate, and many candidates in this area are not interested in specialising in benefits only.
The permanent market for Reward candidates across all levels was buoyant in April with many new roles in both professional and financial services. This was due to supplementation of teams following restructures, or replacement roles as several candidates moved on, specifically at the mid to senior level. Regulatory remuneration and executive compensation specialists are particularly sought after within banking, which is driving salaries higher in these areas. Candidates who are interested in specialising in regulatory remuneration in financial services are limited. Therefore organisations are open to taking on staff with various development opportunities offered.
HRIS and HRMI roles were scarce in the contract market with only a few roles seen in April. The rates offered for some of these has been challenging for the skill set required. There are permanent HR systems and reporting roles available within financial and professional services; these requiring candidates with both HR data expertise and analysis and reporting experience.
Projects / Change
Limited contract project and change roles were available in April; those seen were specifically in HRIS implementation.