Salary report from Michael Page shows ‘wait-and-see workforce’ redefining hiring dynamics for HR from all angles.
Michael Page has released its 2026 Salary Guides, offering insights into key trends in the UK hiring market, the most in-demand roles, and including priorities HR professionals are seeking in their next positions. The report analyses data from thousands of placements and conversations with hiring managers and professionals in 18 guides across 15 sectors, highlighting recruitment demand and key trends.
Headline importance for the HR profession is that nearly half (45%) of UK HR professionals surveyed are now actively seeking new roles. Alongside this 31% of hiring managers say they are struggling to fill critical positions. Overall, the report suggests there is a ‘wait-and-see’ workforce operating for both organisations and individuals: it appears everyone is waiting for the perfect match to come along before they’ll commit to a new placement.
It may come as no surprise in these times of ‘job hugging’ that candidates are reluctant to move unless they’re certain of their next move, however for businesses this is a question of cost. Faced with tighter budgets and the risk of costly mis-hires, hiring decisions are not being taken lightly.
HR professionals are now looking for greater clarity on purpose, well-being, and work-life balance.”
Reacting to the report, Kate Shoesmith, REC Deputy Chief Executive, said: “The story of the jobs market over the last two years has been: is now the right time to stick or twist? HR professionals know their skills are in demand but, as this data shows, many will wait for exactly the right opportunity before moving roles.
“That is where a first-rate recruitment process can make all the difference,” she adds. “After years of intense change, it is understandable that each of us will seek stability and clarity about how a new position supports our career ambitions, as well as our life outside of work.”
There can be no doubt that as UK businesses navigate economic shifts, changing workplace dynamics, and the increasing integration of AI, HR professionals are essential in ensuring these changes work positively for everyone. The impact of these challenges mean HR talent is being focused into more specialised roles such as Total Reward Manager and L&D Manager. This represents a shift from last year’s Salary Guides report, where leadership-focused and generalist roles, like HR Manager and People Director, drove demand.
At the same time, core HR roles, including HR Business Partner, HR Advisor, and Head of People, remain in demand as employers balance the need for specialised expertise with essential HR competencies. The report found regional hotspots for hiring HR talent such as London, the Midlands, and the South-West and Wales.
Most in-demand HR roles:
- HR Business Partner
- Total Reward Manager
- HR Advisor
- Head of People
- L&D Manager
Most in-demand HR skills:
- Change Management
- Employee Relations
- HR Data & Analytics
- Leadership Learning & Development
- Total Reward Strategy
A significant 93% of HR professionals rate work-life balance as their top priority, while two-thirds would consider turning down a promotion if it compromised their wellbeing. In comparison, only 33% say salary is the top reason for looking for a new opportunity.
“In today’s market, HR recruitment continues to be shaped by a considered approach to permanent headcount decisions and a rise in interim roles,” commented Sophie Gorvett, Operating Director at Michael Page HR. “Amidst a ‘wait-and-see workforce’, where hiring managers are becoming more strategic and candidates are holding out for roles that truly tick all their boxes, we continue to see creative and holistic approaches to hiring. In today’s economic climate, offering competitive salaries is key to attracting top talent and convincing them to make the leap – but this is just one piece of the puzzle.
“HR professionals are now looking for greater clarity on purpose, well-being, and work-life balance. Companies that look beyond salary and offer holistic packages will be the ones to secure the talent they need,” Gorvett concludes.