Summary
The Human Resources sector continues to evolve as organisations prioritise talent retention, flexible working models and workforce capability. This 2026 Salary Guide benchmarks market activity from 2025, outlining the HR skills most in demand, current salary ranges and how employers are adapting their people strategies to attract and retain talent across Ireland.
Human Resources Job Market Outlook 2026: Talent Retention, Hybrid Working and Skills Demand
Salary Stabilisation with Exceptions
Salary forecasts for 2026 look to be stable and will remain mainly in line with 2025. However, premiums are still being offered in key areas. Start-up and multinational organisations, as well as those offering contract and temporary assignments, typically offer higher pay. We are also seeing higher salary bands for in-demand HR project work, particularly for consulting services.
Skills on the Rise!
The demand for specific, high-level HR skills is rising. We are seeing the sharpest increase in demand for expertise in Workforce Planning and HR Project Management, especially for projects related to the upcoming EU Pay Transparency Directive. While the overall Talent Acquisition market looks to remain flat, AI continues to be a focus. As most companies are still settling their AI policies, talent with proven AI competence in tooling and data is highly sought after. For other roles that are proving difficult to hire, employers are noticeably moving their focus away from "non-traditional backgrounds" and towards assessing core capabilities and competencies.
Focus on Retention, Internal Mobility & Talent Development
With general pay increases remaining mostly flat, organisations are shifting their focus to workforce planning centred on retention, internal mobility, and talent development. This aligns directly with candidate sentiment; we have seen a 30% increase in enquiries from HR professionals seeking new positions with visible growth trajectories. To secure top talent, organisations must highlight clear development opportunities, career paths, and internal mobility strategies. The overall candidate journey is now paramount and can be a major differentiator—we see the best results from clients who increase engagement, facilitate office visits, and clearly map out a future for the candidate.
Hybrid/Flexible Work as a Baseline Expectation
A remote or hybrid policy is no longer a perk; it is a baseline expectation. It is generally the first question we are asked by HR talent, and candidates will frequently reject a role if the policy does not work for them—regardless of the position or salary. While some sectors like manufacturing and retail are exceptions (making transparency in job ads essential), 87% of our open HR vacancies have a remote or hybrid policy. Organisations are now using their flexibility as part of their core value proposition. Employer branding needs to emphasise culture, work-life balance, and flexibility, not just the role and salary.