Global reward hiring: talent market trends across the US and UK

Key trends shaping global talent acquisition

One of the most notable market trends is the increase in hiring activity from global Heads of Reward based in the US. These leaders are appointing senior professionals (often based in London) to drive the reward agenda across EMEA and beyond. This reflects a broader talent strategy focused on building globally connected teams with a local presence that can navigate regional complexities while maintaining global alignment.

US-based companies are increasingly hiring internationally, seeking professionals who understand both US and UK markets. Clients are also showing greater flexibility in the hiring process, mapping talent pools across both regions to secure the best talent. This approach is particularly prevalent in financial services, boutique firms and tech players, where specialist expertise is in shortage. In addition, there is growing interest in roles that oversee everything outside of North America, including emerging markets, positions that require deep knowledge of global mobility and remote team management.

Hiring managers are especially prioritizing candidates who are open to relocation or have experience working across multiple geographies. These attributes are becoming increasingly valuable as companies seek to build agile, globally minded reward functions.

Centers of Excellence and business partnering

Contrary to earlier decentralized models, many organizations are now moving toward centralized Centers of Excellence (COEs), with global teams not tied to a single location. These COEs are designed to better engage with HR business partners, improve communication around reward and enhance data literacy. In some cases, businesses are creating dedicated COE Reward BP teams to bridge strategic and operational needs.

Technology, automation and process improvement

Technology is a top priority for hiring managers. Businesses are investing in HRIS compensation modules, artificial intelligence tools and data analytics to remove transactional processes and enhance strategic decision-making. These tools also support communication and engagement around reward.

Following more recent M&A activity, many organizations are standardizing reward processes across regions in this arena. Senior hires are expected to bring experience in delivering system enhancements, improving reporting and storytelling through data. Candidates with a track record of storytelling through data are particularly sought after, as this skill is now essential across broader HR and reward roles, not just analytics teams. This is now a core skill and upskilling HR business partners in reward literacy is becoming increasingly important.

Benefits, wellbeing and EVP

With constraints on cash compensation, employee benefits are playing a more prominent role in total reward strategies. There’s growing investment in financial wellness programs, mental health initiatives and flexible benefits platforms. These shifts are driving demand for professionals who can design and deliver benefits across the US, UK and Europe with their unique complexities and compliance requirements.

Clients are also refining their company culture, employer branding and EVP to improve retention and attract global talent. What resonates in one market may not in another, making cultural awareness and localization essential. In parallel, more clients are asking about wellbeing initiatives, recognizing their importance in building inclusive and attractive workplaces.

Pay transparency and performance alignment

While standalone roles focused on pay transparency and pay equity haven’t emerged as expected, these initiatives are being embedded within existing reward teams. There’s a strong emphasis on improving job architecture and linking compensation more clearly to performance, part of a broader move to enhance development opportunities while maintaining headcount. This reflects a growing trend of upskilling internal talent rather than expanding team size, allowing organizations to build capability while staying lean.

Remote work and global mobility

A high level of work flexibility is now expected, especially for global roles that span multiple time zones. Many organizations are rethinking their approach to flexibility to strengthen their value proposition, particularly in sectors where the skills gap is widening and competition for talent is fierce. This is especially true in sectors where demand for specialist reward expertise continues to outpace supply.

What this means for hiring managers

Hiring managers are prioritizing candidates with global experience, especially those familiar with US-headquartered businesses. Understanding regional pay structures and providing accurate benchmarking is essential to securing top talent.

We’ve also seen a rise in partnerships that go beyond transactional hiring. Clients want strategic input on career paths, workforce planning and how to build sustainable reward functions that support the future of work.

Looking ahead

As the recruitment market continues to shift post-pandemic, businesses must adapt their talent acquisition strategies to stay ahead. From automation and tech-driven transformation to EVP refinement and global mobility, success will depend on agility, innovation and a deep understanding of global talent dynamics.

Frazer Jones is proud to support companies through this transformation, connecting them with the people who will shape the future of global reward and helping professionals access new opportunities across borders.