Reward hiring trends for 2026: insights from a year of change in financial and professional services

At the start of this year, I sat down with my colleague Tom Gowing to film a conversation about the hiring landscape across reward and the wider HR market. The video below provides a helpful overview of how both of our markets performed in 2025 and what we expect in 2026.

Working closely with organisations across financial institutions, fintech, private equity, law firms and professional services firms has given me a clear view of the market trends shaping the year ahead. Below, I explore the shifts we experienced, the skills now in demand, and the opportunities emerging for reward professionals and hiring managers in the financial and professional services sectors.

A year defined by specialism, growth and greater international reach

Although 2025 presented challenges, it was also a year where reward hiring grew more sophisticated. Many roles I partnered on were newly created positions designed to support international expansion, tighter governance and more robust decision‑making. Financial services and professional services organisations required deeper specialist knowledge, especially across EMEA and Asia-Pacific.

The demand for top talent was driven by a need for better retention, sharper benchmarking and more advanced employee benefits strategies. As financial institutions and private equity‑backed firms broadened their footprint, reward teams became crucial partners in designing structures that could support complex capital markets environments, strengthen sustainability commitments and meet evolving regulatory expectations.

How technology became a powerful differentiator

Technology was one of the biggest differentiators in 2025. Reward functions are adopting automation, AI adoption and AI-driven analytics at pace. These tools improve optimisation, streamline workflows and bring far richer data to the table when shaping pricing, benchmarking and sourcing decisions.

Artificial intelligence is also changing the expectation of what reward teams can deliver. Organisations are using AI agents to support forecasting, strengthen cybersecurity within reward systems and provide deeper insight into workforce strategy. This means professionals who bring strong analytical capability and adaptability are increasingly in demand.

For many businesses, investing in technology has not only improved accuracy but also transformed decision‑making. Leaders expect faster, clearer insights from their reward teams, especially as they navigate pressures from sustainability requirements, supply chain issues and broader risk management considerations.

The broader business drivers influencing reward hiring

Across financial services and professional services, reward teams are playing a more strategic role than ever before. ESG, wellbeing and long‑term sustainability targets now influence how organisations shape their value proposition. This requires reward professionals who can partner effectively with senior stakeholder groups and design solutions that reflect both commercial priorities and people‑first commitments.

Private equity investment also continued to influence hiring trends. PE‑backed organisations, especially within professional services, needed high-performing reward talent who could support rapid scaling, streamline frameworks and bring rigour to workforce strategy during periods of intense growth.

The labour market also highlighted a widening skills gap. Employers sought reward professionals with strong communication skills, global awareness and the ability to balance technical detail with commercial impact. With hiring managers becoming more specific about what they want, candidates who demonstrate clear partnership capability and adaptability stood out.

What candidates looked for in 2025

Candidate behaviour shifted meaningfully last year. Many people were cautiously exploring opportunities but only willing to make a move for the right role. They prioritised roles offering genuine upskilling, strong partnership with leaders and clear career progression. Clarity around scope, stakeholder exposure and culture mattered more than ever.

LinkedIn insights, industry podcasts and wider conversations echoed this mindset. People wanted assurance that any move aligned with their long-term goals and personal wellbeing, while offering meaningful development and stability. My approach centred on ongoing partnership. Staying close to candidates, sharing honest market trends and supporting thoughtful decision‑making ensured that when they reached the point of readiness, the right opportunity was already in place

If you are starting to think about a move, or simply want to sense‑check whether your salary reflects the current market, our 2026 UK HR salary guide is a useful place to start. You can download it now to see how roles, specialisms and locations compare across the UK. 

Download the guide now

What I expect from the reward market in 2026

Looking ahead, several forces will continue to shape the reward landscape this year.

• International capability will remain essential, especially for organisations expanding across EMEA and Asia-Pacific.
• Technology will accelerate, with automation, AI-driven platforms and artificial intelligence supporting complex modelling and improved optimisation.
• Reward will become more central to organisational strategy, influencing sustainability commitments, risk management and broader business initiatives.
• Hiring trends will continue to favour specialism, particularly across compensation, benefits and global mobility.
• Retention, wellbeing and employee benefits will remain priorities, especially for financial services organisations operating in competitive markets.

Overall, 2026 looks set to be a year of progress and greater clarity. Organisations are sharpening their workforce strategy, strengthening governance and investing thoughtfully in their reward teams. Reward has become a genuine differentiator in a competitive labour market, shaping not only attraction and retention but also long-term organisational resilience.

If you are exploring how to shape your reward team, looking for insights into hiring trends or considering your next career step, I would be delighted to help.