{"id":163112,"date":"2026-02-02T12:02:40","date_gmt":"2026-02-02T12:02:40","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=163112"},"modified":"2026-02-02T12:11:17","modified_gmt":"2026-02-02T12:11:17","slug":"beyond-london-key-trends-shaping-the-uk-hr-job-market","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/nl\/regional-focus\/uk\/beyond-london-key-trends-shaping-the-uk-hr-job-market\/","title":{"rendered":"Beyond London: key trends shaping the UK HR job market"},"content":{"rendered":"\n
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The human resources job market across the United Kingdom is evolving, and it looks very different outside London. While the capital remains a hub for HR careers, regional markets have their own dynamics, challenges and opportunities. Understanding these differences is essential for HR professionals and businesses looking to attract and retain HR talent beyond the M25.<\/p>\n\n\n\n

Salary expectations: narrowing gaps<\/h2>\n\n\n\n

One of the biggest misconceptions is that hiring HR leaders or HR Business Partners outside London will cost significantly less. In reality, the gap has narrowed. Since COVID, many professionals have relocated from London while keeping London-level expectations.<\/p>\n\n\n\n

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Sarah Emanuel<\/a>, who covers the North, Midlands and Scotland, notes:<\/p>\n\n\n\n

\u201cClients often assume they can hire senior HR talent for a fraction of London rates, but that\u2019s no longer the case. Hybrid working means you can live in Birmingham or Edinburgh and still work for a London-based employer. Benchmarking salaries<\/a> accurately is critical.\u201d<\/p>\n<\/blockquote>\n\n\n\n

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For more information, you can download the 2026 Frazer Jones UK HR salary guide<\/strong>. It provides comprehensive salary benchmarking and insight into the HR job market, across all specialisms and UK regions.<\/p>\n\n\n\n

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Download the guide now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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Mobility and lifestyle shifts<\/h1>\n\n\n\n

Senior HR professionals are increasingly choosing regional roles for lifestyle reasons: lower cost of living, more space and proximity to family. After 10 or 20 years in London, many HR leaders want a change.<\/p>\n\n\n\n

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Stephen Menko<\/a>, from our Southwest team, explains:<\/p>\n\n\n\n

\u201cWe\u2019re seeing more senior candidates who\u2019ve done their time in London and now want balance, whether that\u2019s moving closer to ageing parents or simply improving quality of life.\u201d<\/p>\n<\/blockquote>\n\n\n\n

Companies that embrace flexibility<\/a> and offer hybrid options are winning top talent, while those that insist on rigid structures risk losing out. Interim HR and fractional positions<\/a> are also becoming mainstream, offering businesses agility and candidates more choice.<\/p>\n\n\n\n

Sector-specific dynamics<\/h2>\n\n\n\n

Regional markets are not uniform. In the West Midlands, manufacturing and automotive sectors are under pressure, while professional services, tech and FMCG continue to grow in Manchester, Leeds and across the Midlands and Scotland. Financial services remain strong in Edinburgh and Glasgow.<\/p>\n\n\n\n

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Sarah<\/a> comments:<\/p>\n\n\n\n

\u201cClients in Scotland and the North need HR leaders who can pivot across industries. Flexibility is key, especially when sectors like manufacturing face challenges while professional services, tech and FMCG continue to thrive. I\u2019ve also worked with New York\u2011headquartered companies that have branches in the North, and they expect the same level of HR expertise regionally as they do in London.\u201d<\/p>\n<\/blockquote>\n\n\n\n

Specialist HR roles on the rise<\/h2>\n\n\n\n

Demand for specialist HR roles such as HRIS<\/a>, reward<\/a>, payroll<\/a> and people analytics is increasing across the UK. Organisations need HR leaders who combine technical expertise with commercial judgement. Interim HR specialists are being used strategically to manage risk, lead change and implement complex initiatives.<\/p>\n\n\n\n