Planning and Forecasting for 2026 Hiring 🚀 What HR Leaders Need to Know
If you are planning next year’s headcount, now is the time to look beyond vacancy lists and start thinking strategically.
2026 is already showing signs of candidate movement, salary pressure and shifting expectations across all levels of HR.
Here is what the data is telling us, and what the best HR teams are already acting on.
📊 1. People are on the move, even if they are not saying it yet
According to our 2026 Salary Guide, 64 percent of HR professionals are open to a new role this year. That includes people who are not actively looking. A quiet coffee with a recruiter or a conversation at an event is often enough to spark change.
If you are not having regular career conversations with your team, someone else probably is.
💰 2. Salaries are increasing, especially in high demand HR roles
Our guide shows that all HR roles are seeing steady salary growth with roles such as HR Business Partners growing at a much faster rate than the national average.
If you are relying on outdated salary bands or waiting for a counteroffer moment to review your packages, you are already behind.
📦 3. Flexibility is still a deal breaker, and the data backs it up
Flexibility is the most valued benefit across all seniority levels:
- 93 percent of non managers
- 89 percent of senior managers
- 76 percent of directors
And it is not just a preference. More than half of people say they would start looking for a new job if their flexibility was reduced.
It is not about working from home every day. It is about trust, clarity and consistency. If your flexibility is unclear or applied differently across teams, that is a problem.
🧭 4. Purpose and development drive retention
Salary gets people through the door. Progression and meaning keep them there.
The guide shows that engaged professionals want more than just tasks. They want to understand their impact, see where they can grow, and be supported along the way.
Mid level HR professionals in particular report a gap. They are managing people and business change, but often without the development or flexibility they need to thrive.
🎯 5. You need a real workforce plan, not just a hiring to-do list
If your plan starts when someone resigns, you are already too late.
The best HR teams are mapping out risk areas, skills gaps and future needs now. Titles might stay the same, but the expectations are changing. Digital fluency, data skills and experience with new systems are rising across HR functions.
Planning ahead means you are not caught off guard, and you are ready to move when the right person comes along.
🚀 The 2026 outlook
The market is steady, but people are moving. Expectations are rising. And your best people are more open to change than they may let on.
The organisations that lead with clarity, offer flexibility and invest in progression will be the ones who keep and attract the right talent.
If you are not planning ahead, someone else is.