Senior Leadership Salary Guide 2025

In 2024, Senior HR leadership roles have continued to evolve beyond the traditional sphere of HR expertise. The role of Chief Human Resources Officer (CHRO), Chief People Officer (CPO) and HR Director are more integral than ever, as companies face complex challenges ranging from talent shortages to rapid changes in tech. Senior leaders play a strategic role, partnering with the business to help shape company culture, talent strategies and growth.

As the HR landscape continues to evolve there is demand for senior leaders across all facets of HR.

Key growth areas for Senior Leadership 2025 and beyond

1. Learning and Development (L&D): As skills gaps continue to widen, senior L&D roles are in high demand. Companies are looking to upskilling and reskilling initiatives to futureproof their teams. L&D leaders must build robust learning ecosystems that promote continuous growth and adaptability.
2. Talent Acquisition: Attracting top talent remains a critical focus. With competition fierce, particularly in the tech and life sciences sectors, HR leaders in TA are tasked with creating innovative recruitment strategies and leveraging employer branding to differentiate themselves in a tight market.
3. Reward and Compensation: Inflation and employee expectations for competitive packages are driving demand for senior leaders in reward and compensation. These leaders must design pay structures that not only attract talent but also promote retention and fairness across diverse employee groups.
4. Organisation Design and Change Management: As businesses adapt to tech advancements and shifting market conditions, senior leaders specialising in OD and change management are critical. They help guide companies through restructuring, ensuring agility and operational efficiency while maintaining employee engagement. We’ve witnessed a demand for interim and contract roles in this space.

Looking ahead, senior leaders who can harness AI, analytics and automation to optimise HR functions will be highly sought after. In areas like TA and L&D, the ability to use data-driven insights to improve hiring and employee development processes will be crucial.

Additionally, as Environmental, Social and Governance (ESG) factors become more embedded in business strategy, HR leaders will be expected to align workforce management with sustainability and social responsibility goals. Developing emotionally intelligent leadership teams will be a key focus as companies seek leaders capable of navigating change.