The HR function has always been about people but in 2025, how we lead, hire, and enable those people is undergoing one of the biggest shifts we’ve seen in decades.
From our vantage point at Brookwood Recruitment, working at the intersection of transformation talent and senior HR leadership, we’ve seen some key trends shaping the market and what they mean for today’s CHROs, VPs, and senior HR leaders.
1. HR Leaders as Transformation Architects
Gone are the days when HR was purely operational. Senior HR leaders now drive enterprise-wide transformation overseeing not just workforce planning, but also technology adoption, AI governance, DE&I strategies, and cultural renewal.
- Expect greater cross-functional collaboration with CIOs, CFOs, and COOs.
- Build change management capabilities into your leadership team; it’s now a non-negotiable skillset.
2. The Data-Driven HR Executive
The adoption of AI, people analytics, and predictive workforce planning tools is accelerating. In many boardrooms, HR is now expected to provide the same level of data-backed decision-making as finance or operations.
- If you haven’t yet embedded analytics into your HR strategy, now is the time.
- Candidates for senior HR roles increasingly need fluency in HRIS ecosystems like Workday, ADP, and SuccessFactors, plus comfort with AI-driven insights.
3. Pay Transparency as a Strategic Lever
With statewide pay transparency laws (New York, Illinois) and local AI-bias audit requirements (New York City) coming into effect, organisations are re-evaluating how they structure, communicate, and negotiate pay.
- Use transparency not just as compliance, but as a tool to strengthen employer brand and trust.
- Revisit compensation benchmarking regularly. Market movement is in the 3–5% range annually, but senior roles in high-demand sectors can climb faster.
4. The Human Element in Tech-Enabled Hiring
Technology has transformed recruitment, but senior HR hiring success still hinges on the human fit. Our own process combines video-based candidate storytelling and psychometric insights to bring personality and leadership style to life early in the process.
- Don’t let the ATS be the only lens, invest in tools that capture how a leader works, not just what they’ve done.
- Candidate experience is part of your brand; make it personal.
5. The Geography Gap
Compensation and demand for senior HR leaders vary sharply by region.
- High-pay, high-density markets: New York, Illinois, Florida competitive CHRO & VP roles.
- Growth corridors: North Carolina, Georgia, Tennessee, Pennsylvania Director & Manager pipelines are hot.
- Cost-efficient talent markets: Michigan, Wisconsin, South Carolina, Alabama ideal for HRBP and Manager placements with lower base cost.
6. Shortening Time-to-Hire Without Sacrificing Fit
Vacancy durations for CHROs and VPs can stretch past 120 days in competitive markets. Leading organisations are adopting container search models or blended retained/contingent agreements to secure exclusive recruiter focus while keeping agility.
- If time-to-fill is a priority, adjust your hiring model, not just your job spec.
- Work with partners who can provide both rapid market mapping and deep cultural fit assessment.
At Brookwood Recruitment, our tech-sector transformation expertise gives us a unique advantage in senior HR hiring. We combine data-driven search strategies with people-first evaluation tools to help you secure leaders who will not just fit your organisation, but shape its future.
To find out more about how we can support you and your hiring strategies please contact the team on info@brookwoodrec.com for a discover call.
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