.png){kind=logo}
HR market update
Australia, Q1 2026
Key workplace trends shaping hiring
The HR market in Australia remains highly active and candidate-driven in 2026, with strong hiring demand, rising mobility, and shifting workplace trends continuing to shape how organisations attract and retain talent.
As expectations evolve around flexibility, remuneration, and career development, employers are under increasing pressure to differentiate their employee value proposition and take a more strategic approach to hiring.
Download the guide here
What’s inside the HR market update?
This e-guide provides insights into the key trends shaping the HR market in Australia, including:
- Hiring demand and talent shortages
- Remuneration expectations and retention pressures
- Employee mobility and market confidence
- Working preferences and flexibility trends
- Skills gaps across HR functions
- The growing impact of AI and upskilling
Why this matters for hiring in 2026
The HR market is no longer defined purely by supply and demand, it is shaped by expectations.
Professionals are placing greater emphasis on:
- Flexibility and work-life balance
- Fair and transparent remuneration
- Career progression and development opportunities
At the same time, employers are focusing on:
- Strategic capability and leadership over tenure alone
- Cultural alignment and employee experience
- Retention through internal mobility, coaching, and development
Hiring success increasingly depends on how well organisations align with what HR professionals value.
Jessica Harris, Senior Consultant, HR
HR isn’t just supporting the business anymore. It’s driving it. From AI and digital transformation to flexibility and retention, HR leaders are navigating more pressure points than ever. This guide captures what’s changing on the ground, and what that means for employers trying to stay ahead.
Download the HR market update
Access the latest insights into the Australian HR market and explore how workplace trends are shaping hiring in 2026.
Download the eguide to stay ahead of the market.
Explore more hiring insights
- Salary guides and benchmarking tools
- Hiring advice and workforce planning resources
- HR recruitment and talent solutions
Speak to our team
Looking to strengthen your HR hiring strategy?
Contact our team to discuss how we can support your workforce planning and talent needs.
Adelaide
Denise Antoniou - Denise.Antoniou@robertwalters.com.au
Brisbane
Christine Iannarella - Christine.Iannarella@robertwalters.com.au
Melbourne
Chloe O’Brien - Chloe.Obrien@robertwalters.com.au
Perth
Natalie Kiely - Natalie.Kiely@robertwalters.com.au
Sydney
Jessica Harris - Jessica.Harris@robertwalters.com.au
Our other services
-
Executive search
Our specialist Executive Search service gives the full picture to hiring managers and prospective leaders.
Learn more -
Project RPO
Project RPO provides a rapid response to your one-off or short to medium-term talent demands.
Learn more -
Market Intelligence
Make data-driven business decisions through our market intelligence service.
Learn more -
Permanent Recruitment
Let us assist you with your permanent hiring needs.
Learn more
FAQs
-
Who is this e-guide for?
This guide is designed for hiring managers, HR leaders and business leaders responsible for recruiting or managing Business Support professionals in Australia. -
Why is the business support market so competitive right now?
High candidate mobility, skills shortages and evolving workplace expectations are creating a more competitive hiring environment, even where demand is moderate. -
What are the biggest workplace trends impacting business support roles?
Key workplace trends include flexibility becoming a baseline expectation, the growing importance of soft skills, and the increasing influence of AI on role design. -
How can employers improve retention in business support teams?
Retention strategies should focus on competitive remuneration, flexible working arrangements, clear career pathways and ongoing development opportunities.
Related articles
View All
Many banking TA leaders are finding that traditional hiring metrics no longer tell the full story. The function traditionally measures what it can control: time-to-fill, cost-per-hire and vacancy rates. It then reports these to a leadership team that is also focused on revenue, risk and competitive
Read More
For many banks, the question of how to fill a critical role rarely has one obvious answer anymore. Do you build the skill internally, buy it through permanent hire, borrow it through contingent or interim resource, or automate the work with a bot? Each route has a different cost profile, a different
Read More
When there is a critical skills gap in an insurance business, there are four key options to resolve it: build an internal capability, buy it via permanent hire, borrow it through contingent or interim support, or automate the work with a bot. With each options, there is a different cost, speed and o
Read More