Evolving employment legislation and new tax burdens will be front of mind for many in planning confidently for 2025. Cybersecurity continues to be a pressure, and there’s a new question mark over trade relations with the US.

So 2025 is calling for agile, tech-savvy leaders who can pivot with the times and build the expertise around them to support their business through these challenges. Here’s how we expect senior hiring to look in 2025.

1 High demand for interim talent

With the government’s decision to increase employers’ National Insurance Contributions (NICs) to 15%, finance teams will be forced to think strategically if they are to offset these additional costs.

Many will reconsider their people strategies and look to make interim hires as a way to reduce NICs and avoid some of the wage commitments of permanent recruits. There are other benefits too – the right interim leader can drive immediate impact based on years of expertise and knowledge, and can be an effective way for businesses to stay agile.

2 International trade experts needed

With Donald Trump now elected as the 47th US President, British businesses with US markets will likely feel the ripple effects through anticipated tariff hikes and immigration policies.

If proposed tariffs are enforced, it’ll likely put pressure on businesses with transatlantic ties, increasing demand for international trade experts.

UK businesses operating in the US could also face a reduced workforce due to potential mass deportations and restricted immigration. A competitive candidate-driven market may force hiring managers to re-consider wages and compensation in order to attract and retain top talent.

3 Compliance-savvy HR leaders to the rescue

With new policies on the horizon in the UK, including Labour’s Employment Rights Bill and the EU Pay Transparency Directive, HR teams are going to have their hands full over the next 12 months addressing employee nerves around contractual and pay changes.

This will spark demand for compliance-savvy HR leaders. Interim experts will be in particularly hot demand, especially for business looking to manage costs. Most interim leaders will be expected to share their skills and knowledge, upskilling as they go, so it should be learning journey for the whole team.

4 Sustainability skills and the race to net zero

The UK’s 2050 net-zero goal, coupled with the rising energy impact of AI, will keep sustainability at the forefront of boardroom agendas next year. For example, supply chain leaders will be focusing on circular systems underpinned by recycling and refurbishment, while tech leaders will be considering the tools they use in order to stay accountable for their carbon footprint.

With greater pressure from the Environment Agency, all board members need to stay informed on legislation, and hiring managers will be keeping sustainability experience front of mind; having these skills in-house will help accelerate a business towards its ESG goals.

5 CISOs and CDOs: from data to defence

As organisations ramp up their use of emerging technology, leaders will need to balance the benefits with a greater awareness of the risks.

New tech can bring a greater vulnerability to cyber threats, so many businesses will be looking for cyber security experts.

Chief information security officers (CISOs) and chief data officers (CDOs) will be busy protecting critical infrastructure and bolstering cyber resilience, especially in businesses where people work remotely. Organisations with this expertise already will be looking to upskill their wider tech teams, while others will be looking to hire experts who can hit the ground running. Also look out for the rise of the chief AI officer to support innovation.

6 CFOs becoming CEOs

The CFO role has been expanding over the last few years to include strategic decision-making and broader business operations; and with the new increase in fiscal demands, CFOs are better equipped than ever to lead organisations and shape company direction and growth.

Smart boards looking to grow this talent internally will be enabling CFOs to get involved in projects that extend past the realm of finance, exposing them to the challenges a CEO would typically face and providing a smoother transition when the time comes.

Going into 2025, recruitment business leaders should set themselves up for success by keeping abreast of change, thinking strategically and above all, building people strategies which directly support the specific challenges and objectives which lie ahead.

Simon Cordrey is managing director, transformation practice, at BIE Executive

Image credit | iStock