Hiring in Human Resources: Guide and Trends in 2026

HR takes on a more strategic role as businesses focus on performance and retention

Indonesia’s HR hiring market is shifting towards professionals who can do more than manage day-to-day people operations. As businesses become more selective about hiring and increasingly focused on productivity, HR is expected to play a greater role in workforce planning, organisational performance and developing talent from within.

This is changing the capabilities employers value. Business partnering, talent and organisational development, and total rewards are becoming increasingly important, while AI and automation are reshaping routine HR tasks. At the same time, candidates are taking a more considered approach to career moves, placing greater weight on leadership quality, role clarity and opportunities for development.

Rika Tantiana, Senior Manager, HR and Technology & Transformation at Robert Walters Indonesia, shares her outlook on the HR hiring trends, salary expectations and talent priorities shaping Indonesia’s market in 2026.

Read on to find out more about Rika’s expectations for HR hiring in Indonesia in 2026.

HR moves beyond administration to influence business performance

Businesses increasingly expect HR to understand commercial priorities and translate them into effective people strategies. Beyond recruitment, payroll and administration, HR professionals are expected to help management make decisions about workforce structure, productivity, capability development and organisational performance.

This is creating opportunities for HR Business Partners, as well as professionals in talent management, organisational development, HR analytics and total rewards. Employers value people who can use data to inform decisions, challenge assumptions constructively and demonstrate how people initiatives contribute to business outcomes.

The shift is particularly relevant as companies become more selective about hiring, especially for senior positions. Rather than automatically adding headcount, employers are considering how existing employees can take on broader responsibilities and how internal capabilities can be developed. HR teams are also expected to improve workflows and automate routine processes to support leaner, more efficient operations.

For HR professionals, this means combining people expertise with commercial understanding, analytical thinking and the ability to influence stakeholders. Those who can connect workforce decisions with business performance will be better positioned to contribute at a strategic level.

AI changes the work of HR professionals

Artificial intelligence (AI) and automation are changing how HR teams manage administrative processes. Recruitment coordination, CV screening, interview scheduling, payroll processing and basic talent sourcing are among the activities that can increasingly be supported by automated tools.

As these processes become more efficient, HR professionals will need to contribute beyond execution. Understanding the business context behind a hiring request, advising managers on workforce needs and interpreting people data to identify issues and opportunities will become increasingly valuable.

This does not mean that the human element of HR becomes less important. Relationship-building, judgement and the ability to navigate sensitive conversations remain essential when working with employees and business leaders. Professionals who can combine technology with sound decision-making, clear communication and stakeholder influence will be better equipped to support organisations through change.

For employers, the challenge is to ensure that technology improves efficiency without losing the judgement and personal understanding needed to manage people effectively.

Retention puts leadership and internal development in focus

Finding experienced talent is only part of the challenge for employers. HR professionals are becoming more deliberate about changing jobs, considering leadership quality, workload sustainability, career progression and business stability alongside salary.

This is putting greater emphasis on retention and the development of existing employees. Rather than relying solely on external recruitment, companies are expected to invest more in internal mobility, skills development and succession planning. Promotions and progression are increasingly linked to demonstrated capabilities and readiness for broader responsibilities, rather than tenure alone.

These priorities are creating opportunities for professionals in talent and organisational development, leadership development, workforce planning and capability development. HR also has a role in helping managers strengthen coaching, performance management and conflict resolution, all of which influence employee experience and retention.

For employers, a competitive talent proposition therefore extends beyond compensation. Clear role expectations, supportive leadership and credible development pathways can help attract candidates while encouraging existing employees to build their careers within the organisation.

Salary growth favours HR professionals with business impact

Salaries across HR are expected to remain broadly stable in 2026, with adjustments becoming more selective. Rather than broad salary inflation, stronger prospects are expected for professionals whose expertise directly supports business performance, organisational effectiveness and retention.

HR Business Partners, Total Rewards specialists, and talent and organisational development professionals with strong analytical and advisory capabilities may be better positioned for salary growth. Their ability to support workforce decisions, improve leadership effectiveness and develop organisational capabilities makes them valuable in businesses focused on efficiency and performance.

Meanwhile, salary movement may be slower for highly administrative roles as routine processes become increasingly automated or absorbed into HR information systems and shared services.

For employers, the priority is to offer fair and competitive compensation while recognising the capabilities that have the greatest impact on the business. For candidates, demonstrating how their work contributes to productivity, talent development and organisational performance will be important when pursuing new opportunities.

Find out more

Request access to the Robert Walters Salary Survey 2026 to benchmark salaries and explore key hiring trends in Indonesia.