In 2024, Taiwan’s Commerce sectors experienced a year marked by many changes. Sharon Chen, Associate Director at Robert Walters Taiwan, notes that hiring activity and workplace trends varied across industries, shaped by prevailing macroeconomic conditions.
Accounting & Finance departments underwent a shift as businesses redefined the function’s role and relevance. In a move towards a more strategic focus, organisations created new positions such as pricing partners and revenue growth management (RGM) specialists within commercial business units. As digitalisation continued to shape the industry, businesses also sought candidates experienced in business intelligence tools.
Meanwhile, the job market for Human Resources professionals was marked by sluggish hiring and changes to organisational structures. Some businesses froze headcounts due to economic headwinds, and more businesses moved their talent acquisition function to a Centre of Excellence, with recruitment handled by a team outside of the local office.
Nevertheless, companies still needed to address their challenges around restructuring, talent shortages and succession planning, so demand was high for professionals in employee relationship experience, talent development, and compensation and benefits strategy. They also sought professionals experienced in implementing HR information systems (HRIS) to support digital transformation efforts.
The Supply Chain & Procurement sector saw significant shifts as well. Business leaders prioritised transforming supply chain models, shifting from centralised to regionalised planning to boost efficiency. They also worked to enhance collaboration between supply chain and sales teams.
Automation in warehousing continues to gain momentum, with advancements like AI-powered automated picking systems becoming increasingly prevalent. Simultaneously, green manufacturing is fueling the need for expertise in energy-efficient processes and sustainable practices. A growing emphasis on environmental, social, and governance (ESG) objectives, particularly carbon reduction, is creating demand for professionals in green logistics, circular supply chains, and waste reduction strategies.
Cost control has emerged as a critical focus for businesses navigating a softened Chinese economy. Organisations are prioritising cost management strategies, such as relocating internal talent over external hiring, which has fueled growth in the third-party logistics (3PL) sector as organizations seek more efficient resource allocation.
Read on to find out more about the job market and hiring trends for Taiwan’s professionals in the Commerce discipline in 2025.
Hiring trends for 2025
Continued with the changes in 2024, Multinational corporations (MNCs) keep reorganisation initiatives to enhance efficiency and prioritise cost management, often relocating internal talent over external hiring, resulting in flatter organisational structures. In commerce sectors, operational roles are increasingly being shifted to regional hubs or outsourced, while local hiring focuses on strategic positions closely aligned with the local market.
In accounting and finance, more operation accounting functions are expected to be outsourced to shared service centres, while multinational corporations (MNCs) continue on with ongoing reorganisation initiatives. This emphasis is likely to lead to an increase in strategic roles (FP&A, commercial finance) and “hybrid” roles with demand for professionals who possess versatile skill sets and experience across multiple domains. Hiring teams will also prioritise candidates proficient in system optimisation and finance digitalisation tools such as Python and PowerBI.
In the HR sector, talent development, compensation and benefits, and system integration will remain key areas of focus. Sharon observes,
Organisations are doubling down on their existing workforce, with an emphasis on effective retention strategies, employee development initiatives, and ensuring remuneration aligns with market standards.
The demand for supply chain and procurement professionals is expected to remain strong in the coming year. Factory sites, in particular, continue to seek senior talent for pivotal roles like site and factory directors. The industrial sector is also experiencing growth in smart manufacturing and automation, driving the need for specialists in these technologies.
With the rising importance of ESG considerations, certifications in this area are becoming increasingly valuable, along with a growing emphasis on Environmental, Health, and Safety (EHS) roles to support supply chain sustainability. Additionally, inventory management challenges persist, fueling demand for skilled logistics and warehouse managers who can enhance operational efficiency.
Most in-demand positions and skills
Within the hiring market for accounting and finance, there will be tremendous demand for roles like financial controller, FP&A manager, finance business partner, and head of accounting. The most sought after skill sets are in digitalisation – such as expertise in business intelligence tools – and investor relations (IR) and initial public offering (IPO).
The top roles in human resources will be head of people and culture, HR business partner, and compensation and benefits manager. The market will also prioritise skill sets in organisation development, compensation and benefits, and talent development.
Within supply chain and procurement, the most sought after roles will be environment, health and safety (EHS) manager, supply chain manager, planning manager and head of factory. Sharon explains the factors fuelling this demand:
The industry faces increasing pressure to comply with stricter environmental and workplace safety regulations. At the same time, it also lacks qualified talent at the middle management level, as well as talent who can oversee transformation efforts.
In the commerce sector, the most valuable soft skills and experience include: communication and engagement, particularly the ability to influence key stakeholders, English language proficiency, and the ability to implement new systems or drive transformation and process optimisation.
Advice for talent attraction and retention
Based on her interactions with accounting and finance professionals, Sharon finds that the most qualified professionals are often purpose-driven individuals who seek to understand the “why” behind business decisions. They also tend to be ambitious, with those coming from an FP&A background being exceptionally assertive about steering their careers. Most candidates expect a high degree of flexibility, preferring remote and hybrid work models when exploring a new job opportunity.
To attract and retain top talent in this sector, Sharon emphasises the importance of cultivating a leadership and work culture that values autonomy and genuine care for employees. “Foster integrity and empower employees to manage their own time and work,” she advises.
HR professionals place greater emphasis on factors such as a company's core values, the quality of their connection with direct reports, and the influence they can have in their role. Clearly defining the scope of open roles is equally important, particularly as mergers and reorganisations continue to reshape job responsibilities. “Empower your HR professionals with platforms to excel in their roles,” Sharon advises, “as professionals are more likely to stay loyal to organisations that value and respect their expertise.”
Supply chain, logistics and procurement professionals take a more cautious stance towards job moves, caring more about job stability and security amidst a volatile, post-pandemic market. Just like candidates in other Commerce disciplines, they also appreciate hybrid work options and flexible work hours.
To attract and retain top talent in this sector, companies must make a strong case for how they can provide a stable environment and help employees grow and advance their careers for the long haul. As Sharon suggests,
During recruitment, highlight any career development initiatives and be sure to benchmark salaries against market standards. To hold on to existing talent, work with each employee to develop clear plans for their career growth and provide reasonable annual increments.
Salaries rise
In 2025, salaries are expected to go up by 15 – 20% for job movers across all commerce disciplines. In supply chain, procurement and logistics, job movers specialising in EHS could even receive increments of more than 20%.
Find out more
Request access to our 2025 Salary Survey to benchmark salaries and to find out more about key hiring trends in Taiwan.
