2026 Hiring Trend: Human Resources function leads teams through workforce transformation

Cost pressures prevailed as Taiwan navigated a highly uncertain economic landscape in 2025. Many businesses froze headcounts, consolidating operational tasks handled by the Human Resources (HR) function into Centers of Excellence (COE).

Sharon Chen, Associate Director at Robert Walters Taiwan, states, 

Looking ahead, we expect that the COE model will be the way forward for businesses as they look to scale talent acquisition and HR operations more efficiently.

AI adoption also transformed day-to-day work routines within the HR function in the past year. More businesses leveraged AI tools to optimise processes and automate workflows, such as for candidate pre-screening in talent acquisition.

Read on to find out more about the labour market and hiring trends for Taiwan’s Human Resources professionals in 2026.

Keeping a pulse on AI, retention and salaries

The use and application of AI tools will continue to dominate the labour market in 2026. According to Sharon, HR professionals who can use AI tools to streamline work processes, boost efficiency, and make data-driven decisions will be seen as future-ready and a cut above the rest.

Just like before, companies will continue to focus on talent retention and employee development. They will sustain or ramp up efforts to help employees grow and stay engaged, so their workforce remains stable and ready for the future.

Compensation and benefits remains a key focus area as well. To stay competitive and ensure fairness internally, companies will look to align compensation packages against market standards.

Top positions and skills for 2026

HR business partners (HRBPs) will remain in high demand moving into 2026. As businesses transform to stay competitive, they will need to align team performance with corporate goals. HRBPs are tasked with supporting these efforts, managing all aspects of strategy and execution including organisational analysis, uncovering business needs and facilitating cross-functional collaboration.

The market also continues to seek out full-function HR managers, who are expected to maintain and strengthen organisational stability and efficiency. These managers are expected to develop and drive strategies for recruitment, compensation and benefits, talent development, training and employee relations.

Learning and development (L&D) managers will also be strongly sought after for their ability to redefine competencies, support change management and improve retention rates as companies undergo restructuring and digital transformation.

Some of the key skill sets that employers will look for are in the areas of organisation development, talent development and total rewards.

Shifting priorities among HR candidates

Rounds of mergers and restructuring have hit companies over the past year, prompting HR professionals to reconsider their job roles and priorities at work.

“Before, hybrid and flexible work arrangements tended to be the key benefit that candidates looked out for. That still holds great appeal, but most candidates now prioritise excellent compensation and benefits,” reveals Sharon.

An inspiring work culture also plays an important role in career decisions. When candidates feel connected to their organisation’s core values, they tend to feel a strong sense of purpose and belonging. Leadership also has a strong influence. Candidates tend to prefer leaders who keep lines of communication open, and those who empower their teams instead of micromanaging.

Lastly, Sharon also notes that candidates now look out for roles that provide strong growth opportunities. Beyond just executing tasks, candidates now want to take on new challenges or projects, so they can gain exposure to new fields and continue to learn.

Advice for talent attraction and retention

Perhaps more than other functions, HR talent most appreciate having trust from leadership. In Sharon’s experience, organisations who empower their HR teams with real influence and decision-making authority tend to fare better at retaining them. Now that compensation is a priority, companies are also advised to offer retention bonuses to keep top talent on board.

In recruitment, flexible work models help employers stand out as more companies are getting their workforce back into the office. Such work arrangements can be featured in employer or corporate branding initiatives, which help prospective employees understand the environment that a company offers. Since professionals crave meaning and impact at work, Sharon says that it’s also vital that companies define HR roles clearly.

Slight dip in wage growth

While salaries are expected to rise, companies need to manage cost pressures arising from global economic uncertainty. Job seekers can expect salaries to increase by 13 – 18%, a slight decrease from 15 – 20% in 2025.

Find out more

Request access to our 2026 Salary Survey to benchmark salaries and to find out more about key hiring trends in Taiwan.