As 2025 progresses, public sector HR roles are expected to be in high demand, particularly those in training, learning and development, and wellbeing. Employers face a candidate-driven market where flexibility, diversity, and a sense of purpose are essential in attracting and retaining talent.
Key trends across the HR sector
The HR sector is heavily influenced by a strong preference for flexibility. Many organisations have attempted to bring employees back to the office full-time, but public sector professionals are continuing to seek out flexible or hybrid work options, and employers are finding that inflexibility limits their appeal in a competitive market.
This flexibility is no longer a perk but a baseline expectation, shaping how jobseekers assess potential roles and limiting their willingness to compromise.
Meanwhile, economic factors are also shaping hiring. In response, public sector employers often combine two roles into one, expecting employees to handle a broader range of responsibilities for the same pay.
However, this approach has driven some professionals away, emphasising the need for competitive salaries, well-defined roles, and support for career development.
With the anticipated challenges of 2025, HR positions focusing on training and employee development will likely increase. As the Employment Rights Bill pushes organisations to uphold stronger employee protections, many public sector entities are bolstering their internal training programmes to ensure employees, in particular managers, are well-versed in compliance and regulatory updates.
This ‘upskilling’ trend is set to continue, as training roles are expected to play an important part in equipping teams to handle evolving expectations in employee wellbeing, diversity, and inclusivity.
The growing importance of diversity and inclusion
Diversity and inclusion (D&I) have become fundamental aspects of talent acquisition and retention, especially in the public sector, where social responsibility and representation are paramount.
HR professionals today prioritise employers that visibly champion D&I initiatives, both in hiring practices and within workplace culture. We’ve seen that HR professionals often make judgements about an employer’s inclusivity based on external representations like company websites and public reports.
Prospective jobseekers frequently assess organisational culture based on visible D&I practices, influencing their decision to apply or accept an offer.
The value of D&I extends beyond the hiring process. Public sector organisations are recognising that prioritising an inclusive culture contributes to higher employee satisfaction and retention. Many jobseekers from underrepresented backgrounds seek employers who offer not just representation but tangible support and pathways for advancement.
For HR professionals, the role in promoting D&I has become both a strategic function and an ethical responsibility. Organisations are increasingly requesting diverse candidate shortlists, reflecting a proactive approach to broadening representation and attracting talent committed to public service.
The role of employee surveys in retention
Retention has become a priority as public sector organisations strive to reduce turnover and build committed workforces.
Employee surveys continue to play a role in understanding and addressing the needs of employees, providing insights that can guide retention strategies. However, engagement with these surveys remains a challenge in some organisations, where low response rates indicate potential disconnects between employees and management.
Leaders who fail to respond to employee feedback risk increasing turnover, especially as HR professionals increasingly expect transparency and action on their feedback.
A transparent survey process, combined with visible action on survey results, reinforces employee confidence in their workplace. This is particularly true in the public sector, where visibility of senior leadership and regular engagement with staff are vital.
Managers and senior leaders who make themselves accessible and responsive demonstrate a commitment to understanding and supporting their teams – creating a culture where staff feel valued and heard.
Enhancing employer appeal beyond salary
With economic constraints limiting salary increases, public sector organisations are focusing on enhancing benefits and the overall work environment to attract and retain talent.
Comprehensive benefits packages, which may include enhanced pension plans, life insurance, subsidised travel, and development opportunities, have become essential. We’re seeing employees increasingly look for flexible working hours, professional development, and robust health and wellness programmes as part of their employment package.
For employers unable to offer significant salary hikes, investing in strong, well-communicated benefits packages is essential. Tailored benefits can significantly impact employee satisfaction, signalling an organisation’s commitment to supporting work-life balance and wellbeing.
In addition to traditional benefits, public sector employers are exploring alternative approaches to increase employee satisfaction, such as offering incremental salary increases tied to performance or longevity, recognising outstanding contributions, and enabling more flexible career paths.
HR’s strategic role in 2025 and beyond
The role of HR in the public sector is evolving from traditional personnel management to strategic partnerships focused on employee wellbeing, retention, and organisational culture.
Moving further into 2025, HR will likely see an increase in roles centred on staff wellbeing and development, particularly as organisations seek to retain employees amid rising turnover. With ‘quiet quitting’ still prevalent, employees are increasingly selective about where they invest their time and energy, often influenced by a workplace’s commitment to supporting their growth and wellbeing.
Additionally, technology will play an expanded role in HR functions, with AI transforming recruitment, performance management, and learning and development. Public sector HR professionals are now expected to be proficient in leveraging digital tools to enhance HR efficiency and ensure compliance with regulatory requirements.
The integration of AI into recruitment, for example, allows for more streamlined processes but also raises concerns about potential biases. Therefore, HR teams must be equipped to balance AI tools with transparent, equitable hiring practices.
Navigating the future job market
Looking ahead, employers must focus on refining recruitment and retention strategies to remain competitive. Flexibility, robust D&I initiatives, employee engagement, and an emphasis on holistic benefits will be critical to navigating the job market. HR leaders in the public sector should focus on these areas to attract qualified professionals who are committed to public service.
For those looking for their next career role, 2025 offers promise, particularly in specialised HR roles such as training, diversity and inclusion, and employee wellbeing.
Ultimately, the public sector’s success in 2025 will hinge on its adaptability. Those that align their HR practices with the values and expectations of today’s workforce will be well-positioned to attract and retain the talent necessary to deliver effective public services in the years to come.
To help you make an informed choice on all things UK salary and benefits in the HR sector, download our free 2025 salary guide now.
