The median salary for HR directors grew by 20.9% between 2024 and 2025, according to research published on Friday (28 March) by pay and employment research organisation, Incomes Data Research.
The median salary for HR directors was £111,982 in 2024 but increased to £135,381 in 2025.
Pay for more junior HR roles grew at a slower pace, the research findings have shown. The median salary for HR advisors increased by 1.5% between 2024 and 2025, from £40,303 to £40,902.
The median salary for HR assistants broadly stayed the same between 2024 and 2025, with £25,000 remaining the median salary.
The previous year, between 2023 and 2024, the median pay for HR directors also increased, with HRDs receiving a 12% increase in pay. The pay for HR advisors increased 8% between 2023 and 2024.
Read more: Are senior HR professionals paid enough?
Marijana Lawton, HR recruitment manager at Morgan McKinley, stated that the pay gap between senior and junior HR roles is getting worse overall due to digitalisation.
When asked if HR leaders have a responsibility to address its own pay gap, she told HR magazine: “Absolutely. There has been a massive shake up in the HR space with AI looming over ‘the least profitable’ department in the organisation.
“It’s not going to be an easy thing to address, but HR leaders need more humans in their departments. It is in their interests to harvest and pay for talent. It’s about reiterating the commercial impact that these roles have across each organisation.”
Bruce Fecheyr-Lippens, chief people officer at payroll and HR solutions provider SD Worx, echoed this.
He told HR magazine: “HR does have a responsibility to address pay gaps and to have a clear and transparent reward policy. In any organisation, pay plays a key role in employee satisfaction and retention. While many businesses are making progress, there’s still room to improve the basics – from fair progression structures to recognising talent at all levels.
“Whether it’s at director or advisor level, organisations need to ensure they’re creating pathways that reflect the value of in-demand skills across the board. Transparent communication and clarity in payroll calculations are vital, but so is how that information is presented. Clear explanations of salary outcomes can build trust and reduce confusion.”
Read more: HR predictions for 2025: recruitment, recognition and skills
Researchers from Incomes Data Research also investigated the state of recruitment and retention in the HR sector. Where recruitment difficulties exist, they were linked to senior HR roles: 17% of respondents reported that recruiting HR directors was ‘very difficult’.
This research finding reflected what Chris Goulding, managing director of HR recruitment firm Wade Macdonald, saw in his firm’s own research.
Speaking to HR magazine, Goulding said: “Incomes Data Research’s finding that the recruitment of HR directors is 'very difficult' strongly reflects what we’re seeing at Wade Macdonald. Our own Routes to the Top report revealed just how much the HR profession has evolved. The modern HR director is no longer simply an operational leader, they are a strategic partner, responsible for navigating complex business change, leading on culture, and driving transformation.
“We also know from our report that up to 40% of current HR leaders are planning to step away from their roles in the next five years, with many considering retirement, consultancy, or a move out of HR altogether. That shift will only add more pressure on organisations to identify and develop future-ready HR leaders now."
Goulding also suggested that the difficulties in recruiting senior HR directors may be the reason behind the increase in the pay of these senior roles compared to junior roles.
He said: "The growth in HR director salaries is a direct reflection of market demand. Businesses recognise that strong HR leadership is no longer optional, but essential. As a result, they are willing to invest accordingly to secure the right talent."
