14 Jul The HR Roles in Highest Demand — and Where Global Mobility Fits In
Following developments in the labor market can feel harder than keeping up with the Kardashians these days. After a year of high-profile layoffs, restructurings, AI disruption, and shifting workplace models, HR professionals are asking a key question: Which HR roles are most in demand right now — and where should I focus my career growth?
The answer reflects the sweeping transformation of HR from a purely administrative function to a central driver of business strategy. Today’s HR is about shaping the employee experience, refining hybrid work cultures, and aligning talent strategies with global business goals. That shift has opened up new opportunities — including for global mobility professionals, whose expertise in cross-border talent management is increasingly vital in a world of remote work, skills shortages, and global competition for talent.
What’s Changing in HR
The pandemic didn’t just change where we work — it altered the scope and priorities of HR. Pre-2020, much of HR’s focus was on co-located teams in office settings. Now, leaders must design policies and practices that work across hybrid, remote, and globally dispersed teams.
Technology adoption has accelerated as well. HR is expected to navigate performance management systems, payroll platforms, learning management tools, and AI-enabled recruitment software — all while ensuring these tools work seamlessly together. As one learning and development manager noted, large employers now deploy close to 200 different applications, creating a constant need for integration, training, and change management.
The Top In-Demand HR Roles
While job titles vary across organizations, certain HR roles are showing strong and sustained growth. Here’s what’s hot — and where global mobility fits in.
- Compensation and Benefits Managers
Designing competitive pay structures and benefits packages is a high-stakes role in a tight labor market. These professionals oversee health insurance, leave policies, retirement plans, and compliance with regulations like ERISA, COBRA, and HIPAA. They also collaborate with payroll teams and ensure benefit offerings are competitive in multiple markets — a growing need for companies hiring globally.
Median pay: $131,280 (2022)
Relevance to global mobility: Benefits managers often work closely with mobility teams to design packages for international assignees, ensuring equity across locations and compliance with local laws.
- Director of Human Resources
HR directors oversee entire departments, set strategy, and ensure alignment with business objectives. They manage budgets, monitor legal compliance, and advise the executive team on talent trends.
Median pay: $179,153
Relevance to global mobility: At multinationals, HR directors often oversee mobility strategy, from relocation budgets to policies for cross-border remote work.
- HR Analysts
Data-driven decision-making has made HR analysts indispensable. They track retention rates, hiring patterns, and employee engagement, and use KPIs to inform policy changes.
Median pay: $69,000
Relevance to global mobility: Analysts provide essential metrics on relocation success rates, assignment ROI, and global talent sourcing trends.
- HR Business Partners (HRBPs)
These strategic advisors bridge the gap between HR and individual business units. They coach leaders, align talent plans with department goals, and interpret workforce analytics.
Median pay: $86,363
Relevance to global mobility: HRBPs ensure mobility programs align with departmental needs, whether moving leaders for succession planning or deploying specialists to overseas projects.
While not always listed in traditional HR rankings, demand for mobility expertise is surging. These professionals design and manage programs that move talent across borders — from executive relocations to remote-first global hiring. They ensure compliance with immigration laws, tax regulations, and employment standards in multiple jurisdictions.
Why demand is growing:
- Companies are sourcing talent globally to address skills shortages.
- Hybrid and remote work have made “work from anywhere” policies viable — but complex.
- Multinationals need culturally aware relocation support to retain top talent.
Mobility professionals now work closely with compensation managers, HRBPs, and directors to craft competitive, compliant packages that support global growth.
- Leadership Coaches & Professional Development Managers
Investing in leadership development and continuous learning is now a retention strategy. Coaches and development managers design programs to close skill gaps and prepare employees for the future of work.
Median pay: $160,449 (coaches), $308,000 (development managers)
Relevance to global mobility: Leaders on assignment need cultural fluency and adaptability. Mobility and L&D teams increasingly collaborate to prepare assignees for global leadership roles.
Learning managers oversee training programs, from onboarding to ongoing skills development. They ensure the workforce can adapt to new tools and processes.
Median pay: $214,000
Relevance to global mobility: Learning managers work with mobility teams to create pre-departure training, language programs, and cultural orientation for relocating employees.
Wellness has shifted from a perk to a business imperative. Coordinators design programs to support mental health, work-life balance, and physical well-being.
Median pay: $72,500 (up 14.6% year-over-year)
Relevance to global mobility: Relocations can be stressful; wellness programs help assignees and their families adapt successfully.
- Recruiting Managers
Talent acquisition remains a core HR function. Recruiting managers lead teams that design hiring strategies, build employer brands, and diversify candidate pipelines.
Median pay: $160,000
Relevance to global mobility: As talent shortages persist, recruiting managers increasingly partner with mobility professionals to fill roles through global sourcing.
Why this matters for HR and mobility professionals
The most in-demand HR roles are converging around three themes: data-driven strategy, employee experience, and global reach. For mobility professionals, this means:
- More collaboration — Mobility is no longer a siloed function; it’s integrated with compensation, learning, and talent acquisition.
- More strategic influence — Mobility programs can directly support revenue growth, market entry, and talent retention.
- More career options — Skills in compliance, cultural fluency, and cross-border talent management are transferable to many of the fastest-growing HR roles.
In a competitive labor market, the HR professionals who thrive will be those who can work across functions, think globally, and adapt quickly to change. Whether your career path takes you deeper into a specialist role like global mobility or toward a broad leadership position like HR director, the demand for your expertise is clear — and growing.