HR Career Formula for 2025 in Germany: Plan proactively and seize opportunities

 

HRblue Career Trend Report: Changing Career Opportunities

The HR Career Trend Report 2024/25 offers fascinating insights into the latest developments and challenges facing HR professionals in Germany. The survey of 340 HR professionals and executives sheds light not only on the current job market, but also on the attitudes and strategies of HR professionals regarding their professional development. This article will guide you through the report’s key findings and provide inspiration for your own career planning.

 

Career opportunities and willingness to change: A mixed perspective

The survey reveals that 56% of respondents feel that career opportunities in HR are stagnating. Only 25% expect growth, while 19% expect a decline of professional perspectives/ roles in HR. At the same time, willingness to change jobs is high, with 43% predicting an increase and only 14% predicting a decrease.

 

Fig. 1: career opportunities in HR

 

Fig. 2: Willingness to change in HR

 

Interpretation: Although the market is perceived as stable, many HR professionals seem open to new professional challenges. This indicates a desire for change or better career prospects.

Practical Tip: If you are considering a job change, define your goals clearly. What is the next logical career step? Updating your LinkedIn profile and networking can significantly increase your chances of receiving attractive offers.

 

Salary Trends for Job Changes: Stability prevails

When asked about salary expectations, 49% of respondents expect their salary to remain stable when they change jobs. Meanwhile, 44% expect their salaries to increase and only 8% expect them to decrease.

 

Abb. 3: Salary development in HR

 

The bottom line: HR remains a relatively stable field where career moves can still be rewarding despite economic uncertainties.

Practical tip: Before considering a move, conduct a personal market value analysis. What are the industry salary ranges for your desired position? Salary negotiations should be well-prepared and supported by strong arguments.

 

Increasing demands: Both Quantitative and Qualitative

79% of respondents report that the demands on HR roles have increased, both in terms of workload and quality of content.

 

Fig. 4: Demands on HR roles

 

In terms of “new work” and modern work environment trends, respondents identified talent management (61%), recruiting (51%), HR business partnering (46%), and strategy development (43%) as the HR functions most affected.

 

Fig. 5: HR functions affected by current development trends

 

Recommendation: HR leaders and HR business partners should strategically plan for upskilling in strategic and digital competencies to meet these increasing demands.

Practical Tip: Keep up with the latest trends in HR technology and digital tools. Various platforms offer numerous online courses that can help you improve your skills in emerging areas such as people analytics, upskilling/reskilling, and change management.

 

Talent shortage: A dual challenge

Nearly 23% of respondents report a quantitative shortage of young HR professionals, while 52% also see a qualitative shortage. This highlights the need to better support young talent and introduce them to HR issues at an early stage.

Only about one-third of respondents do not currently perceive a shortage of HR talent.

 

Fig. 6: Shortage of young HR professionals?

 

Strategy: Mentoring programs and targeted talent development could provide solutions to this challenge.

Practical tip: If you are in a leadership position, initiate an internal talent program. Actively share your knowledge and encourage younger colleagues to take on responsibility. Networking events or partnerships with universities can also attract new talent.

 

Work Experience and Leadership Responsibility: Respondent Profile

The majority of respondents have more than 11 years of work experience. In addition, 67% have leadership responsibilities in their current positions. These figures underscore that the survey provides insights primarily from experienced HR professionals.

 

Fig. 8: work experience

 

Fig. 7: Leadership responsibility

 

The bottom line: HR professionals in leadership roles should use their experience to support younger talent and drive strategic initiatives.

Practical tip: Use your experience to act as a coach or advisor within your organization. Develop a strategy to manage your team more effectively and document your successes to further your career.

 

Key changes compared to the 2022/23 Career Report

In the current edition, respondents see HR job opportunities and career prospects in Germany as largely stagnant over the next 12 months. Two years ago, the majority expected opportunities and career prospects to increase.

Comparison of salary expectations when changing jobs: Two years ago, 64% of respondents believed that a job change would lead to a salary increase. This year, only 44% share this expectation. About half of respondents now expect salaries to remain stable when they change jobs.

Interestingly, there has been no change in the perception of increasing demands on HR. Around 80% of respondents in both surveys believe that qualitative requirements have increased.

The comparison suggests that career opportunities in Germany are seen as stagnating rather than growing due to the current economic situation. While two years ago job changes were more often associated with salary improvements, this seems to be less the case this year. At the same time, expectations remain high, especially in terms of quality and content.

 

Career Formula 2025: Active Planning for a Successful Future

The HR Career Trend Report clearly shows that the HR market is in a state of tension between stability and change. Only 25% of respondents expect to receive a salary increase when they change jobs, while demands remain high.

HR professionals should use these findings as an opportunity to actively plan their careers:

– How can I use my strengths, experience and existing skills to meet increasing demands?

– What new skills do I want to acquire to maintain or enhance my career opportunities?

– What professional networks within the company and in the marketplace are critical to my career prospects?

Develop a career plan with clear objectives for the next 1-3 years. Regular feedback from mentors or coaches can help you stay on track and steer your career in the desired direction. A strong professional network is essential to identifying and capitalizing on career opportunities.

 

 

© HRblue AG 2025

Picture credits: shutterstock, HRblue AG

 

 

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