While many industries brace for economic impact, HR in financial services is holding steady. Backed by strategic planning, AI investment, and a sharp focus on wellbeing, this sector is showing what it means to lead through uncertainty with confidence.
When the last UK Budget was announced, most sectors braced for impact. But in financial services, the mood was surprisingly composed.
According to a survey conducted by the HR Ninjas community, just 8% of HR professionals in the financial services industry reported feeling negative about the current business climate. What’s more, 82% said they felt prepared for what lies ahead – the highest percentage of all sectors surveyed.
So, what makes financial services HR different? For one, it’s a more stable landscape. Fewer frontline roles, steadier income streams, and less exposure to volatile consumer trends all contribute to a greater sense of resilience.
But, that doesn’t mean there are no challenges.
In this blog
External pressures are shaping people strategies
Wellbeing moves up the business agenda
HR’s growing strategic influence
External pressures are shaping recruitment strategies
HR professionals in finance might be feeling more confident than most industries, however, 77% say external forces, like changing employment laws, economic shifts, and talent shortages, are impacting how they hire and retain staff.
In finance, it’s about finding people with the right qualifications, the right experience, and the right risk profile. That takes time, and it’s not cheap.
Which is why more teams are shifting their focus. Rather than scrambling to hire, they’re planning ahead, looking at skills gaps early, growing internal talent, and making sure they don’t lose the great people they already have.
Wellbeing moves up HR’s agenda
Faced with external pressures, HR teams in financial services have found themselves at a crossroads: what should take top priority in 2025 to balance employee experience and business goals? And the answer is employee wellbeing.
With 38% of finance employees reporting that their health has taken a hit this year, compared to a UK average of 24%, it’s no surprise that wellbeing is high on the list.
More than half of financial services organisations (54%) are now increasing their investment in employee wellbeing initiatives.
So, what does that look like in practice? It starts with focusing on what really matters to employees: financial wellbeing, access to mental health support, flexible working options, and managing workloads so people can actually switch off and recover.
The rise of AI in HR
Perhaps unsurprisingly for a data-driven sector, HR teams in financial services are increasingly turning to technology to stay ahead.
While only 23% are planning on investing in brand-new HR systems over the next year, a solid 62% are actively exploring how AI can support their processes.
With rising operational costs and growing pressure to deliver more with fewer resources, AI is becoming an essential part of the HR operating model, equipping teams with the insights and automation needed to drive better business outcomes.
Take ELLA, Zellis’ AI assistant, for example. Available 24/7, ELLA surfaces insights, actively completes workflows, automates admin-heavy tasks, and delivers instant, data-driven answers to HR teams.
Want to see how AI can support your HR strategy?
HR is becoming more strategic
After years of reacting to external pressures, HR in finance is now firmly on the front foot, with 73% of HR professionals confirming their role has become more strategic.
From shaping tech adoption to influencing workforce design, HR isn’t just supporting business strategy, it’s helping write it.
And with economic uncertainty still looming, that shift couldn’t come at a better time. HR leaders in finance are proving that when people strategy and business strategy go hand in hand, the whole organisation is better equipped to thrive.
Conclusion: Leading with purpose in uncertain times
HR professionals in financial services are not standing still. They’re anticipating change, building the right infrastructure, and focusing their efforts where it matters most: supporting and empowering their people.
From investing in strategic HR tech to doubling down on wellbeing, this sector shows what’s possible when HR is empowered not just to respond, but to lead the way.
Key takeaways
- Hiring in the financial services industry isn’t fast or cheap. HR needs to be two steps ahead when it comes to skills planning and internal growth.
- Employee wellbeing has become the number one priority in people strategy.
- Use tech to free up your team, not weigh them down. With the right tools, HR can reduce admin, uncover insights, and stay one step ahead.
- HR’s role is more strategic than ever. From shaping tech adoption to influencing workforce models, HR is becoming more influential in shaping business strategy.
Build a strategic HR function with Zellis
Zellis is built for highly regulated industries like financial services, helping you reduce manual effort, stay compliant, and support your people more effectively.
