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As Singapore continues to solidify its position as a global financial and digital hub, 2025 promises transformative changes in its talent landscape. From the rapid adoption of AI technologies to shifts in regulatory compliance, domestic banking expansion, and an increasing emphasis on diversity, equity, and inclusion, these developments are reshaping the skills and expertise employers seek.

In this article, we delve into the top ten talent trends that are defining the future of work in Singapore. Whether it’s the growing demand for AI specialists, data-savvy sales professionals, or senior leaders with regional expertise, the insights ahead will help businesses and professionals stay ahead in an evolving job market.

Read on to explore the trends driving Singapore’s workforce forward.

1. Financial expertise fuels corporate growth

Encouraged by top-level briefings to reassure international banks of its stability and neutrality whilst navigating the rising tensions between the west and China, Singapore’s corporate banking sector will see an expansion of multinational corporations (MNCs) seeking to establish themselves in Singapore, hoping it will boost the economy, create jobs, and strengthen the country’s already robust financial hub. Concurrently, there has been a government-led drive for domestic banks to expand overseas, with local government offices offering assistance in the establishment of overseas operations. With the disruptions these changes have and will continue to usher in, employee skill requirements have also shifted. Companies are thus seeking financially savvy professionals, particularly assistant relationship managers who can not only offer support in KYC, onboarding, and documentation, but also have credit background knowledge and are abreast of the latest developments in their sector.

2. Caution and competition define Banking & Financial Services talent search

Though overseas expansion continues apace, domestically the Banking & Financial services industry (B&FS) is exercising caution due to economic uncertainty, leading to a conservative approach to hiring. One key symptom of this is the noticeable move towards outsourcing to other countries in order to cut down operational costs. However, this is bringing significant challenges, such as more complex regulatory compliance and the inefficiency inherent in attempting to maintain consistent service quality across numerous countries. A further result of this reduction in headcount expansion is a shift towards a more competitive talent landscape, potentially reshaping workforce dynamics and talent acquisition strategies. In this competitive market, hiring for roles in payment operations, trade support operations, fund operations and KYC operations is most prominent.

3. Tackling regulatory complexity with skilled compliance talent

With so much activity in Banking & Finance, regulatory scrutiny is heightened, necessitating sophisticated compliance solutions. In order to ensure adherence to evolving regulations, mitigate risks, and maintain integrity and reputation, it is crucial that institutions collaborate with regulatory authorities, focus on a compliance-centric culture, and utilise data governance platforms for timely updates and data-driven insights. In addition, employers should prioritise employee development through frequent regulatory update training, professional certifications, such as CAMS, CCP, CRM and cross-functional training. Strategic recruitment also plays a crucial role, involving external consultancy firms and hiring experts from adjacent industries. In particular demand are candidates that specialise in anti-money laundering and know your customer regulations to ensure adherence to financial laws. Additionally, understanding global financial regulations, data privacy laws – including GDPR compliance – and environmental, social and governance principles is vital.

4. Digital innovation shifts marketing skills demand

Over the past five years, Singapore’s digital economy has provided a significant contribution to the country’s gross domestic product with important increases in compound annual growth rate. As the Infocom Media Development Authority considers innovation key to the long-term competitiveness in this digital economy, there has been a notable shift towards digital proficiency in marketing, as companies leverage advanced analytics to gain deeper insights into customer behaviour. Furthermore, marketers are adopting innovative technologies like chatbots and predictive analytics, as a consequence of the robust online presence required by social media and digital platforms. As a result, employers are increasingly prioritising candidates proficient in AI tools and techniques, including data analysis, machine learning algorithms, and automation software. Digital marketers must equip themselves with the necessary AI tools and knowledge to remain competitive.

5. AI talent shortage spurs intense recruitment race

With companies across various industries investing heavily in AI technologies to gain a competitive edge, some 50 per cent of Asia/Pacific-based Top 2000 organisations are predicted to have adopted AI-driven headless business intelligence by 2026 (1). As a consequence, the demand for AI talent is at an all-time high, though employers are finding that there is a significant shortage of skilled professionals who can develop and deploy AI solutions, leading to intense competition among companies to attract and retain top AI talent. To do so, companies need to offer more than just competitive salaries. They must also provide opportunity for career growth, a sense of belonging, and a supportive work environment. As an alternative remedy, many organisations have stepped up focus on reskilling and upskilling their existing employees to meet the demand for AI skills.

6. Demand grows for data-savvy sales professionals

This intense, across the board implementation of AI-focused business systems means that digital transformation is set to continue apace throughout all Singapore industries. Consequently, employers in sales are increasingly prioritising candidates who are adept in digital sales tools and customer relationship management systems, as well as those capable of leveraging data analytics to drive sales strategies. There is also a notable emphasis on soft skills as businesses seek out salespeople who can build lasting relationships in an increasingly competitive landscape. As the competition for top sales talent intensifies, organisations are enhancing their value propositions, offering competitive compensation packages, and opportunities for professional growth.

7. Singapore embraces well-being in evolving work models

Although there are signs that fewer employers support fully remote work arrangements for workers, much of Singapore’s workforce has highlighted a good work-life balance as a primary factor when choosing an employer as per data uncovered in the 2024 Hays Asia Salary Guide. To help navigate these seemingly opposing positions, the Singapore Ministry of Manpower and the Tripartite Alliance for Fair and Progressive Employment Practices have introduced the Tripartite Guidelines on Flexible Work Arrangement Requests. As a result, companies are looking to enhance the employee experience through creative solutions that cater to diverse work environments. In addition, well-being programs have become integral to HR strategies, as companies prioritise mental health support to boost productivity and retention. Organisations are developing initiatives to promote a healthy work-life balance, recognising the importance of mental health post-pandemic.

8. Singapore’s workplaces embrace DE&I in talent search

Diversity, Equity, and Inclusion (DE&I) is a key priority in Singapore’s corporate culture, and though the majority of companies have a DE&I budget, 47 per cent of women and 68 per cent of minorities feel that they have found their career advancement has been held back (2). In 2025, companies will be looking to rectify this through employee resource groups (ERGs) to actively support inclusion, and HR departments enhancing DE&I practices to foster a stronger sense of belonging. Meanwhile, at the onboarding level, more organisations are emphasising diverse hiring practices, ensuring more inclusive workplaces, further improving staff well-being through improved workplace culture and an increased sense of belonging. Concurrently, candidates are showing a keen interest in company DE&I practices, so recruiting companies should emphasise their DE&I strategies to attract top level talent.

To learn more insights around the practice of DE&I in Singapore, Hays in the last month have recently released their new report that delves into how organisations can build inclusive hiring practices.

9. Offshoring and gig trends shape HR strategies

From January 1, the Platform Workers Bill, a new law recognising ‘gig’ workers as their own distinct legal category, will come into effect, offering the 70,500 individuals known as ‘platform workers’ greater security and similar protections provided to their permanently employed counterparts. In addition, in order to better adapt to economic uncertainties, more organisations are exploring offshoring options, leading not only to reduced costs, but also an increase in global workforce integration. These two seismic shifts are set to revolutionise HR functions, meaning that HR professionals will be required to be up to date with the changes, and perhaps upskill appropriately. However, HR professionals who are nimble enough to adapt to these new trends and seize opportunities created in this new environment will find themselves in most demand.

10. Regional exposure sparks demand for senior professionals with coverage of emerging markets within Financial Services

Southeast Asia has recently been referred to as ‘the world’s economic dark horse’ due to the rapidly evolving economies within the ASEAN region. Having remained resilient in spite of various international tensions across the globe, Financial Services organisations in Singapore, including digital banking ventures and corporate banking groups, are increasingly able to expand their AI portfolio optimisation tools. As a result, they are actively branching out to neighbouring ASEAN countries such as Vietnam, Indonesia, Thailand and Malaysia, whilst keeping their centralised hub in Singapore. 

This continued expansion is expected to gather momentum over the coming 12 months and will create demand for senior talent who can navigate regional market dynamics and the challenges that can arise. 

(1) IDC: Half of Asia’s Top Firms to Embrace AI-Driven Headless BI and Analytics by 2026
(2) 2024 Hays Asia Salary Guide

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