CIPD HR Pulse Report Supported by Talking Talent
Building the capability behind the people agenda. The CIPD HR Pulse Report 2026 supported by Talking Talent, explores the priorities shaping the people profession and the capabilities needed to meet them.
Explore the HR Pulse Report 2026
- The report provides a benchmark for the profession, based on the perspectives of 883 UK people professionals
- It highlights the latest views of both CIPD members and non-members across several key areas of people practices
CIPD HR Pulse Report 2026
Insights highlighting current priorities, challenges and opportunities for HR and Talent teams
Working with the CIPD
The world of work is changing fast. Expectations of leaders are evolving, workforce planning is becoming more complex, and people professionals are being asked to deliver greater strategic impact than ever before.
Working with the CIPD, Talking Talent is helping bring evidence-based insight, practical tools and meaningful conversations to the HR community.
Together, we are committed to supporting HR and people professionals with the research, perspectives and development opportunities they need to navigate change, build capability and create better workplaces.
91 %
Organisational performance is a top priority91 %
Supporting line managers matters82 %
Leadership capability is a core focus
The people agenda is changing.
CIPD HR Pulse Report 2026 supported by Talking Talent
People teams are under pressure to help organisations perform better, develop stronger leaders and prepare for the skills they’ll need in the future. At the same time, they’re navigating changing expectations, new technologies and growing demands on their own time and expertise.
The CIPD HR Pulse Report 2026: Inside the people profession, supported by Talking Talent, explores the priorities shaping the profession today and what 883 UK people professionals say about their ability to deliver on them.
The findings highlight where progress is being made, where challenges remain and where there may be a need to think differently. They’re a timely opportunity to step back from the day-to-day and ask whether the people function is building the capabilities it needs for what comes next.
What comes next?
Priorities are clear. Building the capability is the challenge.
The research shows that people teams understand what matters to their organisations. Improving organisational performance and supporting line managers are top priorities, while leadership development, workforce planning and change readiness are also high on the agenda.
But recognising a priority and having the capability to deliver it are two different things. The report highlights where people teams may need more support, from developing specialist skills and making better use of AI to demonstrating the impact of their work.
There’s also a wider question about how the profession itself is supported to keep developing. People professionals are dealing with high emotional demands and competing expectations, while the skills needed to shape the future of work keep evolving.
For organisations, the opportunity is to look beyond the priorities themselves and consider what will help their people teams turn good intentions into meaningful progress.
What you’ll learn
What the findings mean for your people strategy
The report offers a closer look at what people teams are prioritising, where they’re facing challenges and what this could mean for the future. Explore the findings to help inform your thinking and identify where to focus next.
You’ll discover:
- Leadership and manager capability: why developing the people who lead and manage others remains central to organisational performance.
- Future skills and workforce planning: where people teams are focusing and how they can prepare for changing capability needs.
- AI and changing ways of working: what the findings reveal about adoption, training and confidence with emerging technology.
- Impact and strategic influence: how people functions can strengthen their connection to business priorities and demonstrate their contribution.
- The experience of the profession: what people professionals say about their prospects, pressures and access to development.
What is the CIPD HR Pulse Report 2026?
Inside the people profession is the CIPD’s HR Pulse Report for 2026, supported by Talking Talent. It explores the priorities shaping the people profession, the capabilities people teams need to deliver them and the challenges ahead, based on what 883 UK people professionals told the CIPD.
What are people teams’ top priorities in 2026?
According to the CIPD’s 2026 research, people teams’ top priorities are improving organisational performance and strengthening line managers’ people management capabilities, both cited by 91% of respondents. These are followed by developing leadership capability (82%), workforce planning and skills forecasting (78%), and improving organisational readiness for change (77%).
What challenges do people professionals face?
Recognising a priority and having the capability to deliver it are different things. The report highlights where people teams may need more support, including specialist skills, making better use of AI and demonstrating the impact of their work, alongside high emotional demands and competing expectations.
How can people teams build the capability behind their priorities?
Check whether the team has the skills, support and confidence to deliver each priority, then invest where it makes the biggest difference: developing leaders, equipping line managers, building confidence with AI and measuring impact so the contribution is visible.
Words from our CEO
The people agenda is closely tied to business performance, but priorities alone won’t deliver the change organisations need. We have to look at the capabilities behind those priorities: how we develop leaders, equip managers and help people adapt as work changes. That’s where people strategy can make a lasting difference.
Why Talking Talent?
Coaching-led development from specialists in people, progression and workplace change
Talking Talent is a global coaching consultancy that works with organisations and individuals to help people thrive through the moments that shape careers, leadership and working lives.
We work with organisations and individuals to support progression, confidence, inclusion, wellbeing and leadership growth. Our coaching combines deep human insight with practical action, helping people move forward in a way that feels personal, relevant and sustainable.
Human
We meet people where they are, with coaching that creates space for honest reflection and useful progress.
Practical
Every conversation is designed to help translate insight into action.
Evidence-informed
Our work is shaped by behavioural science, coaching practice and years of experience supporting talent across global organisations.
Inclusive
We recognise that people experience work differently, and that progression often requires both personal support and system-level awareness.