Finance and Transformation Trends Hiring activity across insurance has remained steady but highly targeted. Demand continues for commercially focused finance professionals, particularly FP&A and cost business partners, as firms prioritise efficiency and control in a more selective market. Data analytics and automation capability is increasingly expected, even within traditional finance roles. Transformation remains a core feature of the market. Two-thirds of insurers are planning system upgrades or new implementations within the next two years, with ongoing investment in core finance platforms and large-scale transformation programmes across both broking and carrier environments. Significant private equity investment over recent years has also driven increased acquisition activity across the sector, resulting in a growing number of post-deal integration programmes and finance-led transformation initiatives. Where Capability Is Limiting Progress Specialist capability remains the defining constraint. Despite stable confidence levels, two-thirds of organisations report difficulty hiring in areas such as data, compliance, underwriting, and change. Competition is most acute for professionals with prior experience delivering similar regulatory or transformation initiatives. Retention confidence remains slightly lower than attraction, reflecting sustained competition for experienced professionals and limited permanent change capability across the market. Hiring Outlook Demand for finance, transformation, and data professionals is expected to remain strong throughout the rest of 2026. As regulatory expectations and system modernisation continue, competition for specialist capability will intensify, particularly where experience is critical to delivery and governance. Organisations that invest early in capability, clarity of mandate, and long-term development will be best placed to maintain momentum as the market remains selective rather than expansive. Advice to Hiring Managers Be clear and decisive. Lengthy or uncertain processes risk losing strong candidates in a competitive but cautious market. Focus on capability over headcount. Depth of experience, particularly in transformation, data, and regulated environments, will deliver greater long-term value. Reward should be viewed holistically. Progression, stability, and organisational credibility are increasingly influential alongside salary when candidates assess opportunities.
17
Made with FlippingBook - professional solution for displaying marketing and sales documents online