Frankie Glarvey
Manager - Europe
Poland’s HR market is in a transition phase. Across Industry & Science sectors, HR leaders are facing both structural challenges and exciting opportunities to reposition their function as a driver of people agenda and business strategy. Once seen as a key hub for shared service centres (SSCs) and business process outsourcing (BPOs) where HR functions were often transactional (payroll, administration, compliance, employee data), Poland has experienced several shifts that have elevated HR into a much more strategic and business-critical role.
- Shared services have matured into Global business services and Centres of Excellence
- HR hubs in Poland now handle talent strategy, workforce analytics, change management and employee experience for global organisations
- Poland has emerged as a leader in AI Adoption with over 63% of professionals already using generative AI
- HR teams are embedding AI into recruitment, workforce planning and learning & development
In industries like manufacturing, energy, logistics and FMCG, the skills gap is forcing HR to lead on talent pipelines, training programmes and retention strategies. Shortages of engineers, digital logistics specialists and energy technicians mean HR is no longer about filling vacancies – it’s about building the future workforce and being a true strategi partner to the business. This causes an exciting shift for HR that has different characteristics for each industry.
Manufacturing – is back in growth mode due to investment in automation, green technologies, and process optimisation. Recruitment is competitive which forces HR to expand talent searches beyond local markets. Retention is equally critical as wage inflation heats up. Transactional hiring is evolving into building skills pipelines through training, partnerships with technical universities and early talent programmes.
Energy, Oil & Gas – The dual pressures of decarbonisation and energy security are reshaping this sector. Demand spans renewables, grid modernisation and traditional oil & gas expertise. Talent shortages are most acute in compliance, HSE and technical engineering. Recruitment is slowed by the limited supply of experienced specialists. Upskilling current staff is a huge priority. HR is taking a lead role in workforce transition planning – designing training for new energy skills while managing legacy expertise.
Transport & Logistics – Supply chains are under constant pressure, and digitalisation is transforming logistics operations. Companies need digitally literate managers, analysts and logistics planners. Recruitment is moving towards candidates who can work with AI-driven tools, not just operational know-how. HR is experimenting with AI-enabled recruitment and workforce forecasting, making the sector more agile in talent development.
FMCG – there is fierce competition for skilled workers in production, R&D and commercial roles. Employer branding is becoming as important as salary in attracting talent. Retention is a daily battle. Employers are boosting pay, training and flexible working options. Recruitment teams are under pressure to stand out in a crowded candidate market. HR is spearheading employee experience strategies, from well-being to hybrid work, to secure loyalty in a sector know for high turnover.
The Bigger HR Picture
The challenges for HR in Poland are clear: a shrinking labour pool, intense competition for skilled workers, and rising wage expectations that threaten to squeeze margins. Yet alongside these pressures, the landscape is also creating opportunities that are pushing HR into a far more strategic role. The integration of AI is reshaping recruitment and workforce management, enabling smarter forecasting and reducing reliance on junior roles. At the same time, employers are embracing proactive strategies—whether through targeted upskilling, enhanced employee experience, or more flexible working models—that place HR at the heart of business resilience. The net effect is that HR in Poland is no longer a support function; it has become central to addressing sector-specific talent crises and unlocking future growth.
Please feel free to connect with Frankie for more information.
