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HR Datahub Salary Benchmarking Platform
Make Every Pay Decision One You Can Defend
The pay decisions you're making today, across every role and every team, are shaping the business tomorrow. We give you the live UK pay evidence you need to make them with confidence, specific to every role and location.
Pay reviews that need defending. Competitive offers that need to go out today. Top performers at risk of leaving. These are high-stakes moments happening across the organisation constantly.
Most companies are making those decisions without the specific, real-time data they need, and the cost adds up fast: pay drift nobody caught, offers that couldn’t compete, resignations that didn't need to happen.
HR Datahub is the layer behind those decisions. A live pay data platform fed by millions of job postings, updated daily, specific to role, location, seniority, and industry.
The right data, when it matters most.
The real-time way to benchmark pay
Every decision made with evidence you can point to
Search live pay data for any role, any location, drawn from +40 million job postings and updated daily. Pull benchmarks in minutes and walk into any pay conversation knowing the numbers reflect the market as it stands today.
You decide what matters. We help you find it.
Every organisation benchmarks differently. Search the exact parameters that are relevant to your business and see a clear, comparable picture of where you sit.
See where you sit in the current UK market for the exact role, location and seniority you need.
One consistent method behind every salary benchmark.
Save benchmarks, build collections, and share across your organisation using the same methodology and parameters every time.
The whole team benchmarked the same. A structured system for every role.
Built to empower your HR team
"HR Datahub gives me real confidence in my decision making. It makes my pay conversations more productive, especially where it’s harder to agree salaries without the backing of solid evidence.”
Of all the years I’ve been working in HR and recruitment, I’ve never seen anything that enables you to get the information you need for salary benchmarking that quickly.
Learn how global insurance broker Tysers uses HR DataHub to validate salary surveys and benchmark pay assessments for all its UK employees.
“It's always good to sense-check the data you're getting from salary survey providers because markets move quite quickly. HR DataHub pay data is right up to date.”
"Thirty depots, one consistent picture of pay. That's what lets us make fair, defensible decisions for every frontline worker, not just the ones whose depot happened to have time to check."
“HR Datahub delivers the right pay data instantly, freeing us up to focus on our people.”
Pay evidence for the
moments that matter most
Pay Review Season
Hiring in a Competitive Market
Retention Risk
Reward function for Lean Teams
Budget Planning
Numbers that hold up
The pay review is due, and last year's data is already out of date. Leadership needs recommendations that hold up.
HR Datahub gives you live pay data for every role, from today’s market, so you can walk into those conversations with numbers you can point to.
Walk in with evidence. Leave with confidence. Not just once, across every pay cycle, all year round.
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Move first with the right offer
You've found the right candidate, but so did someone else. Your offers need to win the candidates without blowing the budget.
Search the live market by role and location to see exactly where you sit to get an offer out the door before they move on.
Make the right offer at the right time. Evidence behind every offer builds a team you can afford to keep.
Close the gap before it costs you someone
People don't leave overnight. By the time someone hands in their notice, the pay drift between you and the market has been growing for months, and your employees are noticing.
Track pay trends over time and spot where you're falling behind. See what your employees are seeing and start every conversation from the same numbers.
Get ahead of the gap before it gets ahead of you. Speak the same language as your team every time pay comes up.
Specialist depth without hiring the specialist
You're managing pay across multiple roles, locations, or sites without a Reward Specialist, and without the time to become one.
Every new role or location means starting from scratch, trying to balance market norms with business needs. HR Datahub gives you the same depth of data a dedicated Reward function would use, built to be used by a team of one.
You don't need a whole Reward team to give your people the pay experience they deserve.
Have the right answers before Finance asks
Finance wants to know whether the pay budget is efficient. That means showing where you're in line with the market, where you're not, and why.
Pull current pay data across your whole organisation by role, function, and seniority, and go into the conversation knowing exactly where you stand.
Lead the conversation with evidence, not estimates.
Pay evidence for the sectors you work in
Logistics
Manufacturing
Retail
Hospitality
Care
Field Services
Logistics
Manufacturing
Retail
Hospitality
Care
Field Services
Finance
Insurance
Leisure
Energy
Retail
Hospitality
Utilities
Finance
Insurance
Leisure
Energy
Retail
Hospitality
Utilities
Frequently Asked Questions About HR Datahub
Do I need to submit data on HR Datahub?
No. HR Datahub is built on live external market data, not customer submissions. You get the same live UK pay evidence base from day one, without needing to contribute your own data first.
No infosec review to work through, no waiting to build up a shared dataset, and no reliance on how much other companies choose to share. Your pay decisions stay confidential to your business.
How does HR Datahub compare to traditional salary surveys?
HR Datahub is very different from conventional salary surveys, which often take a long time to create and can be months out of date by the time they are published. Salary surveys usually focus on large enterprises to inform an annual strategy view and can eat up valuable time with painstaking cross-checking of company pay rates against survey like-for-likes.
In contrast, HR Datahub gives you a forward-looking view of what the market is offering right now, refreshed continuously and specific to the exact role and location you're deciding on.
We’ve covered the pros and cons of salary surveys in detail if you would like to explore this topic in more depth.
What is HR Datahub?
HR Datahub is a live salary benchmarking platform for HR and reward teams. It gives you current UK pay data, specific to role, seniority, industry and location, so every pay decision is grounded in what the market is doing right now. Not last year's averages or survey estimates. Live evidence you can point to, ready when the questions come.
HR and Reward leaders use HR Datahub insights to discover live market trends, set market-competitive salaries and make confident decisions about pay. It’s the ideal tool for helping you build pay packages with fair and competitive pay.
Where does HR Datahub get its data?
HR Datahub pulls live pay data directly from millions of live and historical UK job postings, refreshed continuously. Every data point is traceable back to the source posting: the company, the date, the salary stated. That keeps our pay insights right up to date and in line with today’s advertised salaries.
HR Datahub’s pay dataset is one of the most comprehensive in the UK, and you can search salaries by job title, business size, industry, competitors and location. You can also drill down into more niche skills with advanced keyword filtering. When you make a pay decision using HR Datahub, you can defend the underlying evidence line by line.
Who uses HR Datahub?
HR and reward teams at UK mid-market businesses, typically 200 to 2,000 employees. That includes HR Managers making day-to-day pay decisions, Reward Specialists building defensible pay frameworks, and HR Directors and finance leaders using it as the shared evidence base for board-level conversations.
Most of our customers work in logistics, manufacturing, retail, hospitality, care, and other operationally-led sectors.
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