How funding, regulation and sustainability are changing housing recruitment

If you work in the UK’s housing sector, you’ll know that in the past year there have been some major changes: new regulations, government investment and bold sustainability targets. Evolving requirements like Awaab’s Law, tight funding deadlines from schemes such as the Warm Homes Plan, and the push towards net zero are not only reshaping how organisations operate, but fundamentally changing who they need to hire. There’s an urgent need for new skills and specialised roles within housing associations which impacts the positions organisations are recruiting for. 

In this blog we look at the key factors influencing hiring decisions, how housing teams are evolving, and the roles that are now in the highest demand. We will also provide practical insights for both candidates looking to get into or advance within the sector and for employers aiming to attract and retain top talent in this increasingly competitive market. 

What’s driving housing recruitment? 

There are several interconnected factors that are currently influencing recruitment activity in the housing sector: 

Investment programmes and delivery deadlines:

Major investment programmes are injecting billions into upgrading the UK’s housing stock. Although extremely positive for the sector, this capital does come with strict conditions and deadlines – and that means that organisations need to recruit quickly. If they’re to deliver large-scale projects on time and within budget, teams need to be fully staffed and equipped with highly skilled project and delivery professionals. 

Decarbonisation commitments:

The country’s commitment to achieving net zero has placed a spotlight on certain sectors, including housing. Organisations must now deliver on targets to reduce emissions and improve the energy efficiency of their properties. This has naturally created a surge in demand for new technical and strategic roles with a focus on specialities such as retrofit delivery, energy performance analysis, and long-term sustainability planning. In addition, housing associations and local authorities are working towards a significant milestone: improving the energy performance of their housing stock to EPC rating C by 2030. Meeting this target requires large-scale retrofit programmes, upgrades to insulation and heating systems, and careful long-term planning. As a result, organisations increasingly need professionals with experience in energy efficiency projects, retrofit coordination, and sustainability strategy to help deliver these improvements at pace. 

Targeted funding schemes:

National initiatives, such as the Government’s Warm Homes Plan, are also responsible for accelerating recruitment for specific skill sets. To access and use this funding effectively, employers need specialists in place before key funding milestones. As a result, there is more competition for candidates with proven experience in completing energy efficiency projects. 

Regulatory and resident safety requirements:

Following events like the Grenfell Tower tragedy and the subsequent focus on tenant welfare, highlighted by initiatives such as Awaab’s Law, there’s a strong emphasis on the condition of properties, compliance, and resident safety. This is creating continued demand for roles such as surveyors and compliance managers who can ensure homes are safe, and all legal duties are met. 

Increased regulatory scrutiny and accountability: 

The Regulator of Social Housing has strengthened its approach through enhanced Consumer Standards and a more proactive inspection regime. Housing providers are now subject to greater oversight, with a clear expectation that boards and executive teams demonstrate robust governance, risk management, and transparency. This heightened accountability is influencing recruitment at all levels, from compliance and assurance specialists through to senior leaders who can evidence strong regulatory knowledge and drive organisational improvement. 

How housing teams are evolving 

In line with regulations and commitments, housing organisations are strengthening their teams. They’re rethinking traditional roles. They’re aiming for more integration, specialisation, and a more project-oriented approach that includes: 

Embedded sustainability:

Sustainability is no longer a niche concern managed by a separate department. It is now everyone’s responsibility, with sustainability principles increasingly embedded across all functions, from asset management and finance to housing management and maintenance. For instance, modern maintenance now goes beyond basic repairs. It involves implementing continuous, proactive measures. Sustainable practices are essential not only for meeting increasingly strict energy efficiency and environmental standards, but also for prolonging the life of housing stock, reducing long-term operational costs, and improving resident health and comfort. Maintenance activity is now an important feature of many wider organisational objectives. 

Dedicated compliance teams:

In contrast to sustainability, compliance has moved in the opposite direction. What was once a shared responsibility, often managed collectively by housing officers, property managers, asset teams and senior leaders, with each playing their part in interpreting and acting on regulations as part of their individual roles, has now shifted towards dedicated, specialised compliance teams. 

Integrated project delivery:

Asset, safety, and environmental specialists are now working more closely together. This collaboration ensures that investment, safety, and sustainability goals are aligned from the outset of any project. 

Project-based hiring:

Organisations are more likely to use project-based and programme-based hiring to bring in specific expertise for fixed-term initiatives. This allows agility when responding to time-sensitive funding and tight delivery deadlines. 

Housing roles currently in demand across the sector 

Some of the most critical positions for delivering on the UK housing sector’s core priorities of safety, sustainability, and property improvement are: 

Retrofit and delivery roles: 

To meet decarbonisation targets and utilise funding like the Warm Homes Plan, roles such as Retrofit Coordinators, Contract Managers, and Project Managers are essential. They plan, coordinate, and deliver the large-scale improvement works required to enhance energy efficiency, improve properties to EPC rating C and above, and meet required EPC standards across housing portfolios. 

Housing management roles:

Alongside physical upgrades, there’s also a fresh focus on resident support. That means that roles such as Tenancy Management Officers, Tenancy Advisors, and Customer Insight Managers are sought after to ensure tenant stability and support residents through periods of change. This focus on resident support also reflects the need for organisations to align with evolving regulatory requirements, including Awaab’s Law. 

Sustainability and environmental roles:

To ensure they have a long-term strategy in place, organisations need Sustainability Managers and ESG (Environmental, Social, and Governance) Specialists. These professionals support strategic planning, monitor performance, and ensure housing portfolios contribute to climate resilience and environmental improvement, while aligning with organisational sustainability strategies and wider objectives such as the Government’s net zero targets. 

Asset, surveying, and property roles:

Investment decisions rely on accurate data. That’s why Surveyors, Property Managers, and Asset Specialists – those who provide the critical technical insight needed – are currently in high demand. 

Compliance and regulatory roles:

The heightened regulatory environment has made Compliance Managers and Building Safety Professionals indispensable. These positions help organisations meet their legal responsibilities, manage risk, and maintain safe housing standards for residents – essential following the tragedy at Grenfell. 

Trades and maintenance roles:

Delivering improvement works depends on having skilled tradespeople in place. Multi-trade Operatives, Plumbers, and Joiners with experience in modern, energy-efficient technologies are vital for completing retrofit programmes and maintaining housing stock to a high standard. 

Skills housing employers are prioritising 

Across all these roles, employers are consistently seeking a blend of technical expertise and crucial soft skills. In particular, they’re looking for: 

• Regulatory knowledge: A deep understanding of housing regulation, building safety standards, and compliance requirements is non-negotiable. 
• Project delivery experience: Proven experience in delivering projects or programmes on time and to budget is important, particularly for roles tied to funded initiatives. 
• Stakeholder engagement: The ability to work collaboratively with residents, internal departments, and external partners is essential for successful project delivery.
• Professional accreditations: Relevant technical or professional accreditations, such as PAS 2035 certification for retrofit roles, can significantly strengthen a candidate's profile. 
• Cross-departmental collaboration: As teams become more and more integrated, employers need individuals who can work effectively across different functions. 

What this means for candidates

For candidates, the housing sector offers a wide range of opportunities for both professional and personal growth. There are clear pathways for career progression and development, especially for those with backgrounds in sectors such as construction, engineering, or energy. A career in the housing sector can be really meaningful and can offer the chance to pursue a purpose-driven career where you can have a direct, positive impact on communities. Candidates are in a strong position and are valuable assets to employers, especially those who can demonstrate: 

• Transferable skills: Professionals from construction, engineering, and energy sectors will find their project management and technical skills are highly transferable. 
• Valuable qualifications: Investing in qualifications that support progression, such as project management credentials or PAS 2035 certification, will make you a more attractive candidate. 
• Relevant experience: When applying for roles, clearly demonstrate how your experience aligns with the key drivers of regulation, funding, and sustainability. Highlight your ability to work in integrated teams and manage complex projects. 
• Your passion for making a difference: Housing is increasingly attracting professionals from other industries who are drawn to the opportunity to make a tangible impact on communities and contribute to significant social and environmental goals. 

What this means for employers

In markets where competition for talent is high, success depends on a clear and strategic approach to recruitment. This should include: 

• Precisely defining roles and expectations: This will help attract candidates with the right skills and experience. 
• Offering competitive salary and benefits: A competitive package is vital to retaining top professionals, particularly in key areas such as retrofit, compliance, and building safety. 
• Developing a strong employer brand: By highlighting your commitment to sustainability, resident wellbeing, and ongoing employee development, you can set your organisation apart. 

Remember to be prepared for competition, especially for professionals with niche skills in retrofit, compliance and building safety. By investing in these areas, employers can create a motivated, high-performing workforce that’s ready to meet the sector’s evolving demands. 

In summary, housing recruitment is currently undergoing rapid but meaningful changes driven by ambitious government targets, stricter regulatory frameworks, and a renewed focus on sustainability and resident wellbeing. For candidates, this means access to purpose-driven roles where your skills can shape the future of housing and positively impact communities across the UK. For employers, the demand for specialist expertise has never been higher, making it more important than ever to refine your talent strategy and stand out as an employer of choice.  

Navigating these changes may be challenging, but for those who are ready to adapt, there is real opportunity to lead, influence, and thrive in one of the most vital sectors today. 

Whether you’re an building a team for the future or a seeking a rewarding career, adapting to these changes is your key to success. 

If you’d like to discuss your housing or property services recruitment needs or explore current opportunities in the sector, contact the specialist Housing & Property Services team at Sellick Partnership today.