What is the HR Business Partner Career Path?

A typical career path is defined as a series of jobs that helps employees to achieve their personal life or career goals.

Hence, an HR business partner jobs pathway is the series of job roles an individual takes in their life to reach their career goals and life targets. 

Organizations prefer a minimum of a bachelor’s degree in human resources for an hr business partner position. 

HRIS certifications and suitable qualifications relevant to the HR field elevate your chances of landing a better job and becoming an expert HR professional. 

This article provides solid information on what job options are present to become suited for an hr profession and what the career looks like. Let’s start. 

What Does an HR Business Partner Career Path Look Like?

An HR professional has many options to review and become a better HR business partner in the HR department. 

Here are mentioned some clear career choices you can review to become an HR business partner:

Senior HR Business Partner

A senior-level HR business partner is an experienced human resource professional who works directly with an organization’s senior leadership, like hr managers or the hr director, to develop and direct HR projects that closely support organizational goals and business objectives. 

Being a good business partner means knowing what a business needs to hit its financial goals, how it works.

Simultaneously, these professionals must immerse themselves in the principles of recruiting, managing and supporting employees. As a result, the role places a much higher emphasis on strategy development than other job titles within the HR department.

Job Responsibilities

The primary job responsibilities of an HR business partner include: 

  • Conducts weekly meetings with respective senior hr professionals.
  • Consults with line management, providing HR and business strategy advice when needed.
  • Analyzes metrics and trends in collaboration with the HR group to develop programs, solutions, and policies.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations of company policies.
  • Maintains advanced knowledge of legal requirements related to the daily management of employees, ensuring regulatory compliance and reducing legal risks.
  • Partners with the legal department as required.
  • Provides regular performance management guidance to management, such as counseling, disciplinary actions, coaching, and career development.
  • Works closely with employees and management to build morale, improve work relationships, and increase productivity.
  • Provides HR policy interpretation and guidance.
  • Develops contract terms for promotions, new hires, and transfers.
  • Assists local and international employees with HR-related matters.
  • Provides input and guidance on succession planning, business unit restructuring, and workforce planning.
  • Identifies training needs for individual executive coaching needs and business units.
  • Participates in monitoring of training programs and evaluation to ensure success. Follows up to provide training objectives are met.
  • Performs other related duties as assigned.

Preferred Qualifications and Skills

  • Excellent communication skills, both written and verbal.
  • Excellent customer service and interpersonal skills.
  • Attention to detail and excellent organizational skills.
  • Ability to interpret, apply and comprehend sections of applicable ordinances, guidelines, regulations, and policies.
  • Ability to acquire a detailed understanding of the organization’s qualifications, jobs, hierarchy, and the practices related to these factors.
  • Time management skills and an ability to meet deadlines.
  • Excellent problem-solving skills and analytical skills.
  • Expert in Microsoft Office Suite or related software.
  • Minimum of 5 to 8 years of experience in resolving employee relations issues.
  • Working knowledge of numerous human resource disciplines, including organizational diagnosis, compensation practices, employee and union relations, performance management, diversity, and federal and state employment laws.
  • Bachelor’s degree preferred.

Junior HR Business Partner

The Junior HRBP supports the operational HR team with people-focused activities, collaborates with others to provide day-to-day HR service, provides generalist HR advice, works with groups and people managers to support the business, and supports the HRBP and business with HR interventions. 

The junior HR business partner is a versatile self-starter who is excited about partnering with business leaders, enabling teams to do their best work, and increasing employee satisfaction and engagement. The role is a responsive and visible part of the team. 

Job Responsibilities

The primary job responsibilities for a junior HR business partner include: 

  • Cultivate an understanding of our performance metrics, business, and the teams you will be supporting.
  • Serve as a partner to VPs and managers, making data-driven recommendations for performance, engagement, and retention improvements.
  • Advise and coach our managers to evaluate performance, motivate the team members, and make decisions aligned with the company’s philosophy.
  • Manage operational processes, including reviewing performance documentation and probation letters for employee relations cases.
  • Support the HR Manager with employee relations and underperformance and issues with good judgment and discretion.
  • Collect, report and synthesize people data for the group.
  • Create HR training for managers in international places delivering on employment and law legislations.
  • Take ownership of specific industries and projects as directed by the HR Manager.
  • Build relationships and trust with individual contributors, leaders, and managers.
  • Maintain strict confidentiality to ensure confidence in the organization and the Human Resources function.

Preferred Qualifications and Skills

  • Bachelor’s degree required.
  • Professional HR Certification.
  • 1 to 3 years of experience working in an HR role
  • Workday experience is preferred.
  • Possess skills in demonstrating results in coaching and counseling of effective employee relations.
  • Must be flexible and comfortable with multitasking.
  • Results-oriented with the ability to work within demanding time frames.
  • Need to be a self-starter with a proven ability to work independently.
  • Essential to be detail-oriented, creative, and possess strong analytical, problem-solving, and decision-making abilities.
  • Proficient knowledge of labor law and compliance.

Our highly rated HRBP certifications provide insightful information on HRBP job roles, skills and duties. Have a look at them here:

HR Business Partner Certification


HR Business Partner Associate

An HR business partner role for an associate provides recommendations and assists in developing, interpreting, and implementing human resources policies and procedures to meet organizational needs and comply with federal and state laws.

They are mainly responsible for demonstrating the ability to partner with the People Operations team, which includes Senior HR Business Partners, Talent Development, Talent Acquisition, and Workplace Services, to support the manager and employee population.

The position uniquely centers on developing relationships to support strong company culture and help solve organizational challenges with the HR operational support function.

Companies usually look for a creative, growth-minded, collaborative, and people-focused contributor who demonstrates proven success with relationship building, accountability, creativity, follow-through, and detail orientation.

Look at the detailed qualifications and job responsibilities mandatory for an HR business partner associate’s role. 

Job Responsibilities

  • Partner with the Senior HRBP to identify solutions for improving employee experience, promoting our culture, employee engagement, succession planning efforts, developing leaders, and retention of critical talent with alignment to our company cultural values.
  • Provide support on various HR-related areas such as onboarding, benefits, performance management, training opportunities, and HRIS tasks, and help guide employees on how to best navigate the firm’s flat organizational structure.
  • Guide new managers to strengthen and support their leadership skills in performance coaching, addressing difficult conversations, and general employee relations challenges & opportunities.
  • Execute HR operational procedures with a flexible mindset approach, such as merit and bonus, employee transfers, leave management administration, and termination events within Workday’s global HRIS system.
  • Partner with the international People Operations team to assist with identifying solutions for improving succession planning efforts, employee engagement, and retention of talent aligning to our company’s values.
  • Deep understanding of HR policies, best practices, and HR compliance knowledge with domestic employment law requirements, such as training compliance, Employee Handbook updates, and employment agreements such as non-solicitation, non-compete, and confidentiality obligations.
  • Act with integrity, transparency, and confidentiality while collaboratively providing ad hoc support for the global HR team.
  • Other duties as assigned or needed.

Preferred Skills and Qualifications

  • Bachelor’s degree in Business Administration, Human Resources, or any other related field.
  • At least 2-3 years working within an HR function (prior experience in Technology or Financial Services industry highly desired) with experience in HR Generalist activities, such as employee relations, talent management, compensation, performance management, and recruitment.
  • Experienced with HRIS systems such as Greenhouse, Culture Amp, and other methods such as Confluence and JIRA.
  • Experience or interest in other areas of HR such as immigration, benefits, payroll, mobility, and compensation to be cross-trained with other colleagues.
  • Experience managing and thriving in ambiguity by dealing with issues that do not always have a process or system.


Here’s a list of most frequently asked questions regarding HRBP role:

Is HR Business Partner a Good Role?

A profession in human resources is always rewarding in terms of career progression, salary, and life goals. 

A general HR professional or HR recruiter has a median salary of 69 thousand dollars yearly in the United States of America, as per Glassdoor. The most likely range of an HR business partner is higher than the average salary, inclusive of all the allowances and bonuses. This salary range is pretty appealing for an HR career path. Hence, based on these salary figures, the HR business partner’s role is consistently rewarding. 

Also, remember that as businesses progress, there’s a permanent rise in the need for HR professionals. So, it is undeniably true that HRs will always be in-demand to recruit exceptional talent and experienced employees per the organization’s requirements no matter the progress of industries in this fast-paced digital world.

How Important Are HR Business Partners for the HR?

A human resource department works with total efficiency only if all the HR professionals effectively collaborate and work together. For example, you need an employee relations specialist working with the human resource management team. The same is the case with HR business partners. 

A human resources department doesn’t do well if the HR business partners do not provide valuable insights into how the employee’s complete performance affects the organization. 

The human resource department is entirely reliant on the HR business partners to know about the workforce productivity and the strategies to extract even more from the employees. 

What Industries Need Human Resources Business Partners?

Almost all businesses, industries, and organizations need human resource professionals and business partnering to walk in the right direction by finding the best-suited talent based on the organizational objectives and goals.

This query might even not serve as one for the senior management and business professionals who understand the need for HRs. 

To be more specific, all industries need HR, no matter which:

  • Software house 
  • Medicine
  • Health care
  • Government
  • Insurance
  • Manufacturing
  • IT
  • And many more

All organizations need HR professionals and business partners to target their goals appropriately. 

Hence, if you want to become a human resources business partner with a niche in any industry, you may want to prepare yourself and increase your skills based on that organization’s short objectives and long-term goals mentioned in the HR business partner job openings.



If you are new to Human Resources and are looking to break into an HR Business Partner role, we recommend taking our HR Business Partner Certification Course, where you will learn how to build your skillset in human resources business partner realm, build your HRBP network, craft a great HRBP resume, and create a successful HRBP job search strategy.


Josh Fechter
Josh Fechter is the founder of HR.University. He's a certified HR professional and has managed global teams across 5 different continents including their benefits and payroll. You can connect with him on LinkedIn here.