2024

What is the HR Business Partner Career Path?

The HR business partner career path is a series of job roles an individual takes to reach the HR business partner post and progress further in this career.

HRIS certifications and suitable qualifications relevant to the HR field elevate your chances of landing a better HR business partner job.

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This article provides information on the job options available to become an HR business partner and the career path for the HRBP position. Let’s start.

This article provides information on the job options available to become an HR business partner and the career path for the HRBP position. 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:

HR Business Partner Associate

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

They are responsible for partnering 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.

Perks of HR business partner model

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

Job Responsibilities

Here are the mandatory job responsibilities for an HRBP associate:

  • 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’s 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 navigate the firm’s flat organizational structure best
  • 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 with 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 providing ad hoc support for the global HR teams

Preferred Skills and Qualifications

Here are the required skills and qualifications for an HRBP associate:

  • Education: Bachelor’s degree in business administration, human resources, or any other related field
  • Experience: At least 2-3 years working within an HR function (prior experience in technology or services industries) with experiences in HR generalist activities, such as employee relations, talent management, compensation, performance management, and recruitment. Experience with HRIS systems such as Greenhouse, Culture Amp, and other methods such as Confluence and JIRA.
  • Proficiency: Expertise in employee immigration, benefits, payroll, mobility, and compensation to cross-train with colleagues. Proficient in managing and thriving in ambiguity by dealing with issues that do not always have a process or system
  • Skills: Creative, growth-minded, collaborative, and people-focused contributor who demonstrates proven success with relationship building, accountability, creativity, follow-through, and detail orientation

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 services, and provides strategic HR advice.  They also work with HR groups and people managers to support the business with strategic HR interventions and the HRBP model.

HR business partner duties you should be familiar with

The junior HR business partner is a versatile self-starter who partners with business leaders, enabling teams to do their best work and increasing employee satisfaction and engagement.

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 support
  • Serve as a partner to VPs and managers, making data-driven recommendations for performance, engagement, and retention improvements
  • Advise and coach 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 legislation
  • 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

Here are the preferred HBRP skills and qualifications:

  • Education: Minimum of a bachelor’s degree with HR certification
  • Experience: 1 to 3 years in an HR role
  • Skills: Skills in demonstrating results in coaching and counseling effective employee relations
  • Proficiency: Flexible and comfortable with multitasking. Results-oriented with the ability to work within demanding time frames. Proficient knowledge of labor law and compliance
  • Abilities: Self-starter with a proven ability to work. Detail-oriented, creative, and possess strong analytical, problem-solving, and decision-making abilities

Senior HR Business Partner

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

A good business partner knows what a business needs to hit its financial goals.

HR business partner career path

These professionals must exhibit proficiency in recruiting, managing, and employee benefit principles. 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 a senior 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 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 ensure training objectives are met

Responsibilities of Senior HR Business Partner

Preferred Qualifications and Skills

Preferred Qualifications and Skills

Here are the mandatory qualifications and skills for a senior HR business partner:

  • Skills: Excellent written and verbal communication, customer service and interpersonal skills, attention to detail, and organizational skills. Time management skills and an ability to meet deadlines. Excellent problem-solving skills and analytical skills
  • Abilities: 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 practices related to these factors
  • Proficiency: Expert in Microsoft Office suite or related software. 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
  • Experience: Minimum of 5 to 8 years of experience in resolving employee relations issues
  • Education: Bachelor’s or master’s degree in strategic human resource management or a relevant field

Our top-rated HRBP certifications provide insightful information on HRBP job roles, HRBP skills, and duties. Take a look here:

HR Business Partner Certification

Conclusion

The HR business partner role is an excellent career choice for progressing in human resources. To excel in the human resources business partner career, upskill your knowledge based on this role’s objectives, advanced skills, knowledge, and long-term goals.

FAQs

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

Is HR Business Partner a Good Role?

As per Glassdoor, a general HR professional or HR recruiter has a median salary of $68,000 per year in the United States. 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 individual to consider the HRBP career path. Hence, based on these salary figures, the HR business partner’s role is rewarding.

How Important Are HR Business Partners for the HR?

The human resource department relies on the HR business partners to learn about workforce productivity and strategies for extracting even more from the employees. A human resources department doesn’t do well if the HR business partners don’t provide valuable insights into how the employee’s performance affects the organization.

What Industries Need Human Resources Business Partners?

Almost all businesses need human resource professionals and business partnerships to move in the right direction by finding the best-suited talent based on organizational objectives and goals.

All industries need HR, such as:

  • Software
  • Medicine
  • Health care
  • Government
  • Insurance
  • Manufacturing
  • IT

What does it take to become a successful HR business partner?

Becoming a successful HR business partner (HRBP) requires a blend of skills that go beyond traditional human resources functions. To excel in this role, HR professionals need strong business acumen, excellent communication skills, and the ability to align HR strategies with business strategy. A successful HRBP acts as a trusted advisor to senior leaders, helping to shape and support organizational goals through people management, talent development, and strategic workforce planning.

How do HR professionals transition into an HR business partner role?

Transitioning into an HR business partner role often starts with building a solid foundation in traditional HR roles such as recruiting, talent management, or employee relations. From there, gaining exposure to business operations and strategy is crucial. HR professionals who wish to make this transition should focus on developing a deep understanding of business strategy, as well as honing their analytical and consultative skills. Networking within the organization and taking on projects that align HR initiatives with broader business objectives can also help to pave the way to this career path.

What are the core responsibilities of an HR business partner?

An HR business partner plays a strategic role within an organization, focusing on aligning HR strategies with the company’s overall business strategy. Their responsibilities include advising leadership on talent management, organizational structure, workforce planning, and employee development. They also ensure that HR initiatives support the company’s long-term goals, often serving as a liaison between the HR department and other business units to ensure smooth integration of HR solutions.

How does an HR business partner contribute to overall business strategy?

An HR business partner contributes to business strategy by ensuring that HR initiatives are designed to meet the needs of the organization and drive its success. They collaborate with senior leaders to understand key business objectives and align HR strategies accordingly. This can include developing talent pipelines, improving employee engagement, and ensuring the company has the right people in the right roles to achieve its goals. By focusing on both people and business outcomes, HRBPs help bridge the gap between HR and business strategy.

What skills do HR professionals need to thrive as HR business partners?

HR professionals aspiring to become successful HR business partners need a combination of soft and technical skills. Soft skills like communication, relationship-building, and problem-solving are essential, as HRBPs work closely with leadership and employees at all levels. On the technical side, a deep understanding of HR strategies, data analytics, and how HR can drive business outcomes is crucial. HRBPs also benefit from having financial literacy and the ability to interpret key business metrics, which allow them to support the company’s business strategy better.


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 the human resources business partner realm, build your HRBP network, craft a great HRBP resume, and create a successful HRBP job search strategy.

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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.