Unveiling the Hierarchy: Is HR Business Partner Higher than HR Manager?

In today's dynamic business environment, the role of Human Resources (HR) has evolved significantly. Traditionally, HR managers were responsible for administrative tasks such as recruitment, employee relations, and payroll. However, with the emergence of the HR business partner (HRBP) role, there has been a shift in the HR landscape. This article aims to explore the differences between an HR business partner and an HR manager, and determine whether the former holds a higher position in organizations.

Defining HR Business Partner and HR Manager:
An HR business partner is a strategic role that aligns HR objectives with the overall business goals of an organization. They work closely with senior management to develop and implement HR strategies that drive organizational success. On the other hand, an HR manager focuses more on the operational aspects of HR, overseeing day-to-day activities such as employee onboarding, performance management, and compliance.

Responsibilities and Scope:
While both roles contribute to the HR function, the HR business partner's responsibilities extend beyond those of an HR manager. HRBPs are involved in strategic workforce planning, talent management, and organizational development. They analyze data, identify trends, and provide insights to support decision-making at the executive level. In contrast, HR managers primarily handle employee relations, training and development, and policy implementation.

Level of Influence:
One key differentiating factor between an HR business partner and an HR manager is the level of influence they have within an organization. HRBPs are seen as strategic advisors, working closely with top management to shape the company's people strategy. They have a seat at the table during important discussions and are involved in high-level decision-making. HR managers, while important, typically have a more limited scope of influence and may report to an HRBP or higher-level executive.

Skills and Competencies:
To excel as an HR business partner, individuals need a broader skill set compared to HR managers. While HR managers require strong knowledge of employment laws, labor relations, and HR policies, HRBPs must possess strategic thinking, business acumen, and the ability to analyze data and metrics. They need to understand the organization's industry, market trends, and competitive landscape to develop effective HR strategies that drive business outcomes.

Career Progression:
In terms of career progression, the HR business partner role often offers more opportunities for growth and advancement. As HRBPs are involved in strategic decision-making, they gain exposure to various aspects of the business and develop a holistic understanding of organizational dynamics. This positions them well for future leadership roles, such as HR directors or even C-suite positions. HR managers, while essential for day-to-day HR operations, may have a more limited career path within the HR function.

Conclusion:
In conclusion, the HR business partner role can be considered higher than the HR manager role in terms of influence, scope, and career progression. While HR managers play a crucial role in managing HR operations, HRBPs have a strategic focus and contribute to the overall success of the organization. However, it's important to note that the hierarchy may vary across different organizations, and the significance of each role depends on the organization's structure, size, and industry.