Quote:
Originally Posted by Reiner
I agree that right now there are so many fancy titles being thrown around like HR Business Partner.
A true HRBP will need to have 8-10 years of HR exp and is somewhat close to a director level because as a HRBP you need to advise the business unit on their growth... more strategizing work.
Right now, some companies can give some fresh entry/junior executive the term of HRBP which basically a fancy name for HR admin generalist. I can see that what they do is just mainly coordination and data entry so don't be fooled by the title of HRBP. It's just companies that are following the hype to look cool but has no idea of its function.
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yar this is an unfortunate trend that is happening more & more recently. it used to be HRBPs were either very senior and seasoned HR professionals or basically senior managers outside HR who know the biz well & take on an advisory role specializing in people matters.
nowadays many companies are just calling their hr ops generalist HRBP to make it sound big. these so call HRBPs are mostly either youngsters with rudimentary hr exposure or old aunties who have almost no understanding of the business, zero financial knowledge and only exp in doing standard recruitment, payroll and training.
so now we are stuck in a situation where we have to use current pay as a proxy to gauge the candidate's real jd regardless of the title. but sometimes it is not very accurate also and we need to interview further to find out more.