Hourly Wage for Junior HR Business Partner Salary in the United States

FAQ about Junior HR Business Partner

1. What is the highest salary of HR business partner?

The highest salary for a Junior HR Business Partner is $78,150. Salary data indicates a minimum of $63,780 and a midpoint of $70,510, reflecting a competitive range for this role.

2. What is a junior partner vs senior partner?

Junior HR Business Partners generally have fewer responsibilities and experience less stress compared to Senior HR Business Partners, which can be appealing to some associates. Their compensation typically ranges from $63,780 to $78,150, with a midpoint of $70,510, providing incentives for hard work and retention without the title of partner.

3. What is a junior HR business partner?

The Junior HR Business Partner plays a crucial role in enhancing employee engagement and productivity by collaborating with management. They build partnerships within the HR department to provide valuable services that align with business goals. The salary for this position ranges from $63,780 to $78,150, with a midpoint of $70,510, reflecting the importance of this role in the organization.

4. How much do junior partners make at big firms?

Junior HR Business Partners typically earn between $63,780 and $78,150 annually, with a median salary of $70,510. While some cities may offer lower salaries, the overall compensation for this role reflects the importance of HR in large firms.

5. How much do HR business partners make in the US?

In the US, Junior HR Business Partners typically earn between $63,780 and $78,150, with a median salary of around $70,510. While some sources report higher figures for HR Business Partners in general, these numbers reflect the specific salary range for junior roles in the field.

6. Is HR business partner higher than director?

In short, the HR Director is more senior and has a broader role, while the Junior HR Business Partner typically earns between $63,780 and $78,150, with a midpoint of $70,510. The HRBP focuses on supporting specific parts of the business, but the HR Director has the final say on HR matters, making the director role more authoritative.