How to hire a Human Resources Business Partner

How to hire a human resources business partner, step by step

Here's a step-by-step human resources business partner hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a human resources business partner job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human resources business partner
• Step 8: Go through the hiring process checklist

What does a Human Resources Business Partner do?

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1. Identify your hiring needs

   The human resources business partner hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine Employee vs Contractor Status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a human resources business partner to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a human resources business partner that fits the bill.

   Here's a comparison of human resources business partner salaries for various roles:

   Type Of Human Resources Business Partner	Description	Hourly Rate
   Human Resources Business Partner	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$29-57
   Employee Relations Manager	An employee relations manager's responsibilities revolve around maintaining a strong professional relationship between employees and a company's management. They are also in charge of resolving conflicts and issues within the workplace, providing technical support on all employee programs, developing orientation and workshop activities among trainees and new members of the workforce, and addressing their concerns promptly and professionally... Show More	$28-53
   Director Of Human Resources	A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management... Show More	$32-70

   Show more

2. Create an ideal candidate profile

   Common Skills:

   • Employee Engagement
   • HRBP
   • Succession Planning
   • Workforce Planning
   • Business Objectives
   • HRIS
   • Organizational Development
   • Organizational Effectiveness
   • Excellent Interpersonal
   • EEO
   • Employee Development
   • Organizational Design
   • Work Ethic
   • Career Development

   Check All Skills

   Responsibilities:

   • Manage the ACA with regard to variable hour employees to avoid fines and penalties.
   • Lead effort to build safety awareness and implement plans to improve working conditions while adhering to OSHA requirements.
   • Manage and audit payroll ensuring accurate timekeeping, processing adjustments, and investigating payroll discrepancies.
   • Manage HRIS system migration to ExponentHR technology platform with full employee/manager self-service eliminating multiple homegrown systems and one service provider.
   • Report to the SVP of human resources.
   • Revamp unemployment claims process and increase HRBP completion rate and decrease dollar loss due to incomplete and fraudulent claims.

   More Human Resources Business Partner duties

3. Make a budget

   Including a salary range in the human resources business partner job description is a good way to get more applicants. A human resources business partner salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a human resources business partner in Oklahoma may be lower than in California, and an entry-level engineer typically earns less than a senior-level human resources business partner. Additionally, a human resources business partner with lots of experience in the field may command a higher salary as a result.

   Average human resources business partner salary

   $86,363yearly

   $41.52 hourly rate

   ---

   Entry-level human resources business partner salary

   $62,000 yearly salary

   Updated January 18, 2025

   Average human resources business partner salary by state

   Rank	State	Avg. Salary	Hourly Rate
   1	California	$117,351	$56
   2	New York	$106,733	$51
   3	Washington	$102,461	$49
   4	New Jersey	$97,728	$47
   5	District of Columbia	$97,469	$47
   6	Rhode Island	$93,964	$45
   7	Massachusetts	$92,422	$44
   8	Texas	$92,187	$44
   9	Georgia	$89,475	$43
   10	Pennsylvania	$88,869	$43
   11	Oregon	$88,557	$43
   12	Nevada	$88,312	$42
   13	Maryland	$87,780	$42
   14	Arizona	$86,317	$42
   15	Virginia	$86,288	$41
   16	Michigan	$84,460	$41
   17	Illinois	$83,895	$40
   18	Maine	$83,669	$40
   19	Florida	$82,098	$39
   20	Ohio	$82,086	$39

   Average human resources business partner salary by company

   Company

   Rank	Company	Average Salary	Hourly Rate	Job Openings
   1	Ropes & Gray	$164,689	$79.18	3
   2	Meta	$161,061	$77.43	131
   3	Netflix	$156,891	$75.43	20
   4	ZS	$154,602	$74.33	7
   5	ByteDance	$150,931	$72.56	27
   6	ORIX USA	$149,493	$71.87
   7	Lendio	$148,937	$71.60
   8	The Walt Disney Company	$147,877	$71.09	23
   9	Apple	$147,451	$70.89	42
   10	Lyft	$147,203	$70.77	3
   11	Google	$146,638	$70.50	42
   12	Bloomberg	$145,360	$69.88	9
   13	NVIDIA	$144,779	$69.61	4
   14	PayPal	$144,345	$69.40	12
   15	AlixPartners	$142,367	$68.45	2
   16	Pure Storage	$140,664	$67.63	3
   17	Uber Technologies	$137,512	$66.11
   18	Pacific Investment Management Company LLC	$137,212	$65.97
   19	Intuit	$137,003	$65.87	23
   20	First Republic Bank	$136,804	$65.77

4. Writing a Human Resources Business Partner Job Description

   A human resources business partner job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a human resources business partner job description:

   Human Resources Business Partner job description example

   United States, Georgia, Atlanta
   
   Hr & Labor
   
   06-Oct-2022
   
   Ref #: 17587
   
   How you'll help us Keep Climbing (overview & key responsibilities)
   
   The HR Business Partner supports the strategic business partnership in designated divisions in the Corporate, Commercial and/or International HR space. This person is responsible for partnering to deliver human resources support to include: developing and implementing people strategies aimed to produce intended business results while integrating with the corporate strategic direction, organizational change management, talent management, leadership development, performance management, compliance and compensation. In addition, this position requires the person to understand various labor and employee regulations in the U.S. and any assigned countries. This person develops both strategic and tactical plans that create a safety conscious environment resulting in employee safety and wellbeing as well as supporting that Delta culture which centers on creating an employee empowered environment that ultimately supports our customer-first strategy. Implementing this work requires working in a matrix of cross-divisional subject matter experts within HR and the business to anticipate and exceed customer needs.
   
   What you need to succeed (minimum qualifications)
   
   + Where permitted by applicable law, must have received or be willing to receive the COVID-19 vaccine by date of hire to be considered for U.S.-based job, if not currently employed by Delta Air Lines, Inc
   
   + Demonstrates that privacy is a priority when handling personal data.
   
   + Embraces a diverse set of people, thinking and styles.
   
   + Consistently makes safety and security, of self and others, the priority.
   
   + Bachelor's degree in human resources management, business management or in a related field of study is strongly preferred.
   
   + 0-2 years of HR business partner experience supporting a business unit (or equivalent years of experience and/or education in related fields) is required.
   
   + Must have a demonstrated track record in employee relations, conflict resolution, benefits, international employment regulations, compensation, talent development, project management, and coaching/consulting.
   
   + Must be able to balance multiple priorities, work under pressure within established time constraints, meet deadlines and objectives and proactively take a customer service approach to all activities.
   
   + Must be proficient in the use of HRIS systems and mobile technologies. Must be willing to travel in the U.S. and internationally, as needed.
   
   What will give you a competitive edge (preferred qualifications)
   
   N/A
   
   Delta Air Lines, Inc. is an Equal Employment Opportunity / Affirmative Action employer and provides reasonable accommodation in its application process for qualified individuals with disabilities and disabled veterans. If you are a qualified individual, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings through this site, apply for jobs through Delta's online system, or at any point in the selection process. To request a reasonable accommodation, please click here

   Copy This Example

   

5. Post your job

   To find human resources business partners for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any human resources business partners they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level human resources business partners with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your human resources business partner job on Zippia to find and recruit human resources business partner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with human resources business partner candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new human resources business partner

   Once you've selected the best human resources business partner candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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How much does it cost to hire a human resources business partner?