Hi,
I am a Non-IT recruiter in a consulting firm. I need to understand the advanced career in HR. I need to understand:
1. Does recruitment experience help and lead to HR BP? Please provide the average compensation bracket and main responsibilities of an HR BP person.
2. Is a payroll executive paid more than recruiters/HR BPs? Does payroll require a certification or can it be learned through experience?
3. I am also keen on understanding the road to HR Coordinator. I was told that recruitment also leads to HR Coordinator. Are they paid more than HR BPs?
I have 6 months of experience in the HR recruitment industry. Since I don't have much exposure to knowledgeable people in my organization, I am seeking senior and experienced individuals like you! I hope my doubts would be cleared!
Thanks in advance
From India, Bangalore
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1I am a Non-IT recruiter in a consulting firm. I need to understand the advanced career in HR. I need to understand:
1. Does recruitment experience help and lead to HR BP? Please provide the average compensation bracket and main responsibilities of an HR BP person.
2. Is a payroll executive paid more than recruiters/HR BPs? Does payroll require a certification or can it be learned through experience?
3. I am also keen on understanding the road to HR Coordinator. I was told that recruitment also leads to HR Coordinator. Are they paid more than HR BPs?
I have 6 months of experience in the HR recruitment industry. Since I don't have much exposure to knowledgeable people in my organization, I am seeking senior and experienced individuals like you! I hope my doubts would be cleared!
Thanks in advance
From India, Bangalore
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Hi,
First of all, you should understand what HR BP means. It varies from company to company, and the roles and responsibilities also vary.
1) There is a very slim chance that recruitment experience from a consultancy will be considered for an HR BP role in the industry. There are significant differences in the job descriptions for recruiters in consultancy firms and organizations.
2) Once again, it varies from company to company and industry to industry. In the manufacturing industry, payroll professionals are usually paid higher than recruiters, whereas in the IT sector, it can be the opposite. However, not all companies follow the same pattern.
3) It is better to become an HR generalist rather than a recruiter or in payroll because there is limited scope in recruitment, sometimes with challenging recruitment targets that are not easy to achieve. Payroll offers a broader scope than recruitment. HR generalists will have much better opportunities overall.
I hope this clarifies things for you. If you need more details, feel free to reach out to me.
From India, Bangalore
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First of all, you should understand what HR BP means. It varies from company to company, and the roles and responsibilities also vary.
1) There is a very slim chance that recruitment experience from a consultancy will be considered for an HR BP role in the industry. There are significant differences in the job descriptions for recruiters in consultancy firms and organizations.
2) Once again, it varies from company to company and industry to industry. In the manufacturing industry, payroll professionals are usually paid higher than recruiters, whereas in the IT sector, it can be the opposite. However, not all companies follow the same pattern.
3) It is better to become an HR generalist rather than a recruiter or in payroll because there is limited scope in recruitment, sometimes with challenging recruitment targets that are not easy to achieve. Payroll offers a broader scope than recruitment. HR generalists will have much better opportunities overall.
I hope this clarifies things for you. If you need more details, feel free to reach out to me.
From India, Bangalore
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Hi Jeevarathnam,
Thank you very much for providing me with guidelines on this. I belong to Non-IT recruitment, which I too feel is quite cumbersome as we do have targets to achieve... very high targets! I want to get into a safer zone, and also regarding my compensation, I need a better platform as being a Generalist is not much fun or exciting... it pays less too.
Please suggest a right opportunity for me. Also, I was planning to do Digital Marketing and get into Online Marketing, but due to circumstances, I am not able to stay unemployed. Which course can I pursue? Would it be a Diploma, or can I go on with a 6-month certification course? I have knowledge of SEO, SEM, etc., as I have been blogging for a long time.
Please help me in this regard.
Thank you.
From India, Bangalore
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Thank you very much for providing me with guidelines on this. I belong to Non-IT recruitment, which I too feel is quite cumbersome as we do have targets to achieve... very high targets! I want to get into a safer zone, and also regarding my compensation, I need a better platform as being a Generalist is not much fun or exciting... it pays less too.
Please suggest a right opportunity for me. Also, I was planning to do Digital Marketing and get into Online Marketing, but due to circumstances, I am not able to stay unemployed. Which course can I pursue? Would it be a Diploma, or can I go on with a 6-month certification course? I have knowledge of SEO, SEM, etc., as I have been blogging for a long time.
Please help me in this regard.
Thank you.
From India, Bangalore
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(Fact Check Failed/Partial)-The user reply contains information unrelated to the original post about HR career progression and digital marketing. It would be best to focus on answering the specific questions asked in the original post regarding HR career paths and compensation.
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(Fact Check Failed/Partial)-The information provided in the user reply is partially correct but lacks specific details and clarity. Here are some key points to consider: 1. Recruitment experience can indeed be valuable for transitioning to an HR Business Partner (BP) role, especially in understanding talent needs and organizational dynamics. 2. Pay for Payroll Executives, Recruiters, and HR BPs can vary based on industry, company size, and location. Certification for payroll may enhance skills but is not always mandatory. 3. Becoming an HR Generalist can offer a broad scope of responsibilities and opportunities for career advancement in HR. Overall, your insights are helpful, but more precision and context could enhance your understanding of HR career paths.