Hello, I’m currently an HR Associate at a large company focused on operations/admin (main duties processing candidate offer letters, background checks, and completing hire transactions (both internal job changes and external offers). I’m considering the path to an HRBP based on more rewarding activities like working with people on talent development/initiatives, compensation planning, more strategy, etc. Is anyone willing to share how they became a junior HRBP or HRBP? Do you like it overall?

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I love it, but I have been doing it for a long time. I will say that I have found that it can be an "acquired taste", and can lead to serious burnout if you find yourself stuck working "with" an unsupportive leadership team or C-Suite that doesn't recognize it's value or what the position is supposed to entail. One of my current employees was in a role similar to yours, and she thought she might want to pursue an HRBP role based on the same things you have mentioned. Shadowing others had her quickly changing her mind. She didn't realize that there are really good parts and some really "not so good" parts to it. She decided that payroll was what she really wanted to do, lol. It all depends on who you are and what you are willing to go through on a regular basis, including the good, the bad, and the ugly. You can never quite prepare for what each day might bring. Resistance, conflict, layoffs, and investigations go hand in hand with compensation planning, analytics, rewards, and talent development/initiatives.

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Thank you so much for the comment and your insights, your experience and perspective is super helpful! I’ve heard about having unsupportive leadership can be draining. Some of the work points you mentioned have definitely made me reflect (like investigations, performance management, layoffs/restructuring, conflict), and I like your point on how it depends what you’re willing to go through on a regular basis. Really appreciate your thoughts.

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Moving toward an HRBP role usually involves gaining exposure to employee relations, workforce planning, and strategic conversations with leadership. Seeking projects that involve those areas can help build that pathway.

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