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I wouldn’t get too hung up on title, unless it’s a specific goal of yours to hold a specific title. It’s the duties that make the title.
I would assume as a director you have direct reports/teams that report to you? A Sr HRBP I would anticipate is an individual contributor role.
Nope I am a sr. Mgr and have always had a team at two different companies.
I generally believe it depends on the scope of the role. Hiring managers and recruiters understand that titles vary across organizations. However if the role entails additional responsibilities, and you’re working at a higher level or more visibility with management, they generally understand the move and won’t question it. For you, does the new offer make sense compensation wise and responsibility wise?
I went from Director to Manager and am now a Director again. Not early career, either.
I'm actually directing this reply to "Senior Manager 1," not you, but I couldn't reply to them directly.
I went from VP to Director to Manager. The companies I joined just didn't have the same opinion of titles. I was the top HR dog at all three, and I didn't care about title, just about having an opportunity to make an impact at an organization I could get excited about. If you make sure that your responsibilities and accomplishments show that you are at the Director level, you should be fine. You could also explain the title differences in a cover letter. If this is a raise for you and a company you're excited about joining, I'd let the title issue go and accept.
If title doesn’t matter then why wouldn’t they be willing to level it up? Just saying if title isnt tied to compensation in a significant way than they should be. Its because companies continue to give VP level responsibility and then call it a manager or sr. mgr and pay less… prevents people from reaching that top pay I think.
In general, it is a step down. However, at some companies, Senior HRBP's do manage a small team. If you are worried about how it looks on your resume down the road, you could always highlight the size/managerial responsibilities of your team. I have gone from people leader to individual contributor a couple of times, but the largest team I have managed is a team of 2 and my leadership roles were pretty hands on.
If the Sr HRBP role pays more and you are not bothered by being an individual contributor, take the move. Based off your experience, I would imagine you could promote and grow with the org down the road. If asked why you took a "step down" explain what drew you to that opportunity (compensation of course, maybe it's a new industry that excites you, maybe it's a larger org so there's more opportunity to grow, shorter commute, culture, etc.)
I consider it a step down from a title perspective but you're the one looking at duties and expectations for both. I don't necessarily focus on title but rather is the company reputable and how does that title reflect on me if it is not reputable? I went from Director to VP back to Director because the company's behavior towards vendors, clients, employees, etc. was so poor that I didn't want that reputation following me or tainting my perceived expertise.
Thanks for that! I’m glad it’s better for you now’s
Yes its a step down. No matter how they try to spin it. Its hard to get a director role if you haven’t already had one and going backwards isn’t good. Title changes like this now have to be explained vs just being understood on your resume. Why are you considering dropping backwards?
I’m saying if you are trying to move up and you have to cold apply its harder if you aren’t given the title and just the responsibilities. Trust me… Its a new world with AI, keyword searches, and ATS systems. If these weren’t in play I’d say you were right but, reality is they are.
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It’s a step down
Disagree! Titles don't mean anything anymore. You have VP's with 3 direct reports and Director's with no direct reports. I have never been asked about titles on my resume.
I was a Director of HR when my company was acquired. I then became a HRBP. They were totally different jobs. As a Director of HR, I was responsible for leading all HR initiatives and had much more employee engagement. As an HRBP it was a more strategic position working with leadership with very little employee engagement.