Hi folks,
I'm 23 years old and finished my MBA this year and am working in an insurance company as an HRBP trainee.
But I also have an offer for Trainee role at a Manufacturing company which is more IR heavy.
While I don't want to work in IR forever I think IR experience is great to have.
Should I take the IR offer and work there for atleast 2 years before coming back to HRBP roles or should I stay in the current role which is more HRBP focused in the BFSI industry?
Few more points-
1- I want to have a career in HRBP overall.
2- The IR pay is almost twice my current pay.
3- IR job is in a remote location, current job is in a metro city.
I would love to hear from you all especially about some things like
1- is it difficult to transition into a corporate hrbp role after manufacturing IR heavy role?
2- is the early pay bump worth spending 2 years in IR
3- Is it positive or negative to have IR experience in my resume when I am looking for corporate hrbp roles.
4- how different and far apart are these roles from each other and how does affect going from one to another
5- is there such a thing as getting branded as a 'IR' person
Would appreciate any insights and advice.
Acknowledge(0)
Amend(0)
I'm 23 years old and finished my MBA this year and am working in an insurance company as an HRBP trainee.
But I also have an offer for Trainee role at a Manufacturing company which is more IR heavy.
While I don't want to work in IR forever I think IR experience is great to have.
Should I take the IR offer and work there for atleast 2 years before coming back to HRBP roles or should I stay in the current role which is more HRBP focused in the BFSI industry?
Few more points-
1- I want to have a career in HRBP overall.
2- The IR pay is almost twice my current pay.
3- IR job is in a remote location, current job is in a metro city.
I would love to hear from you all especially about some things like
1- is it difficult to transition into a corporate hrbp role after manufacturing IR heavy role?
2- is the early pay bump worth spending 2 years in IR
3- Is it positive or negative to have IR experience in my resume when I am looking for corporate hrbp roles.
4- how different and far apart are these roles from each other and how does affect going from one to another
5- is there such a thing as getting branded as a 'IR' person
Would appreciate any insights and advice.
Acknowledge(0)Amend(0)
Your career dilemma is a common one, and it's great that you're seeking advice to make an informed decision. Here are my thoughts on your queries:
1. Transitioning from an IR-heavy role to a corporate HRBP role can be challenging, but it's not impossible. The skills you acquire in an IR role, such as negotiation, conflict resolution, and understanding labor laws, can be valuable in an HRBP role. However, you'll also need to develop and demonstrate skills specific to the HRBP role, such as strategic planning, talent management, and organizational development.
2. The decision to accept a higher-paying IR role depends on your personal circumstances and career goals. If the higher salary can significantly improve your quality of life or help you achieve certain financial goals, it might be worth considering. However, if your ultimate goal is to become an HRBP, staying in your current role could provide more relevant experience and networking opportunities.
3. Having IR experience on your resume can be a positive when seeking HRBP roles, as it demonstrates a broader understanding of HR functions. However, it's important to balance this with experience directly relevant to the HRBP role.
4. While both IR and HRBP roles fall under the HR umbrella, they focus on different areas. IR primarily deals with collective employee relations, labor laws, and union negotiations, while HRBP roles are more strategic, focusing on aligning HR initiatives with business goals. Transitioning between the two can be challenging but can also provide a well-rounded HR experience.
5. There's always a risk of being typecast in any role. However, you can mitigate this by seeking diverse experiences, continuing your professional development, and clearly communicating your career goals in job applications and interviews.
Remember, there's no one-size-fits-all answer. Consider your personal circumstances, career goals, and job satisfaction when making your decision. Good luck!
From India, Gurugram
Acknowledge(0)Amend(0)
1071. Transitioning from an IR-heavy role to a corporate HRBP role can be challenging, but it's not impossible. The skills you acquire in an IR role, such as negotiation, conflict resolution, and understanding labor laws, can be valuable in an HRBP role. However, you'll also need to develop and demonstrate skills specific to the HRBP role, such as strategic planning, talent management, and organizational development.
2. The decision to accept a higher-paying IR role depends on your personal circumstances and career goals. If the higher salary can significantly improve your quality of life or help you achieve certain financial goals, it might be worth considering. However, if your ultimate goal is to become an HRBP, staying in your current role could provide more relevant experience and networking opportunities.
3. Having IR experience on your resume can be a positive when seeking HRBP roles, as it demonstrates a broader understanding of HR functions. However, it's important to balance this with experience directly relevant to the HRBP role.
4. While both IR and HRBP roles fall under the HR umbrella, they focus on different areas. IR primarily deals with collective employee relations, labor laws, and union negotiations, while HRBP roles are more strategic, focusing on aligning HR initiatives with business goals. Transitioning between the two can be challenging but can also provide a well-rounded HR experience.
5. There's always a risk of being typecast in any role. However, you can mitigate this by seeking diverse experiences, continuing your professional development, and clearly communicating your career goals in job applications and interviews.
Remember, there's no one-size-fits-all answer. Consider your personal circumstances, career goals, and job satisfaction when making your decision. Good luck!
From India, Gurugram
Acknowledge(0)Amend(0)
Dear member,
Though your query is interesting, I was unable to reply earlier because I was busy for the last two days. I regret a delayed reply.
The two differing choices, between HRBP and industrial relations (IR), have put you at the crossroads. Both have their merits and demerits.
Actually, it may not be, but the HRBP sounds a bit glamorous. This field has an air of sophistication and, at least outwardly, looks posh. But scratch a surface and the commonness of this field becomes visible. What do HRBPs do? How are they different from ordinary HR professionals? As it has become fashionable to brand erstwhile HR professionals as HRBP, the answers to these questions merit critical review.
The role of the human resource business partner is not restricted to measuring human productivity alone. It also measures its impact on the business. But are HRBPs able to do so? Even if they do it, how do they do it? Where are the case studies?
If one goes a little deeper, a still fundamental question emerges: why do HR professionals feel the need to call themselves 'business partners'? Other functionaries from production, marketing, finance, etc., do not do it, but still, HR does it. Is there an identity crisis for them, or are they packaging themselves to make their presence felt in the organisation?
Rebranding or refashioning their field is an old habit of HR professionals. Though nothing much changed in their jobs, the erstwhile personnel managers became HR managers. The other terms coined were Human Capital Managers, Human Capability Managers, Human Potential Managers, etc. Now the function is rechristened as Human Resource Business Partner. But have the ground realities changed by repurposing themselves?
In contrast, a career in industrial relations is rough-cut and has less refinement than HRBP. The job requires rubbing shoulders with those who represent hoi polloi. Dealing with them, one has to show savoir-faire or plain shrewdness. While managing the differing perceptions of the management and the labour union leaders, the job in industrial relations requires a balancing act.
The choice between the two also depends on one's personality. While HRBP is like any other job, depending on how active the labour union is, IR professionals need to demonstrate their intelligence, manifested by being astute.
While HRBPs abound in the market, the IR professionals are fewer, reducing the competition in their field. Many HR professionals, in general, and women in particular, shun joining the unionised companies. This reduces the competition for the IR!
A threat of artificial intelligence (AI) taking over their jobs looms large on the heads of HRBPs, but for IRs, human interaction is indispensable, and they do not have this threat at least in the immediate future.
My reply may be interpreted as if I am the one who feels that the erstwhile HR and today's HRBP are the same. This is not the case. Most companies in India are yet to come to terms that the employees are human resources. The companies that consider human resources to be an important resource and investment in these resources yield greater business results. The companies where such a concept exists are few and far between. They employ the HR professionals from the elite institutions, and entry in such companies is impenetrable for those who pass from the tier-2 or tier-3 institutions.
You say that the IR job offers you a double salary than the HRBP. This places the IR job on a higher footing and begs a simple question: how many years will HRBP's pay take to attain the IR's level?
All said and done, if you choose IR's job, one more challenge will come up in the distant future. Now you are 23, and you will enter the matrimonial market in a few more years. However, the trend among the girls from rural areas or semi-urban areas is to opt for a life partner from the cities. Against this backdrop, will you find a suitable match? However, you need not keep working in the remote area forever. The unionised companies exist in the urban areas as well, and after learning the ropes of IR, by taking a job in the urban area, you can mitigate this challenge.
For HR professionals, it is important to supplement their education by doing an LLB. However, if you choose to take the job in IR, this requirement accentuates. Keep this factor in mind.
I have analysed the situation as much as possible and tried to give you the merits and demerits of both HRBP and IR. As the road travelled in either field is not returnable, choose the option wisely.
I wish you all the best!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Though your query is interesting, I was unable to reply earlier because I was busy for the last two days. I regret a delayed reply.
The two differing choices, between HRBP and industrial relations (IR), have put you at the crossroads. Both have their merits and demerits.
Actually, it may not be, but the HRBP sounds a bit glamorous. This field has an air of sophistication and, at least outwardly, looks posh. But scratch a surface and the commonness of this field becomes visible. What do HRBPs do? How are they different from ordinary HR professionals? As it has become fashionable to brand erstwhile HR professionals as HRBP, the answers to these questions merit critical review.
The role of the human resource business partner is not restricted to measuring human productivity alone. It also measures its impact on the business. But are HRBPs able to do so? Even if they do it, how do they do it? Where are the case studies?
If one goes a little deeper, a still fundamental question emerges: why do HR professionals feel the need to call themselves 'business partners'? Other functionaries from production, marketing, finance, etc., do not do it, but still, HR does it. Is there an identity crisis for them, or are they packaging themselves to make their presence felt in the organisation?
Rebranding or refashioning their field is an old habit of HR professionals. Though nothing much changed in their jobs, the erstwhile personnel managers became HR managers. The other terms coined were Human Capital Managers, Human Capability Managers, Human Potential Managers, etc. Now the function is rechristened as Human Resource Business Partner. But have the ground realities changed by repurposing themselves?
In contrast, a career in industrial relations is rough-cut and has less refinement than HRBP. The job requires rubbing shoulders with those who represent hoi polloi. Dealing with them, one has to show savoir-faire or plain shrewdness. While managing the differing perceptions of the management and the labour union leaders, the job in industrial relations requires a balancing act.
The choice between the two also depends on one's personality. While HRBP is like any other job, depending on how active the labour union is, IR professionals need to demonstrate their intelligence, manifested by being astute.
While HRBPs abound in the market, the IR professionals are fewer, reducing the competition in their field. Many HR professionals, in general, and women in particular, shun joining the unionised companies. This reduces the competition for the IR!
A threat of artificial intelligence (AI) taking over their jobs looms large on the heads of HRBPs, but for IRs, human interaction is indispensable, and they do not have this threat at least in the immediate future.
My reply may be interpreted as if I am the one who feels that the erstwhile HR and today's HRBP are the same. This is not the case. Most companies in India are yet to come to terms that the employees are human resources. The companies that consider human resources to be an important resource and investment in these resources yield greater business results. The companies where such a concept exists are few and far between. They employ the HR professionals from the elite institutions, and entry in such companies is impenetrable for those who pass from the tier-2 or tier-3 institutions.
You say that the IR job offers you a double salary than the HRBP. This places the IR job on a higher footing and begs a simple question: how many years will HRBP's pay take to attain the IR's level?
All said and done, if you choose IR's job, one more challenge will come up in the distant future. Now you are 23, and you will enter the matrimonial market in a few more years. However, the trend among the girls from rural areas or semi-urban areas is to opt for a life partner from the cities. Against this backdrop, will you find a suitable match? However, you need not keep working in the remote area forever. The unionised companies exist in the urban areas as well, and after learning the ropes of IR, by taking a job in the urban area, you can mitigate this challenge.
For HR professionals, it is important to supplement their education by doing an LLB. However, if you choose to take the job in IR, this requirement accentuates. Keep this factor in mind.
I have analysed the situation as much as possible and tried to give you the merits and demerits of both HRBP and IR. As the road travelled in either field is not returnable, choose the option wisely.
I wish you all the best!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear all,
I am raising this supplementary post to give a disclaimer. My dispassionate analysis of choosing an HRBP career does not purport to be my criticism of the HR or HRBP field. For more than a quarter of a century, or since the days of personnel management, I have been observing job market trends or the market trends themselves. By writing what I have observed, I tried to project a true picture. While doing so, my intention was not to disturb anyone's composure.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
I am raising this supplementary post to give a disclaimer. My dispassionate analysis of choosing an HRBP career does not purport to be my criticism of the HR or HRBP field. For more than a quarter of a century, or since the days of personnel management, I have been observing job market trends or the market trends themselves. By writing what I have observed, I tried to project a true picture. While doing so, my intention was not to disturb anyone's composure.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply does not provide any factual information related to the original post's queries, but rather offers a personal disclaimer. Therefore, no fact-checking or amendment is necessary. (1 Acknowledge point)
0
0
CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Industrial Relations.ppt
Industrial Relations (TN) rules 2022.pdf
CiteHR.AI
(Fact Checked)-Your analysis is insightful, highlighting the pros and cons of both HRBP and IR roles. It's true that personality and long-term goals play a key role in such decisions. Keep sharing your wisdom! (1 Acknowledge point)