​One trend I’ve noticed recently when speaking with candidates is a lot of confusion around HR roles. As a recruiter specialising in HR roles,  I’ve witnessed how companies sometimes advertise a position as an HR Business Partner (HRBP), yet the job responsibilities lean more towards those of an HR Manager and vice versa. Understanding the difference can save time, frustration, and help ensure the right fit. The lack of clarity can create real challenges within businesses, as candidates may feel unsure about what a job actually involves, businesses could attract the wrong level of experience, and expectations might become misaligned. Clearing this up from the outset not only helps to avoid early departures but also leaves a more professional impression on candidates.

The Scope of Responsibilities

HR Managers

HR Managers are the backbone of the HR function. They keep the day-to-day HR operations running smoothly, handling tasks such as:

• Recruitment and onboarding, making sure new hires are supported from day one.

• Performance management, implementing appraisal processes and tracking employee objectives.

• Employee relations, resolving conflicts, managing grievances, and ensuring compliance with policies and employment law.

• Payroll or benefits administration in some organisations, ensuring accuracy and timeliness.

In short, HR Managers focus on execution, consistency, and efficiency, making sure HR processes function smoothly.

HR Business Partners

HRBPs work at a higher, more strategic level. They partner with department heads and senior leaders to ensure people strategies support business goals. Their work includes:

• Advising leaders on workforce planning, retention strategies, and talent development.

• Supporting organisational change, such as restructuring or improving performance culture.

• Using data and insights to guide decisions that enhance engagement, productivity, and long-term business outcomes.

 HRBPs focus on influencing decisions and shaping strategy, helping the business succeed through its people rather than just maintaining processes.

Who Do They Work With?

HR Manager

HR Managers are deeply involved with both employees and the HR team. They are the go-to resource for questions about benefits, policies, leave, or conflict resolution, and they ensure HR processes run smoothly and consistently across the organisation.

HR Business Partner

HRBPs are embedded with leadership teams. They translate business objectives into actionable people strategies, advising on team structure, skill development, and engagement initiatives. Their role is less about enforcing policies and more about guiding leaders to make informed decisions that drive organisational success.

The difference in Mindset & Skillset

HR Manager

HR Managers are detail-oriented, process-driven, and operationally focused. They need a strong knowledge of employment law and internal policies, ensuring compliance and mitigating risk. Their strength lies in making sure HR runs reliably and efficiently every day.

HR Business Partner

HRBPs are strategic thinkers, analytical, and consultative. They combine HR expertise with business acumen to advise leaders, influence decisions, and help shape organisational performance. They focus on why HR matters to the business, not just how it works.

I like to think of it this way: HR Managers are the engine keeping the car running, whilst HRBPs are the GPS guiding it toward its destination. Both roles are critical for organisational and business success, but one ensures operations run smoothly, whilst the other ensures HR decisions are aligned with business strategy.

Here at MorePeople I help specialise in recruitment in HR. If you are considering a career change, or are looking at hiring plans for next year please feel free to get in touch!

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