HR Business Partner → Head of People

This is a moderate transition with a typical 18-month runway and 53% skill overlap. Expect a +81% salary change, with strongest hiring demand in USA, UK, Canada. Employers hiring today include Series-B+ SaaS. Focus your first 60 days on closing the gap in role-specific tooling and vocabulary.

1. 1Audit your HR Business Partner experience for transferable skills that map to Head of People.
2. 2Close the top skill gap: role-specific tooling.
3. 3Build 2–3 portfolio artifacts that demonstrate Head of People outcomes.
4. 4Reshape your resume and LinkedIn around Head of People keywords and outcomes, not job titles.
5. 5Run a targeted outreach loop to Head of People hiring managers at Series-B+ SaaS.

• ▸Why are you moving from HR Business Partner to Head of People?
• ▸Walk me through a HR Business Partner project where you applied skills relevant to Head of People.
• ▸Which parts of a Head of People role are new to you, and how are you closing that gap?
• ▸Where do you see yourself as a Head of People in 3 years?
• ▸Tell me about a stakeholder disagreement and how you resolved it.

• ▸Lead with a positioning line: "HR Business Partner transitioning to Head of People, focused on People Operations and Leadership."
• ▸Reframe HR Business Partner accomplishments using Head of People vocabulary — outcomes, not tasks.
• ▸Surface 53% of overlapping skills at the top; put HR Business Partner-only work later.
• ▸Add a "Selected projects" section featuring 2 artifacts aligned to Head of People.
• ▸Quantify impact: dollars, users, uptime, cycle time — whatever a Head of People manager cares about.