Senior HR Business Partner → Head of People

This is a easy transition with a typical 11-month runway and 71% skill overlap. Expect a +41% 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 Senior 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 Senior HR Business Partner to Head of People?
• ▸Walk me through a Senior 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: "Senior HR Business Partner transitioning to Head of People, focused on People Operations and Leadership."
• ▸Reframe Senior HR Business Partner accomplishments using Head of People vocabulary — outcomes, not tasks.
• ▸Surface 71% of overlapping skills at the top; put Senior 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.