Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | M3 HRLEAD.HRLEADER6B50.M3 HR Leadership — M3 | M4 HRLEAD.HRLEADER6B50.M4 HR Leadership — M4 | M5 HRLEAD.HRLEADER6B50.M5 HR Leadership — M5 | M6 HRLEAD.HRLEADER6B50.M6 HR Leadership — M6 |
|---|---|---|---|---|
| Market pay | $120k ($95k–$153k)inherited | $168k ($132k–$213k)inherited | $188k ($148k–$240k)inherited | $242k ($190k–$308k)inherited |
| Level | M3 · M3 — Senior Manager | M4 · M4 — Director | M5 · M5 — Senior Director | M6 · M6 — Vice President |
| Function | HR Leadership | HR Leadership | HR Leadership | HR Leadership |
| Focus | HR Leadership | HR Leadership | HR Leadership | HR Leadership |
| Typical years | 8–12 | 10–15 | 12–18 | 15–25 |
| Scope | Multiple teams or a sub-function | A function or department | Multiple functions or a large department | A major function or division |
| Autonomy | Sets goals within functional strategy | Owns area strategy and budget | Owns multi-year strategy for the area | Accountable for division strategy and outcomes |
| Impact | Sub-function outcomes | Function-level results | Multi-function results | Division-wide / organization-wide |
| Decision rights | Owns goals, budget input, and people decisions across teams | Owns strategy, budget, and org design for the area | Owns investment and org design across functions | Owns strategy, budget, and org for a division |