Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | M5 HUMANR1.HUMANRES9EED.M5 Human Resources (HR) — M5 | M4 HUMANR1.HUMANRES9EED.M4 Human Resources (HR) — M4 | M3 HUMANR1.HUMANRES9EED.M3 Human Resources (HR) — M3 | M2 HUMANR1.HUMANRES9EED.M2 Human Resources (HR) — M2 |
|---|---|---|---|---|
| Market pay | $185k ($145k–$235k)inherited | $164k ($129k–$209k)inherited | $118k ($93k–$150k)inherited | $108k ($85k–$138k)inherited |
| Level | M5 · M5 — Senior Director | M4 · M4 — Director | M3 · M3 — Senior Manager | M2 · M2 — Manager II |
| Function | Human Resources (HR) | Human Resources (HR) | Human Resources (HR) | Human Resources (HR) |
| Focus | Human Resources (HR) | Human Resources (HR) | Human Resources (HR) | Human Resources (HR) |
| Typical years | 12–18 | 10–15 | 8–12 | 5–8 |
| Scope | Multiple functions or a large department | A function or department | Multiple teams or a sub-function | An established team or sub-function |
| Autonomy | Owns multi-year strategy for the area | Owns area strategy and budget | Sets goals within functional strategy | Owns planning for the group |
| Impact | Multi-function results | Function-level results | Sub-function outcomes | Group delivery and development |
| Decision rights | Owns investment and org design across functions | Owns strategy, budget, and org design for the area | Owns goals, budget input, and people decisions across teams | Owns staffing, priorities, performance for the group |