The salary of an HR Business Partner III in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of April 01, 2025, the average annual salary for an HR Business Partner III in the United States is $95,323. Salary.com reports that pay typically ranges from $86,339 to $104,246, with most professionals earning between $78,160 and $112,370.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $104,246 | $8,687 | $2,005 | $50 |
| Average | $95,323 | $7,944 | $1,833 | $46 |
| 25th Percentile | $86,339 | $7,195 | $1,660 | $42 |
An entry-level HR Business Partner III with less than 1 year of experience earns about $90,630. With 1-2 years of experience, the average salary increases to $91,300. For 2-4 years of experience, the pay typically rises to $92,373. Senior-level professionals with 5-8 years of experience earn around $93,714, and those with over 8 years of experience can expect an average of $95,589.
| Levels | Salary |
|---|---|
| Entry Level HR Business Partner III | $90,630 |
| Intermediate Level HR Business Partner III | $91,300 |
| Senior Level HR Business Partner III | $92,373 |
| Specialist Level HR Business Partner III | $93,714 |
| Expert Level HR Business Partner III | $95,589 |
| Entry Level | 5% |
| Mid Level | 4% |
| Senior Level | 3% |
| Top Level | 2% |
| Experienced | 0% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of April 01, 2025, our research reveals a significant shift in HR Business Partner III compensation over the past six years. For example, the median salary increased from $87,599 in 2023 to approximately $87,482 in 2024. (For a detailed analysis of HR Business Partner III salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of HR Business Partner III information for you to search for. Click on search button below to see HR Business Partner III job openings or enter a new job title here.
Here are companies hiring for HR Business Partner III and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $95,323 | 71.3% | ||
| Bonus | $0 | 0.0% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $7,292 | 5.5% | ||
| 401K/403B | $4,004 | 3.0% | ||
| Disability | $1,906 | 1.4% | ||
| Healthcare | $8,352 | 6.2% | ||
| Pension | $5,147 | 3.8% | ||
| Time Off | $11,732 | 8.8% | ||
| Total Compensation | $133,757 | 100% | ||
The average annual salary of HR Business Partner III is $95,323. In case you are finding an easy salary calculator, the average hourly pay of HR Business Partner III is $46; the average weekly pay of HR Business Partner III is $1,833; the average monthly pay of HR Business Partner III is $7,944.
An HR Business Partner III's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, an HR Business Partner III earns the most in San Jose, CA, where the annual salary of an HR Business Partner III is $120,231.
The highest pay for HR Business Partner III is $112,370.
The lowest pay for HR Business Partner III is $78,160.
Provides human resources (HR) consultation to a designated business unit. Uses working knowledge of the business to provide HR support and guidance. Partners directly with business leaders to define and execute HR strategies that align with business objectives and key initiatives. Analyzes trends and develops strategies to resolve HR issues and make a positive impact on business results. Leads organizational assessments that convert strategies into result-driven actions. Provides change-management support as needed. Acts as a liaison with other HR functions. Typically requires a bachelor's degree. Typically reports to a manager. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4-7 years of related experience.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Change Management: Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare , support and help individuals, teams, and organizations in making organizational change. The most common change drivers include: technological evolution, process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization. Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions.
Business Administration: It is the management of all aspects of a business's performance, decisions, and organization. It includes the day to day operations, aspects including finances and human resources, and ensures the company stays aligned to the goal or mission.
Salary.com provides salary estimates, histograms, trends, and comparisons using data from employer job postings and third-party sources.
We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
With the most extensive online, real-time compensation data available, Salary.com helps you pinpoint your exact pay target.
