HR Generalist Job Description

HR Generalist Job Description

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Human resources (HR) is one of the most important areas of every firm. HR specialists are in charge of steering the company’s policies and guaranteeing equitable treatment of employees.

An HR generalist is frequently the first HR hire hired by a company. As the word implies, this person performs a wide range of jobs rather than specialized fields of work. However, the human resource generalist is in charge of the majority of HR tasks, including recruitment, compensation and benefits, HR administration, and other responsibilities.

HR departments divide HR Generalist functions into discrete positions as businesses grow, with subject matter experts taking over each zone. Some companies use the title to refer to the person in charge of the organization’s key people-related responsibilities.

Hiring and onboarding new employees can be time-consuming for businesses, but a good human resources department can help to speed up the process. Human resource generalists are the most popular HR hires for small and medium-sized organizations with minimal resources.

This article talks about human resources (HR) generalist, its job description, and other information regarding it.

What Is an HR Generalist?

Let’s understand what a generalist is. Human Resources Generalists are responsible for accomplishing several duties to support the HR department’s everyday operations. Their responsibilities include comparing HR legislation to current policies and procedures, creating templates for HR papers, and collaborating with other department members. This is to monitor the hiring and onboarding process for corporate workers.

A human resource generalist is in charge of developing, revising, and implementing all HR policies and corporate guidelines, as well as ensuring compliance with regulatory standards and legislation.

The duties of an HR Generalist are complex. They will be responsible for several HR tasks, such as creating HR policies, managing employee benefits, and scheduling vacation time. Human resources information systems will keep all personnel records secure and up to date. Also, you will be the main person that employees contact with questions about HR.

Human resources generalists often report to an HR director, manager, or senior human resources professional. Large firms frequently employ HR specialists with generalists in their HR departments, but smaller organizations may only employ a few generalists. In these circumstances, human resource generalists oversee new employee training and development, staff productivity management, employee engagement, and HR analytics data monitoring.

They frequently utilize human capital management software to perform specific tasks, such as benefit administration. According to Zippa stats, 73% of recruiters use recruitment software.

As employee experience grows into a business selling element during the hiring process, Human resources generalists increasingly serve as liaisons between employees, managers, and executives. They also use employee engagement technologies to boost and monitor engagement.

The goal is to ensure that the HR department’s activities run smoothly and successfully, maximizing the organization’s value.

Importance of HR Generalist in an Organization

HR departments have numerous specialized professions that handle specific aspects of human resources. For example, responsibilities include coordinating benefits and incentives, promoting diversity and inclusivity, preserving employee records, and managing hiring processes. However, only a few roles have to deal with these issues, one of which is the HR generalist position.

Understanding the HR generalist role, they assist with a variety of HR procedures and oversee essential day-to-day operations. They are also proficient in using human resource information systems to assist the organization in meeting its objectives. They also help develop new staff programs. After all, efficient employee performance programs indicate that the organization is serious about efficiency.

HR Generalist Job Description Template

The sample of the HR generalist job description can be as follows:

We are seeking an HR generalist with strong analytical and communication abilities. An HR generalist is required to be a conceptual thinker who has strong organizational and conflict-resolution abilities. You will be an exceptional negotiator and problem solver, able to multitask and adjust in a fast-paced atmosphere.

HR generalists should have good decision-making abilities and a thorough understanding of employee interactions, staffing management, and training. Top applicants will be comfortable dealing with some areas, adept at scheduling, and meticulous in the recruitment process.

For preparing a Human resources generalist’s job description, the following are the aspects to write in the job template.

Duties of HR Generalist

  • Handle reward and recognition schemes.
  • Assistance in hiring, recruitment, and employee onboarding in an organization.
  • Conducted staff onboarding and assisted in the coordination of training and development programs.
  • Ensure legal compliance with HR state and federal regulations, including applicable employment laws, and revise policies and/or processes as needed.
  • Plan quarterly and annual employee performance evaluations.
  • Keep both electronic and paper personnel files and records.
  • Increase job happiness by promptly addressing problems, providing additional perks and prizes, and organizing team-building activities.
  • Assist in the administration of benefits, salary, and employee performance programs.
  • Ensure that labor regulations are observed.
  • Supporting the employees with various HR topics, such as leaves and payment, and address any issues that may arise.
  • Suggest innovative methods and policies to continuously improve the effectiveness of the HR department, the organization as a whole, and the employees’ experience.
  • Promote HR initiatives that will lead to a more efficient and conflict-free workplace.
  • Support the creation and execution of HR policies.
  • Participate in establishing HR objectives and structures, including metrics, inquiries, and standard reports to meet company needs.
  • Carry out quality management obligations.
  • Assist in developing and implementing personnel procedures and policies, offering direction and interpretation for business operations.
  • Collect and analyze data using HR metrics like time to hire and staff turnover rates.

HR Generalist Roles and Responsibilities

  • Manage all administrative responsibilities for onboarding, orientation for new employees, and exit interviews, such as entering data into HR systems and checking for accuracy and compliance.
  • Provide an effective and devoted HR consulting service to employees regarding absence and health issues, behavior and capability, grievance matters, organizational transformation, and all other employee-relations issues.
  • Implement human resources programs by offering services such as recruiting talent, staffing, employment processing, reward, health and welfare benefits, learning and development, keeping records, health and wellness, management of succession, employee relations and retention, legal compliance, and labor relations, and completing personnel transactions.
  • Provide primary backup for processing payroll, including bi-weekly and semi-monthly revisions to employee files, bonus/incentive compensation, tracking vacation/sick pay, importing cost reimbursements, inserting exceptions, hourly worker validations, and benefit adjustments.
  • Assist in communicating, translating, and maintaining the employee handbook, staff directory, and organizational chart, as well as contribute to policy creation.
  • Prepare paperwork, arrange, and support a smooth recruit onboarding process, liaising with multiple departments to give an outstanding first-day experience.

Skills of HR Generalist

  • Strong ideals with a clear sense of purpose-driven leadership.
  • Excellent problem-solving, reporting, and analytical abilities. Proficient in using tools like Microsoft Excel, PowerPoint, and Word.
  • Knowledge of administrative activities and responsibilities.
  • Excellent written and verbal communication abilities.
  • Advanced computer skills include data input, processing, communication tools, and payroll and HR software.
  • Problem-solving abilities and resourceful thinking
  • Leadership and abilities for coaching
  • Great compassion and interpersonal abilities.
  • Proven experience in an HR department.
  • Bachelor’s degree in human resources, business, or a similar subject.
  • Further HR training or experience is beneficial.
  • Excellent knowledge of Microsoft Office and HRIS systems, as well as the ability to acquire new technology as needed.
  • Detail-oriented with exceptional organizational skills.
  • Commitment to detail and analytically driven.
  • Excellent interpersonal skills, morality, and cultural knowledge.
  • Resourceful, problem-solving ability and extensive understanding of HR processes and policies

Required Qualifications

To work in HR, you must have a bachelor’s degree, though most employers prefer a master’s. However, a four-year study specializing in human resource management and other related business subjects is required for your bachelor’s degree. It must possess several skills and be knowledgeable in all areas, as discussed above. Furthermore, all necessary coursework and credentials are included in an HR degree or a degree with an HR specialization. Therefore, candidates must have a master’s degree or a degree focusing on human resources.

How Can You Become an HR Generalist?

There is no single road to becoming a human resources generalist, and countless individuals in this position took a different way to get there. If you want to become an HR Generalist, you should focus on the following five things:

Increase Your Knowledge of Various HR Functions

Gaining experience across numerous HR tasks will provide a solid basis for a career as an HR Generalist, as this position spans many aspects of HR. If you are just starting your profession, consider doing an internship to learn more about human resources. If you already work in HR, check to see if there are possibilities for human resources generalist jobs rotation. You can also look for shadowing within and in other departments.

Earn an HR Generalist Certification

Think about enrolling in an HR Generalist training program and becoming certified. If you have read the HR generalist job description, you will know what certifications are needed. This will give you the understanding and tools you need to excel in your role. You may also wish to consider additional qualifications.

Examine local HR generalist jobs and advertisements to see what employers want from candidates. It could be an advanced certification or a bachelor’s or master’s degree. Human resources, business, organizational development, or psychology may be needed fields of study. This will vary according to the organization’s industry and size.

Focus On Constant Learning

To further your career, focus on gaining important HR skills. In addition to the previously mentioned abilities of recruiting and selection and personnel data management, you should improve your business acumen and commercial understanding, soft skills (such as communication and attentive listening), and digital and data literacy skills.

Create an Outstanding HR Generalist Resume

Your resume should be personalized to the position you’re looking for. Highlight your essential qualifications, abilities, and experience, tailoring them to the HR generalist job description and organization.

Show that you understand the organization and why you are the greatest fit for the HR Generalist post. Remember to include any internships or job experience that can be used for the position. For example, management, operational, or administrative expertise in a different function or industry may still be applicable.

Preparing for Your HR Generalist Interview

Prepare for your HR Generalist interview by familiarizing yourself with potential questions. The questions are a mix of role-specific, behavioral, situational, problem-solving, attribute, and motivation.

Difference Between HR Manager and HR Generalist

An HR generalist is an HR professional who usually reports to an HR manager or director. They are responsible for day-to-day HR operations such as hiring, employee relations, compensation, and compliance. HR managers are senior human resource specialists who direct and manage the department.

HR generalists and managers alike can work their way up to the position of chief HR officer. Both use problem-solving abilities; generalists tackle day-to-day administrative challenges, whilst managers handle big-picture problems.

Finally, HR managers are responsible for developing and implementing HR strategies, administering HR expenditures, and supervising employees. They have a larger responsibility for an organization’s regulatory compliance than generalists do. For example, a generalist may report that the organization is not by regulation. In contrast, the Manager is in charge of communicating to firm managers the need for compliance and suggesting a strategy to achieve it.

What Does a Day in an HR Generalist Job Look Like?

If you want to know what an HR generalist does on a typical day, let’s take a look at what a normal day looks like. However, remember that this can vary depending on your industry, location, and time of year.

Begin your day with a delicious cup of your favorite beverage. You begin your weekday by reviewing your emails, to-do list, and schedule. You note the meetings for the entire day and plan out all necessary preparations.

You have recently employed someone on board. So you collaborate with your team regarding the new recruit. With the document verification, employee introductions, and ensuring that they have all of the necessary knowledge and tools to onboard.

Next, present your idea for employee engagement efforts to your management. You understand the importance of employee engagement in terms of productivity and performance. Last week, you met with your colleagues to discuss and identify difficulties affecting the present staff. Today, you must propose solutions to those concerns.

Then it is time for your lunch hour. You may prefer eating lunch with your colleagues or spending time alone. You might also walk after lunch to get some fresh air.

After lunch, you review your to-do list and focus on high-priority activities. The next step is to meet with the executive director of your client group to talk about succession planning and how to find outstanding talent. Finally, you will attend the HR team meetings to learn about everyone’s progress and discuss the next projects.

Finally, after a long and productive day, it’s time to relax, go to the gym, or get some groceries for supper.


An HR Generalist is responsible for the majority of people-centered duties and processes within an organization, which means that the job is diversified and will change daily. They will establish a healthy company culture, assist in attracting (and retaining) the best individuals, and maintain legal compliance. It is an important function in any organization until it reaches the size where HR specialists are required (and can be supported).

Human resources generalists are responsible for a wide range of human resource competencies. For example, they must assist in ensuring efficient business operations, managing staff performance programs, and other tasks. As a result, while creating an HR generalist job description position, you must include all of the key features.

Frequently Asked Questions

How Much Experience Does an HR Generalist Need to Work in an Organization?

An HR Generalist must have prior experience performing successful recruitment procedures and understand all aspects of employee relations. Most organizations prefer individuals with prior experience in other HR roles, such as HR Assistant, to make sure they are familiar with standard human resources practices. However, some employers may prefer to recruit applicants with additional relevant experience, such as those who have worked in the customer service field.

Why Do Organisations Employ Multiple HR Generalists?

Larger organizations have larger HR departments because they have more people to manage and coordinate. Furthermore, such HR departments employ several people in key jobs, such as HR managers, coordinators, and administrators, to name a few. They are adaptable experts who know several areas of human resources. Larger organizations hire for multiple such positions to keep their HR functioning smoothly.

What HR Generalist Activities Do They Carry Out in the Company?

HR Generalists’ primary role is to give HR support to the client group, which may vary depending on function or region. They work with corporate leaders to manage the entire employee lifetime. This includes overseeing learning and development efforts, employee engagement exercises, recruiting and personnel management, and employee laws. If an organization employs HR Business Partners or HR Specialists, HR Generalists work with them on the processes listed above.

Is a Human Resources Generalist a Manager?

HR Generalists may become managers depending on their seniority and the firm’s demands. If they are an individual contributor, they focus on the technical parts of the job rather than leading a team. Managers, on the other hand, are responsible for a staff of junior human resources experts.

Who Would an HR Generalist Answer To in an Organization?

In smaller firms, an HR Generalist works directly for the company CEO or the Chief Operations Officer or Director of Operations. In larger organizations with many HR employees, an HR Generalist answers to an HR Manager, HRBP, or Director of HR.

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