Human Resources Generalists (HRGs) are professionals who play a critical role in managing the human resources functions of an organization. They are responsible for the entire employee life cycle, such as recruitment and selection, performance management, training and development, and legal and compliance. They are also responsible for ensuring that the organization is in compliance with most relevant laws and regulations, and that all employees are treated fairly and equitably.

Most times HRGs are led by the Director of Human Resources, but I’ve noticed that a lot of organizations are functioning a one-person Human Resources department where the HRG is the only person in that department. In most times, that is for very small companies that have 50-100 employees or less.

According to SHRM, the Human Resources Generalist runs the daily functions of the HR department including hiring and interviewing staff, administering pay, benefits and leave while enforcing company policies and practices. I created a video that gives a day in the life of an HR Generalist. In this video, I give an overview of the daily duties and expectations of an HR Generalist.

The role of a Human Resources Generalist is multifaceted and requires a diverse set of skills. They must be knowledgeable about the legal and regulatory environment in which their organization operates, as well as the best practices for managing human resources. They must also be able to communicate effectively with employees, managers, and other stakeholders, and be able to work collaboratively with other departments and stakeholders to achieve organizational goals.

In this article, we will explore the role of a Human Resources Generalist in detail, including their responsibilities, skills and qualifications, and the challenges they face. We will also answer some frequently asked questions about this important profession and provide some key takeaways that will help you better understand the role of a Human Resources Generalist.

Key Takeaways

Human Resources Generalists play a critical role in managing the human resources functions of an organization.
They are responsible for a variety of tasks such as recruitment and selection, performance management, training and development, and legal and compliance.
The role of a Human Resources Generalist requires a diverse set of skills, including knowledge of the legal and regulatory environment, effective communication, and collaboration with other departments and stakeholders.

Role of a Human Resources Generalist

A Human Resources Generalist is a professional who plays a vital role in managing the day-to-day operations of a human resources office. They are responsible for the administration of human resources policies, programs, protocols, and procedures. In this section, we will discuss the key responsibilities, skills, and competencies required for this role.

Key Responsibilities

The key responsibilities of a Human Resources Generalist include:

Recruitment and staffing logistics: HR Generalists are responsible for managing the recruitment process, including sourcing candidates, screening resumes, and conducting interviews. They also manage staffing logistics, such as creating job descriptions, posting job openings, and negotiating job offers.
Training and development: They assist in the development and implementation of training and development programs for employees. They also conduct training sessions and workshops on various topics, including performance management, leadership development, and diversity and inclusion.
Employee relations: HR Generalists are responsible for maintaining positive employee relations. They listen to employee complaints and seek solutions to resolve conflicts. They also conduct employee evaluations and provide feedback to employees.
Compensation and benefits: They assist in the administration of employee compensation and benefits programs, including salary and wage administration, health and welfare benefits, and retirement plans.

Skills and Competencies

To be successful in this role, a Human Resources Generalist must possess the following skills and competencies:

Communication skills: They must have excellent communication skills, both verbal and written. They should be able to communicate effectively with employees, managers, and executives.
Organizational skills: They should be highly organized and able to manage multiple tasks simultaneously. They should be able to prioritize tasks and meet deadlines.
Problem-solving skills: They should be able to identify problems and find solutions. They should be able to think critically and make sound decisions.
Interpersonal skills: They should be able to build relationships with employees and managers. They should be able to work effectively in a team environment.
Knowledge of employment laws: They should have a good understanding of employment laws and regulations. They should be able to ensure compliance with these laws and regulations.

In summary, a Human Resources Generalist plays a critical role in managing the human resources function of an organization. They are responsible for recruitment, training, employee relations, compensation, and benefits. To be successful in this role, they must possess excellent communication, organizational, problem-solving, interpersonal skills, and knowledge of employment laws.

Recruitment and Selection

The role of a Human Resources Generalist involves managing the recruitment and selection process of employees. This includes identifying job vacancies, creating job descriptions, posting job ads, screening resumes, interviewing candidates, and selecting the most suitable candidate for the job.

Talent Acquisition

Talent acquisition is a critical component of the recruitment process. It involves sourcing, attracting, and selecting top talent to fill job vacancies. HR Generalists may use a variety of methods to attract talent, such as job fairs, social media, employee referrals, and job boards. They also work closely with hiring managers to identify the skills and qualifications needed for the job and create job descriptions that accurately reflect these requirements.

Once resumes are received, HR Generalists screen them to identify the most qualified candidates. This may involve reviewing resumes, conducting phone interviews, or administering pre-employment tests. After the initial screening, HR Generalists may conduct in-person interviews to further assess the candidate’s qualifications and fit for the job.

Onboarding Process

Once a candidate has been selected for the job, HR Generalists are responsible for the onboarding process. This involves introducing new employees to the company culture, policies, and procedures. HR Generalists may also provide training on job-specific tasks and responsibilities, as well as any necessary compliance training.

During the onboarding process, HR Generalists may also collect necessary paperwork, such as tax forms and employment contracts. They may also work with IT to ensure that new employees have the necessary equipment and access to company systems.

Overall, the recruitment and selection process is a critical component of the HR Generalist’s role. By effectively managing this process, HR Generalists can help ensure that the company attracts and retains top talent.

Performance Management

Performance management is a critical aspect of an HR Generalist’s role. It involves creating and implementing systems to evaluate employee productivity and provide feedback to improve performance. In this section, we will discuss two sub-sections of performance management: Employee Appraisal and Conflict Resolution.

Employee Appraisal

Employee appraisal is a process of evaluating an employee’s performance against pre-defined goals and objectives. It is an opportunity for managers to provide feedback on an employee’s strengths and weaknesses, set new goals, and identify areas for improvement. The HR Generalist is responsible for designing and implementing an appraisal system that is fair, transparent, and effective.

The appraisal process typically involves setting goals, evaluating performance, and providing feedback. The HR Generalist must ensure that the goals are specific, measurable, achievable, relevant, and time-bound (SMART). They should also ensure that the appraisal system is objective and based on measurable criteria, such as sales targets, customer satisfaction ratings, or project completion rates.

Conflict Resolution

Conflict resolution is another critical aspect of performance management. The HR Generalist must be skilled in resolving conflicts between employees, managers, and teams. Conflict can arise due to various reasons, such as differences in opinion, personality clashes, or work-related issues.

The HR Generalist must first identify the root cause of the conflict and then work towards finding a solution that is acceptable to all parties involved. They should also ensure that the conflict resolution process is fair, unbiased, and transparent. The HR Generalist may use various techniques to resolve conflicts, such as mediation, negotiation, or coaching.

In conclusion, performance management is a crucial aspect of an HR Generalist’s role, and it involves various tasks, such as employee appraisal and conflict resolution. The HR Generalist must be skilled in designing and implementing effective systems to evaluate employee performance, provide feedback, and resolve conflicts.

Training and Development

Human Resources Generalists play a critical role in ensuring that employees receive the necessary training and development to perform their jobs effectively. This section will explore two key areas where HR Generalists focus their efforts: workforce planning and career development.

Workforce Planning

One of the key responsibilities of HR Generalists is to ensure that their organization has the right talent in place to meet its business objectives. This involves developing and implementing workforce planning strategies to identify and address skills gaps, succession planning, and other talent management issues.

To effectively plan for the workforce, HR Generalists must have a deep understanding of the organization’s business objectives, as well as the skills and competencies required to achieve those objectives. They must also be able to analyze workforce data to identify trends and anticipate future talent needs.

HR Generalists may also work with managers and supervisors to develop training and development plans for individual employees, based on their current skills and future career aspirations. This can involve identifying opportunities for employees to gain new skills through on-the-job training, mentoring, or formal training programs.

Career Development

HR Generalists also play a key role in supporting the career development of employees. This involves identifying career paths and development opportunities within the organization, as well as providing guidance and support to employees as they work to achieve their career goals.

To support career development, HR Generalists may work with managers and supervisors to develop individual development plans for employees, based on their career aspirations and the skills and competencies required for their desired roles. This can involve identifying training and development opportunities, as well as providing coaching and mentoring to help employees build the skills and competencies they need to advance in their careers.

Overall, HR Generalists play a critical role in ensuring that employees receive the training and development they need to perform their jobs effectively and achieve their career goals. By developing and implementing workforce planning strategies and supporting career development, HR Generalists help to ensure that their organization has the right talent in place to meet its business objectives.

Legal and Compliance

HR Generalists are responsible for ensuring that their organization complies with all relevant federal, state, and local laws and regulations. Failure to comply with these laws can lead to legal and financial consequences. Therefore, HR Generalists must keep up-to-date with changes in employment laws and regulations to ensure that their organization remains compliant.

Employment Laws

HR Generalists must be familiar with the various employment laws that apply to their organization. These laws include but are not limited to:

Fair Labor Standards Act (FLSA)
Americans with Disabilities Act (ADA)
Family and Medical Leave Act (FMLA)
Equal Employment Opportunity Commission (EEOC) regulations
Occupational Safety and Health Administration (OSHA) regulations

These laws dictate how employers must treat their employees, from hiring practices to compensation and benefits to termination procedures. HR Generalists must ensure that their organization is in compliance with these laws to avoid legal action.

Workplace Safety

HR Generalists are also responsible for ensuring that their organization provides a safe working environment for employees. This includes complying with OSHA regulations, conducting regular safety inspections, and providing safety training to employees. HR Generalists must also investigate and report any workplace accidents or injuries.

In addition to complying with safety regulations, HR Generalists must also ensure that their organization has policies in place to prevent workplace harassment and discrimination. These policies should outline the steps employees can take if they experience or witness harassment or discrimination in the workplace.

Overall, HR Generalists play a critical role in ensuring that their organization complies with all relevant laws and regulations. By staying up-to-date with changes in employment laws and regulations and implementing policies to promote workplace safety and equality, HR Generalists can help their organization avoid legal and financial consequences.

Frequently Asked Questions (FAQs)

What are the key skills required for a Human Resources Generalist?

A Human Resources Generalist should have excellent communication skills, both written and verbal, and be proficient in conflict resolution and problem-solving. They should also have a strong understanding of employment laws and regulations, as well as experience in recruitment, employee relations, and performance management.

What are the typical activities performed by a Human Resources Generalist?

A Human Resources Generalist is responsible for a variety of tasks, including recruiting and hiring new employees, managing employee benefits and compensation, developing and implementing HR policies and procedures, conducting employee training and development programs, and addressing employee concerns and grievances.

What is the difference between a Human Resources Generalist and a Human Resources Coordinator?

A Human Resources Generalist is responsible for a wider range of HR activities, including recruitment, employee relations, and performance management, while a Human Resources Coordinator typically focuses on administrative tasks such as scheduling interviews, maintaining employee records, and processing payroll.

What should be included in a Human Resources Generalist resume?

A Human Resources Generalist resume should include a summary of qualifications, work experience, and education, as well as any relevant certifications or training. It should also highlight skills such as communication, problem-solving, and conflict resolution.

What is the difference between a Human Resources Generalist and a Human Resources Specialist?

A Human Resources Generalist is responsible for a wide range of HR activities, while a Human Resources Specialist typically focuses on a specific area of HR, such as recruitment, benefits administration, or employee relations.

What are some common interview questions for a Human Resources Generalist position?

Some common interview questions for a Human Resources Generalist position include: What experience do you have in recruitment? How do you handle conflicts between employees? What is your experience with employee benefits and compensation? How do you stay up-to-date with changes in employment laws and regulations? How do you handle sensitive employee information?

Human Resources Generalist: Required Job Duties and Skills