Human Resources Generalist Job DescriptionHuman Resources Generalist Job DescriptionHuman Resources Generalist Job Description

Workplaces are made up of people who all need support from the day they join a company to the day they leave. Human resources is the field that focuses on a workplace’s personnel: hiring, training, administering, compensating, and sometimes navigating difficult interpersonal conflicts.

When building a human resources (HR) department, companies typically begin by hiring an HR generalist. Because they possess a diverse set of HR skills, HR generalists may take on a range of responsibilities, from recruitment to performance management.

The training and expertise necessary to thrive as an HR generalist can be gained by earning a bachelor’s degree in human resource management. Learn more about the HR generalist job description, the settings in which HR generalists work, common skills, salary and job outlook, and how the right education can help you thrive in the field.

HR generalists usually work in dedicated human resources departments, liaising between employees, managers, legal counsel, and other stakeholders.

Most HR departments exist within a physical office, but some HR generalist roles are entirely remote. In either case, HR generalists often work for long periods of time on their computers, whether running reports, filing paperwork, or coordinating with personnel.

In larger organizations, HR generalists work alongside HR specialists. Here, HR generalists may communicate across teams and represent the HR department in meetings with company leaders. They may also fill in when additional needs arise in a company life cycle. For example, a dedicated HR generalist may help with training when an organization onboards an influx of new employees — and then turn their attention to management concerns.

In smaller organizations, an HR generalist may conduct most or even all HR work. Budget constraints may limit how many HR roles an organization can afford, so HR generalists provide much-needed coverage. Some small organizations may have an HR staff of only one to three HR generalists who take on all the major HR tasks for the workplace:

HR generalists serve as a resource on all human resources matters, providing guidance and support to administrators, managers, and employees.

Daily job duties include:

Less frequently, HR generalists may need to update organizational policies according to best practices and facilitate difficult conversations about investigations, disputes, and disciplinary matters. Duties that may fit the HR generalist job description include:

Unlike HR specialists, HR generalists need competencies in all core HR disciplines, including compensation, hiring, and training. Most companies require applicants to have at least a bachelor’s degree in human resources or a related field to demonstrate these core competencies.

HR generalists should be flexible, willing to adapt to challenging workplace conflicts. In addition to working alongside other HR professionals, HR generalists should be able to work closely with legal counsel, leaders, and employees at all levels of the organization to come to resolutions.

The skills of an HR generalist reflect this need for excellence in organizational communication and interpersonal relationships. They include:

Organizations of all sizes require human resources support, so the demand for HR generalists should persist well into the future.

The U.S. Bureau of Labor Statistics (BLS) projects the employment of human resources professionals to grow 10% from 2020 to 2030, about as fast as average. This increase equates to about 73,400 job openings for human resources personnel in the coming decade because of the need to replace retirees.

The BLS reports that the median annual salary for HR professionals was $63,490 as of May 2020. Salaries vary depending on education, experience, employer, and location.

Human resources offers employees opportunities for flexible career advancement. People who start as HR generalists can move into specialist roles and vice versa. Starting in an HR generalist position may provide early-career professionals with opportunities to learn about HR specialties that interest them.

The dynamic field of human resources needs organized, effective leaders who are willing to support their workplaces through times of change. To become a generalist in the HR field, students should gain the education that will prepare them for a diverse work environment.

If you’re considering a human resources career path, Maryville University’s online Bachelor of Science in Human Resource Management program may be an essential first step. Courses include topics in diverse workforce management, labor relations and negotiations, risk management, and performance appraisals. Plus, students gain access to experiential learning opportunities through a comprehensive capstone project and options for an internship. Learn more about how this HR management degree can help you advance your career.

Recommended Reading

Cultural Competence in the Workplace: What Leaders Need to Know

Importance of Training and Development for Employees

Risk Management Techniques and Tips for HR Professionals

Sources

Houston Chronicle, “Are HR Generalists & HR Coordinators the Same?”

Houston Chronicle, “Human Resources Generalist vs. Human Resources Specialist”

Indeed, “HR Specialist vs. HR Generalist: What’s the Difference? (With FAQs)”

Akron Area SHRM – Sr. Human Resources Generalist

U.S. Bureau of Labor Statistics, Human Resources Specialists