A Human Resources (HR) Generalist is a human resources professional responsible for a broad range of HR functions, including talent recruitment, employee relations, legal compliance, benefits administration, and more.
An HR generalist bridges employees and company management and supports various HR functions to ensure smooth business operations. They are often found in small- to mid-sized companies or as part of larger HR teams.
HR generalist vs. HR specialist
HR generalists tend to work in every area of HR within their company. This differs from an HR specialist, who focuses on one or two HR functions. Although HR generalists and specialists may have similar soft skills, their technical knowledge and expertise can vary significantly, as the following table illustrates.
| Role | HR Generalist | HR Specialist |
|---|---|---|
| Scope of work | Broad, covers multiple HR functions | Focuses on a specific HR area (e.g., recruitment, benefits, or compliance) |
| Company type | Common in small- to mid-sized businesses | Found in larger organizations with specialized HR teams |
| Responsibilities | Hiring, compliance, payroll, employee relations, training | Deep expertise in one HR function, such as talent acquisition or compensation |
| Career growth | Can transition into HR leadership roles | Can grow into senior roles within a specialized HR function |
Broadly speaking, HR generalists are found in smaller organizations, where they must know a great deal about various HR functions. HR specialists are likelier to be employed in large organizations with complex HR needs.
What are the key responsibilities of an HR generalist?
An HR generalist is a versatile human resources professional who manages multiple HR functions within an organization, from recruiting talent to ensuring compliance with labor laws.
Recruitment and onboarding
Among their many duties, an HR generalist is responsible for recruiting and onboarding talent. They manage the entire recruitment cycle, from crafting job descriptions to posting openings across various platforms and conducting candidate screenings and interviews. The HR generalist also welcomes new team members through onboarding programs.
The world of recruitment, in particular, is changing rapidly for HR generalists. According to a 2024 editorial in Forbes magazine, recruitment in 2025 and beyond will likely involve using myriad AI tools to boost efficiency. “AI tools can automate the creation of job descriptions, screen resumes, identify where the most promising candidates will be found, and even assess factors such as cultural fit,” Brendan Marr wrote in the Forbes piece.
Employee relations and workplace culture
In addition to assisting with recruitment and onboarding, an HR generalist manages employee relations and workplace culture. When workplace conflicts arise, they may serve as mediators among affected parties. They also investigate reports of discrimination and harassment on the job.
HR generalists also create and enforce company policies, often detailed in documents like an employee handbook or remote, hybrid, and in-office work policies. They also write policies for a culture that serves the company’s business goals and the people who power it and work to cultivate it. For example, the marketing firm Hubspot created a document outlining the type of organizational culture it strives for.
To create a culture that supports employees, HR generalists also manage workplace safety programs and support diversity, equity, and inclusion initiatives.
HR compliance and labor laws
An HR generalist ensures that the business complies with labor laws and regulations across local, regional, national, and international jurisdictions. They need to have a thorough grasp of legislation that applies to their company and monitor any changes to employment laws that could impact the organization.
Through regular internal audits and policy reviews, HR generalists identify potential compliance risks and implement necessary changes to protect the organization from legal risk. They also educate managers and employees about relevant regulations. In larger organizations, HR generalists work closely with the in-house legal team to ensure compliance.
As AI use within the HR industry becomes more prevalent, governing bodies are passing legislation to ethically manage its use during the hiring process. HR generalists must stay abreast of new legislation that describes how AI may and may not be used during the hiring lifecycle. New York City’s Local Law 144 is one such example.
Compensation and benefits administration
An HR generalist handles all aspects of employee pay and benefits, ensuring employees receive their paychecks on time and understand their benefit options. They also manage health insurance plans, retirement accounts, and time-off policies.
An HR generalist also monitors salary ranges and compensation packages, ensuring they are fair and competitive while helping the company stay within its budget and attract talented employees. They handle questions about benefits, process paperwork for leaves of absence, and ensure the company follows all employee compensation and benefits rules.
Performance management and employee development
Another component of HR generalists’ work is monitoring employees’ performance and supporting their professional growth. For example, an HR generalist may implement structured performance review processes at regular intervals and facilitate professional development programs for employees, including training and one-on-one coaching.
While HR generalists are not directly tied to revenue-generating activities, their work can ultimately increase profitability. A Gallup poll showed that training and upskilling employees improves their performance, boosting profitability by 11%.
HR data and reporting
An HR generalist maintains accurate and up-to-date employee records in HR information systems. They track essential HR metrics such as turnover rates, time-to-hire, employee satisfaction scores, and attendance patterns. They can also use the data they have collected to identify trends and provide valuable insights to leadership teams. By providing regular reports and analysis to decision-makers, HR generalists help organizations make data-driven decisions.
HR generalist skills, plus benefits and challenges of the job
A combination of soft and technical skills is required to succeed as an HR generalist.
Soft skills
Successful HR generalists have strong problem-solving abilities, remain calm under pressure, and can skillfully navigate complex workplace conflicts—all while maintaining objectivity, empathy, and confidentiality.
HR generalists must be adaptable enough to switch between various responsibilities throughout the day—from conducting sensitive employee discussions to analyzing data to unrolling new policies.
Technical skills
In addition to possessing a suite of soft skills, HR generalists must also have technical skills. They should know how to use HR software, ranging from payroll systems to applicant tracking systems. Some organizations will employ a human resources information system (HRIS), a high-powered tool that may include payroll, applicant tracking, benefits administration, and more. Such software contains enormous amounts of data, but this data is only helpful if the HR generalist can analyze it and effectively communicate findings to colleagues.
HR generalists must also know the applicable labor laws and understand how they apply to their particular workplace.
Benefits and challenges of the role
A career as an HR generalist offers opportunities to develop diverse skills across multiple HR functions. It is an ideal position for someone who enjoys interacting with people and supporting the company’s mission. There is plenty of opportunity for career growth, too.
However, the job can be demanding. HR Generalists must juggle competing priorities, manage sensitive situations with diplomacy and tact, and keep their organization compliant with ever-changing labor laws.
How HR generalists impact business success
Those in the HR field, including HR generalists, can positively impact business success in numerous ways. For example, they can improve employee satisfaction in ways that align with the organization’s culture, boosting employee morale and retention. REI’s #OptOutside campaign is an excellent example of an HR policy that closely aligns with the organization’s culture. The outdoor equipment company closes its stores on Black Friday, an extremely profitable day for retailers in the U.S., and pays over 15,000 employees to spend the day outdoors.
HR professionals also work to protect the company from legal risk, fines, and reputational damage by ensuring that labor laws are followed, employee conflicts are managed appropriately, and customers are treated fairly. For instance, the coffee retailer Starbucks faced public backlash in 2018 for requesting that the police arrest two Black men who had asked to use the restroom before purchasing a product. In response to public outcry, the company instituted in-store training about racial bias and discrimination for its 175,000 employees.
FAQs about HR generalists
Should I hire an HR generalist or an HR specialist?
The choice between hiring an HR generalist or an HR specialist depends primarily on the organization’s size and specific needs. For small- to mid-sized businesses, an HR generalist is often the better choice as they can handle multiple HR functions and provide comprehensive support across recruitment, benefits, compliance, and employee relations.
What certifications and training do HR generalists need?
A bachelor’s degree in human resources or a related field is typically sufficient for entry-level positions, but HR generalists can enhance their careers through continued education. Respected bodies that offer certifications include the Society for Human Resources Management, which awards Certified Professional (SHRM-CP) and Senior Certified Professional (SHRM-SCP) certificates, and the Chartered Institute of Personnel and Development (CIPD).
Is an HR generalist an entry-level role?
No, an HR generalist is a mid-level role. Entry-level roles in the HR field are HR assistants and HR coordinators. Senior roles are HR managers, HR directors, and VPs of human resources.
