HR Generalist Job Description

HR Generalist Job Description, Skills, and Salary

Are you searching for an HR generalist job description? Get to know about the duties, responsibilities, qualifications, and skills requirements of an HR generalist. Feel free to use our job description template to produce your own. We also provide you with information about the salary you can earn as an HR generalist.

 

Who is an HR Generalist?

A human resources (HR) generalist is a person in the HR department who covers a broad array of activities. With human capital management (HCM) software quickly expanding, HR generalists increasingly require digital skills to supplement the conventional functions of the profession, such as benefits administration. As employee culture becomes a premium selling feature for firms, HR generalists operate as liaisons between employees, managers, and executives in gauging employee engagement.

Generalists often report to an HR director or manager. While large organizations may have larger, more specialized HR teams, smaller companies may just employ a few generalists.

 

An HR generalist is a human resources professional who has a foundational understanding of a wide variety of areas about employee benefits, remuneration, recruiting, onboarding, and assessments. These experts work in HR departments inside organizations and collaborate with HR directors to deliver information to department heads regarding new processes, payroll adjustments, or recruiting requirements.

They are liable for keeping employment records and assessing staff performances. They may also enforce current or new regulations in a corporation. HR generalists establish and execute numerous rules that aid in the workflow of the firm. The position of an HR generalist is regarded as a tempting career opportunity for persons who have strong communication and staff management abilities.

A human resources (HR) generalist plays a significant role in the performance and profitability of an organization. As an HR generalist, you will supervise the human resources department’s rules and processes. You will handle recruiting and layoff processes, plan performance incentives, supervise employee welfare, and manage employee communications. This is certainly a crucial function for any mid-sized to large organization.

 

HR Generalist Job Description

What is an HR generalist job description? An HR generalist job description is simply a list of duties and responsibilities of an HR generalist in an organization. Below are the HR generalist job description examples you can use to develop your resume or write an HR generalist job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.

The duties and responsibilities of an HR generalist include the following;

  • Administer compensation and benefits schemes.
  • Assist with talent acquisition and recruiting procedures.
  • Conduct employee onboarding and assist plan training & development efforts.
  • Provide help to workers In different HR-related areas such as leaves and pay and handle any concerns that may occur.
  • Promote HR strategies to promote an efficient and conflict-free environment.
  • Undertake duties around performance management.
  • Gather and analyze data using valuable HR indicators, such as time to recruit and employee turnover rates.
  • Organize quarterly and yearly employee performance evaluations.
  • Maintain employee files and records in electronic and print form.
  • Enhance work happiness by addressing concerns swiftly, adding new perks and incentives, and arranging team-building activities.
  • Ensure compliance with labor standards.
  • Assist with all internal and external HR-related problems.
  • Participate in defining organizational norms and processes.
  • Recommend techniques to inspire staff.
  • Assist with the recruiting process by locating individuals, completing reference checks, and giving employment contracts.
  • Investigate grievances brought forth by workers.
  • Coordinate staff development programs and performance management.
  • Manage the organization’s personnel database and create reports.
  • Produce and submit reports on general HR activities.
  • Assist with budget management and payroll.
  • Keep up-to-date with the latest HR trends and best practices.
  • Establish and execute employee policies.
  • Collaborate with the management to establish organizational guidelines.
  • Manage human resources strategies for all personnel in the company.
  • Implement and administer pay programs.
  • Create job descriptions, job offers, and termination letters.
  • Teach and give help to younger employees of the HR team and perform several significant actions connected to the company’s process.
  • Supervise benefits administration and claims resolution.
  • Investigate ways to enhance policies and processes.
  • Create and maintain ties with recruitment firms and request their aid when necessary.
  • Offer advice on employee retention and performance management.
  • Perform recruitment, counseling, and departure interviews as necessary.
  • Maintain employee data and make choices to help reach corporate objectives.
  • Study new HR trends.

 

Qualifications

  • Bachelor’s degree in human resources or similar (important) (essential).
  • 2 years of experience as an HR coordinator (essential) (essential).
  • Deep awareness of Labor Law and employment fairness requirements.
  • Efficient HR administration and people management abilities.
  • Excellent record-keeping capabilities.
  • A fantastic grasp of HR operations and best practices.
  • Excellent written and verbal communication abilities.
  • Works easily under pressure and fulfills tight deadlines.
  • Superb computer literacy with capabilities in email, MS Office, and associated HR applications.
  • Remarkable organizational and conflict management skills.
  • Strong decision-making and problem-solving abilities.
  • Meticulous attention to detail.

 

Essential Skills

  • Communication: Communication is the capacity to deliver information effectively and simply. As a human resources generalist, you may be responsible for talking with workers about their benefits or clarifying corporate regulations. Strong communication skills may help you transmit critical information in an easy-to-understand approach that keeps everyone informed. You may also utilize your communication skills while interviewing job hopefuls by asking them questions and listening to their replies.
  • Policy Development: HR generalists typically design corporate policies and procedures, which requires them to have good policy creation abilities. This is because they are accountable for ensuring that workers understand their rights and obligations at work. For example, if one employee files a complaint against another employee, the HR generalist may be entrusted with designing a protocol for resolving such complaints.
  • Compliance: Complying with corporate and industry rules is a crucial component of a human resources generalist’s work. They must be familiar with employment laws, particularly those about equal opportunity, privacy, health and safety, and other rules that influence the workplace. HR professionals also apply their compliance abilities while drafting contracts, evaluating employee data for regulatory reasons, and ensuring that workers are aware of the relevant information about their benefits.
  • Benefits Administration: Benefits administration is the process of administering employee benefits programs. This involves choosing which benefits to provide, estimating expenses, and generating budgets for each benefit. It also requires engaging with workers about their benefits and addressing any concerns that may occur. For example, if an employee has a medical issue, you may need to explain how their insurance works or assist them to file for disability benefits.
  • Problem Solving: Problem-solving is the capacity to detect and handle challenges that may develop in a work setting. As a human resources generalist, you may be responsible for settling disputes between workers or supervisors and employees, as well as addressing employee issues about corporate policy. Your problem-solving abilities may help you negotiate these circumstances successfully and maintain a pleasant company culture.
  • Attention to Detail: Human resources generalists typically evaluate and analyze personnel data to verify that the organization is achieving its duties. They also design rules, processes, and contracts for workers and companies. To accomplish this, they need to be detail-oriented so they can absorb the material carefully and precisely. This expertise also helps them maintain track of critical paperwork about employment agreements and other HR data.
  • Recruitment & Hiring: Human resources generalists typically have to recruit new staff for their firms. They may also be responsible for recruiting and interviewing applicants, as well as analyzing the talents of prospective hiring. This needs HR generalists to know how to discover and assess job candidates successfully. It’s crucial that they can analyze a candidate’s credentials properly so that they can make an educated hiring choice.
  • Customer Service: Customer service abilities are vital for human resources generalists since they typically deal with customers and clients to solve problems, answer inquiries and offer information. Customer service qualities include active listening, empathy, and patience as well as the capacity to stay cool in difficult circumstances. Customer service abilities may also help you create connections with workers and employers alike.
  • Employee Relations: Human resources generalists generally deal with a range of personnel, including managers and other HR professionals. They must be able to interact effectively with all levels of a business to give assistance and direction on workplace concerns. This demands good interpersonal skills and the capacity to develop meaningful connections with others.
  • Performance Management: Human resources generalists commonly utilize performance management skills to analyze employee development and give feedback. They may also assist managers to establish performance plans for their staff, which requires them to examine the strengths and shortcomings of each person. This might involve developing objectives for workers to improve on specific elements of their employment or delivering recognition when they’ve surpassed expectations.
  • Multi-tasking: Human resources generalists typically have to execute numerous jobs at the same time. For example, they could be in charge of interviewing and recruiting new workers while simultaneously examining personnel files for compliance reasons. Being able to multitask may assist human resources generalists to remain productive throughout their workday.
  • Training & Development: A human resources generalist has to have an understanding of training and development programs. They need to be able to design a learning plan for staff, including the sort of training required, how long it should take, and what the objectives are. They also need to know how to analyze employee performance so they can offer feedback that helps them develop their abilities.
  • Organizational Development: Human resources generalists commonly utilize organizational development skills to assist their firms to enhance productivity and employee happiness. This entails generating actionable plans that define objectives, methods for reaching those goals, and the resources required to accomplish them. Generalists also employ organizational development skills when they deliver training sessions or seminars on themes like leadership development, conflict resolution, and workplace diversity.
  • Onboarding: Onboarding is the process of introducing new workers to their firm and its culture. Generalists generally handle this process, which needs them to be informed about the organization’s structure, rules, and benefits. They also need to know how to instruct staff in many elements of their employment, such as safety requirements, computer programs, and office practices.
  • Organization: Organization is a talent that can be applied to practically every position, but it’s particularly critical for HR generalists. This work needs attention to detail and the capacity to handle many tasks at once. Organization abilities assist you to maintain track of personnel records, files, and other documents connected to your tasks. It also helps you to plan so you may prepare things in advance or submit relevant paperwork on time.
  • Data Analysis: Data analysis is the capacity to comprehend and understand data. This expertise may be valuable in human resources since it helps you to analyze employee performance, productivity, and other metrics that are vital for HR personnel to know. Data analysis also involves the ability to discover trends and patterns in data so you can make educated judgments about how to enhance your company’s processes or procedures.

 

How to Become an HR Generalist

  • Earning a bachelor’s degree: A bachelor’s degree in a field such as human resources, business, human resource management, human resource administration, or organizational development is a necessity for most HR generalist employment. Courses in business, psychology, industrial relations, accounting, and human resource management will educate you on how to use the abilities necessary for this job.
  • Earn a master’s degree: Some HR generalists seek more education. A Master of Science in Human Resource Management is one of the most frequent postgraduate degrees HR generalists acquire since it provides advanced business, psychology, and communication abilities.
  • Gain job experience in HR: Most HR generalists work as human resource assistants or in customer service before rising in their professions. You may accept one of these positions to utilize your HR skills while you are studying for a master’s degree.
  • Earn basic HR certification: SHRM-CP or PHR certification is normally optional, although many businesses will look at it positively.
  • Update your resume: After studying, working in HR, and getting certification, you may begin upgrading your résumé. Highlight your most recent employment and schooling and add references that can witness your ability for HR.
  • Apply for HR generalist opportunities: Once you have achieved this phase, you should have all the information and expertise you need to shift to a career as an HR generalist. Select jobs you are qualified for based on your years of experience and credentials.
  • Earn senior HR certification: Gaining advanced SHRM-SCP or SPHR certification might be advantageous for certain HR generalist professions. This qualification also increases your grasp of HR strategy and leadership.

 

Where to work as an HR Generalist

HR generalists are often hired by firms with internal human resources departments. They may work for businesses in practically any sector. They spend much of their time working in human resources departments. However, they may go to job fairs and college employment events to acquire fresh talent.

HR generalists normally work a conventional full-time schedule during normal business hours. Overtime hours and weekend labor may be necessary during busy seasons.

 

HR Generalist Salary Scale

The average hr generalist pay in the USA is $57,503 per year or $29.49 per hour. Entry-level occupations start at $47,499 per year while most experienced professionals earn up to $77,119 per year.

The average hr generalist pay in the United Kingdom is £35,000 per year or £17.95 per hour. Entry-level occupations start at £30,000 per year while most experienced professionals earn up to £47,500 per year.

The average hr generalist pay in Canada is $62,500 per year or $32.05 per hour. Entry-level positions start at $53,654 per year, while most experienced workers make up to $79,270 per year

The average hr generalist income in Australia is $95,000 per year or $48.72 per hour. Entry-level occupations start at $85,000 per year, while most experienced professionals earn up to $124,236 per year.

The average hr manager’s income in Ireland is € 58 500 per year or € 30 per hour. Entry-level occupations start at € 50 000 per year, while most experienced professionals earn up to € 75 000 per year.

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