HR Generalist job description template
If you are hiring for this role, start here. This free template is our detailed definition of the position, with everything you need to find and hire the right person. Copy it, add your own requirements, and post it.
What is an HR Generalist?
HR Generalists work in the HR department of companies of all sizes and sectors.
They collaborate closely with HR employees to ensure that employee files and HR data are well organized.
Their responsibilities include reviewing employee feedback, strategizing about HR initiatives that will enhance the workplace culture, and creating job postings for department heads depending on their hiring requirements.
They may also be in charge of meeting with employees and their managers to address recent workplace issues and devise a strategy for the future.
The top HR Generalist skills.
Five things separate a strong hire from a résumé that reads well. Use these as your scorecard criteria.
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Copy it as written, or edit it until it sounds like your company. Both work.
We're seeking an HR Generalist with strong analytical and communication abilities. An HR generalist is considered to be a conceptual thinker with exceptional organizational and conflict-resolution abilities. You'll be able to multitask and adapt in a fast-paced setting and have great negotiation and problem-solving abilities.
HR generalists must have good decision-making abilities and a thorough grasp of employee interactions, personnel management, and training to be successful. Top applicants will be at ease dealing with ambiguous situations, adept at scheduling, and meticulous in the recruiting process. Apply NOW!
Duties and responsibilities
- Developing a recruitment strategy and schedule based on operational and sales forecasts.
- Creating official internal documents like offer letters, appointment letters, pay stubs, and warning letters.
- Developing onboarding strategies and training new hires on HR rules, internal processes, and requirements.
- Keeping employees' documentation, benefits, and attendance records in physical and digital files.
- Developing staff engagement strategies, obtaining budget approval, and launching activities.
- Maintaining CSR standards mandated by authorities through collaborating with outside suppliers, higher management, and staff.
- Evaluating employee performance and adjusting their pay scale accordingly.
- Taking proper disciplinary action against workers who break rules and regulations, as well as dealing with employee complaints.
Requirements
- A bachelor's degree in human resources or a similar field is required (essential).
- 2 years of HR coordinator experience (essential).
- Labor law and employment equity requirements are well understood.
- HR administration and people management abilities that are efficient.
- Excellent ability to keep track of things.
- Excellent communication abilities, both written and vocal.
- Meets tight deadlines.
- Excellent computer literacy, including email, MS Office, and HR applications.
- Outstanding organizational and conflict-resolution abilities.
- Exceptional knowledge of HR functions and best practices.
- Strong problem-solving and decision-making abilities.
- Exceptional attention to detail.
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Copy it straight into your job board or ATS, or have it emailed to you with the interview questions for this role.
What education this role needs.
The educational requirements for an HR Generalist vary by sector and company size, but candidates should generally have a bachelor's degree in human resources, business, or a similar discipline.
Some organizations, on the other hand, would prefer individuals with a master's degree in human resources management.
Some companies may additionally search for candidates who have advanced certifications in human resources, such as Professional (PHR), Senior Professional (SPHR), or Global Professional (GPHR).
Sample interview questions for a HR Generalist.
Once you have gathered the applications, work through these in order. Twelve questions across four areas, enough to tell your shortlist apart.
- What do you enjoy most about working in HR?
- What is the aspect of HR that you dislike the most?
- What would your former boss say about you?
- What would your former boss say about you?
- Are you open to relocating?
- What information do you want us to have about you?
- What kind of software and apps do you use? What tools do you like to use when you're working?
- Do you have prior management experience?
- Have you ever worked as a mentor for another employee?
- What methods do you apply to deal with challenging employees?
- How can you keep up with the latest labor rules and regulations?
- How do you go about putting together benefits packages? What are your top priorities?
How much to pay when hiring.
Annual pay by percentile. Where you land depends on the size of the cycle they will own, and the 25th percentile is usually where a first analyst hire sits.
Hourly equivalents run from $14 at the 10th percentile to $35 at the 90th.
Candidates may apply under a different name.
Post the title your industry uses and keep the rest of the description. These three roles overlap enough that the same posting usually reaches all of them.
Three titles, one description.
Search behavior varies by industry, so the same job is advertised under several names. If you are unsure which one your candidates search for, run two titles and see which fills.
HR Director
An HR Director is a senior-level executive responsible for overseeing the human resources (HR) department within an organization.
$116,601 medianFrequently asked questions.
What's the difference between a Generalist and a Specialist in HR?
Both HR Generalists and HR Specialists work in the HR department to promote HR rules and procedures, but their job responsibilities and areas of concentration are different.
HR Generalists, for example, have a wide range of tasks. Hiring and recruitment, employee benefits and remuneration, compliance with HR rules and regulations, and performance management are just a few examples.
HR Specialists, on the other hand, usually have a deeper understanding of one or a few aspects of HR. They may be referred to as Recruitment HR Specialists, Training and Onboarding Specialists, or Compensation and Benefits Specialists as a result of this.
What are the responsibilities of an HR Generalist on a daily basis?
An HR Generalist's usual day begins with a check of their email and voicemail for time-sensitive communications from their Manager, coworkers, or corporate personnel.
They meet with employees of the HR department throughout the day to discuss new HR rules or reoccurring workplace concerns.
HR Generalists are responsible for a wide range of responsibilities related to the hiring and onboarding process, including contacting suitable candidates to schedule interviews and conducting interviews with other employees.
HR Generalists prepare memoranda and other materials when they have free time to address ethical problems or forthcoming employee programs.
What characteristics distinguish a good HR Generalist?
An excellent HR Generalist is someone who has a comprehensive understanding of HR subjects and can handle a variety of work activities on a daily basis.
They also apply time management techniques to guarantee that necessary activities like producing memos, preparing staff training manuals, and updating personnel data are completed in a timely way.
Furthermore, a competent HR Generalist maintains current HR rules and regulations so that they may effectively contribute to policy changes within their department and the business as a whole.
Who is an HR Generalist's boss?
To accept assignments and report workplace misbehavior, the HR Generalist usually reports to the HR Manager.
The HR Manager is in charge of monitoring the HR department's operations and distributing tasks to HR Generalists and other department employees.
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