Organizational Wellness

HR Generalist: Everything You Need to Know About the Role

Last Updated Feb 17, 2025

Time to read: 11 minutes

Imagine having a go-to expert for every HR question and task — someone who can hire the perfect candidate one day, resolve a benefits issue the next, and champion employee wellbeing all year round. That’s the HR generalist — the adaptable, steady force that keeps an organization running smoothly behind the scenes.

These professionals are the multi tools of the HR world. Some HR professionals specialize in payroll, recruitment, or employee relations, but generalists know how to do a bit of everything. Discover what it takes to be an HR generalist and how these professionals fit within an organization.

Learn the steps to building a strong HR department with the ultimate guide to human resources.

What Is an HR Generalist?

An HR generalist is a versatile HR professional responsible for various HR functions, often across recruitment, employee relations, training, benefits, and compliance. While large organizations may have many people on their HR team, smaller companies sometimes have one or two. These people are more likely to be generalists than specialists in specific areas, as they’ll need to manage all the company’s HR needs themselves.

Functioning in this role requires:

Breadth of Skills: HR generalists handle multiple aspects of HR, rather than specializing in one area. They are involved in hiring, employee onboarding, managing benefits, ensuring compliance with labor laws, and addressing employee concerns.
Role Flexibility: They are typically the go-to HR support for managers and employees, ready to address daily HR needs while also implementing broader HR strategies.
Work Environment: Generalists are common in smaller or mid-sized companies, where a single HR role needs to cover various functions, but they are also valuable in larger companies for their ability to address cross-functional HR needs.

In short, HR generalists are well-rounded HR professionals providing broad support across all areas of human resources, helping streamline processes and create a positive workplace culture.

What Are Some Common HR Generalist Job Roles?

If you’re scrolling through job listings online, you’re unlikely to find many people hiring for “HR Generalists.” These roles often have different job titles, depending on your level of experience:

HR Assistant – An entry-level or early-career HR job. HR assistants provide support for the HR department by performing a variety of day-to-day admin tasks.
HR Coordinator – A mid-level role within the human resources department, responsible for helping to coordinate tasks and activities related to hiring, onboarding, training, and employee development.
HR Manager– A senior HR role. Their responsibilities include overseeing the performance of any other HR team members, developing strategies to improve efficiency and morale, and resolving any employee disputes.
VP of HR / HR Director – This is the highest-level HR role in many organizations. It involves overseeing the entire human resources department, ensuring that all policies and procedures are up to date, and developing new strategies.
Chief HR Officer (CHRO) / Chief People Officer (CPO)– A C-level role and part of the leadership team. This role oversees the entire HR department, ensuring all policies and procedures align with organizational objectives. They also serve as a key advisor to the executive team on any HR-related matters.

The beauty of HR generalists is how versatile they are — and can qualify for all kinds of positions! And, if you want to be even more competitive, you can look into additional HR management certifications.

Responsibilities of an HR Generalist

An HR generalist is the ultimate multitasker, keeping everything from hiring to leader development running like a well-oiled machine. They’re not just managing tasks — they’re shaping the employee experience, driving growth, and building a stronger company from the inside out. In other words, generalists address a bit of everything that falls under HR functions. Here are some of their most impactful duties.

Recruiting and Onboarding

It all starts with talent, and HR generalists are at the heart of the action. They’re the ones creating job descriptions that catch the eye of top candidates, leading interviews, and making sure new hires hit the ground running. But they don’t stop there — onboarding is where the magic happens. HR generalists make sure that every new team member gets a stellar introduction to the company culture, so each person is part of the team from day one.

Employee Administration and Support

Keeping a company’s HR operations smooth and efficient? That’s where an HR generalist shines. From organizing employee files to ensuring payroll is processed without a hitch, they handle the nuts and bolts behind the scenes. Does someone need help with benefits? HR generalists take the reins, guiding employees through everything from health insurance options to workplace policies. Their work might seem invisible, but it’s the backbone of a positive employee experience.

Employee Relations

Every company has its ups and downs, but an HR generalist helps smooth the ride. Acting as the bridge between employees and management, they tackle issues head-on before they escalate. Whether it’s handling a conflict, fielding a concern, or making sure everyone’s on the same page, they’re pros at keeping the workplace running like a well-tuned engine. It’s about resolving problems and creating a culture of open communication and trust.

Compensation and Benefits

When it comes to compensation and benefits, HR generalists know how to bring value. They’re responsible for making sure employees are well taken care of, from managing competitive pay to designing benefits packages that matter. And when payroll day rolls around? They make sure every employee knows exactly what they’re getting and why. It’s all about giving people the tools to feel secure, valued, and engaged.

Performance Management

HR generalists also turn employee performance reviews as a chance to grow, both for employees and the organization. Working with managers, they help set clear goals, track progress, and offer feedback that drives improvement. This helps potential and align individual performance with the company’s bigger picture. HR generalists make sure the review process is not only effective but empowering for the workforce.

Company Development

HR generalists maintain excellence within an organization and help the company evolve. Whether it’s rolling out learning and development plans, organizing leadership training, or supporting workforce planning, they’re deeply involved in long-term growth. Today’s HR pros are also thinking ahead, working on initiatives like leadership effectiveness, organizational design, and future-proofing the company’s strategy.

These many responsibilities call for a versatile skill set to match— to help themselves and others thrive in these dynamic workplaces.

What Skills Does an HR Generalist Need?

HR professionals will develop lots of different skills during their careers. Here’s a short list to give you an idea of some of the skills you’ll need or will likely develop as you get more experience:

Excellent interpersonal and communication skills.
Knowledge of local, state, federal, and (possibly) international labor laws and regulations.
Ability to handle and manage confidential information such as employee records.
Effective problem-solving capabilities.
Strong organizational skills.
The ability to work independently or as part of a team.
Proficiency in HR tools and software, such as HRIS, HRMS, or HCM systems.
Strong analytical skills for data management and analysis.
Comprehensive knowledge of talent acquisition strategies and recruitment processes.
Understanding how to do payroll and its systems.
Experience developing effective policies and employee handbooks.
Knowledge of learning and development strategies.

As you can see, HR professionals develop a wide range of skills and knowledge as they progress. Some people will look to specialize as they move down their career paths — like recruitment or learning and development — but there are paths for those who prefer the variety of a generalist role.

In addition to specific skills, human resources generalists may see certain requirements when they apply for new jobs. Many companies like their HR professionals to have a bachelor’s degree or equivalent years of experience. Alternatively, they may look for people with HR certifications, like the Professional in Human Resources (PHR) or SHRM certifications.

Challenges Faced by HR Generalists — And How to Address Them

The role of an HR generalist is as rewarding as it is demanding. With so many responsibilities to juggle, challenges are inevitable. Here’s a closer look at some common hurdles HR generalists face — and practical ways to overcome them.

Balancing Various Responsibilities

With responsibilities that range from recruiting and employee relations to compliance and benefits management, prioritization can feel overwhelming. Consider these tools to stay on top of what is most important:

Time Management Tools: Use digital tools like project management software to organize tasks, set deadlines, and track progress.
Delegate When Possible: If working in a team, delegate specific tasks to lighten your load and ensure everything gets the attention it deserves.
Focus on High-Impact Areas: Align your efforts with the company’s strategic priorities to ensure your work drives meaningful outcomes.

Tracking Regulatory Changes

Labor laws and compliance requirements are constantly evolving, making it tough to stay up to date. Falling behind can expose your organization to legal risks, which is why many generalists use the following tactics to keep up:

Leverage Technology: Subscribe to HR compliance tools and newsletters that provide alerts on regulatory updates.
Continuous Education: Attend webinars, workshops, or certification programs focused on labor laws and compliance to stay sharp.
Collaborate with Legal Teams: Partner with legal counsel to review policies and ensure your organization remains compliant.

Managing Employee Relations in a Diverse Workforce

In today’s workplaces, managing employee relations means addressing a wide range of perspectives, needs, and concerns. Creating an inclusive and equitable environment can be challenging but essential. These are some ways you can be a source of inclusivity in your role:

Promote Open Communication: Foster a culture where employees feel heard by implementing regular check-ins and anonymous feedback channels.
Invest in DEI Training: Provide diversity, equity, and inclusion (DEI) training to enhance awareness and understanding across the organization.
Tailor Policies for Inclusion: Regularly review policies to ensure they accommodate the needs of a diverse workforce, from flexible schedules to equitable benefits.

Workplace Health and Wellbeing

HR generalists are often at the forefront of addressing employee wellbeing, but balancing wellness initiatives with other responsibilities can be tricky. Here is how you can address this:

Incorporate Wellbeing into HR Strategy: Make workplace wellness a core part of your HR plan, with measurable goals and dedicated resources.
Leverage Comprhensive Wellness Programs: Partner with services like Wellhub to provide employees with tools for physical, mental, and financial health.
Encourage a Culture of Self-Care: Work with leadership to model healthy behaviors, such as taking breaks and setting boundaries.

The Role of Technology in an HR Generalist Role

Integrating technology into the generalist role can enhance efficiency and provide valuable insights for all kinds of HR responsibilities. Some of the most exciting and useful digital tools include the following.

System	Description	Examples
Recruitment and Applicant Tracking Systems (ATS)	ATS streamlines the recruitment process by automating job posting and resume screening — it can even manage interview scheduling. It helps HR generalists move candidates through the pipeline more efficiently, improving time-to-hire and the overall candidate experience.	Greenhouse, Workday, iCIMS
Employee Onboarding Platforms	Digital onboarding platforms facilitate a seamless and paperless onboarding process. HR generalists can use these tools to automate the distribution of new-hire documents and training materials so that new employees have a smooth transition.	BambooHR, Click Boarding, Zenefits
Learning Management Systems (LMS)	These LMS platforms enable HR generalists to manage and track employee development and training programs. They not only provide online courses but also track progress and assess learning outcomes. This especially reinforces a culture of continuous learning within the organization.	Employing Cornerstone OnDemand, Moodle, TalentLMS
Performance Management Software	This kind of software helps HR generalists automate performance reviews, especially for setting goals and providing continuous feedback. They also assist in tracking employee performance metrics to identify areas for improvement and facilitate more data-driven decision-making.	Adopting 15Five, PerformancePro, SuccessFactors

How Does an HR Generalist Fit into an Organization?

An HR Generalist is like the glue in an organization’s HR department. They provide comprehensive support across various HR functions, which makes them central to both everyday operations and strategic planning. They normally work within the human resources department (also called the people operations team). Depending on their level of seniority, they may also work closely with middle management or the senior leadership team.

These HR Pros likely have knowledge and experience on many HR-related topics and can provide support and guidance in multiple areas. In small companies, a one-person HR team can be responsible for everything HR-related for the business. In larger organizations, they can help others develop their knowledge and pick up a variety of tasks.

HR generalists can also provide invaluable support to managers and senior-level executives. They are often called upon to advise on key human resources topics, such as headcount planning, employee engagement and retention, performance management, and organizational design.

HR Teams Make All The Difference to the Employee Experience

Whether you stay in an HR generalist role or specialize in a particular area, the employee experience remains one of your top priorities.

Healthy employees can be more productive and deliver better outcomes for the company than people who are stressed and burned out. And what better way to achieve these results than with a wellness program? In fact, 99% of HR leaders say their wellbeing program increases employee productivity!

A wellness program can be one of the most impactful employee benefits that an employer offers — especially one like Wellhub. Speak to a Wellhub Wellbeing Specialist today to learn how HR can transform the workplace with a wellness program!

Company healthcare costs drop by up to 35% with Wellhub*

See how we can help you reduce your healthcare spending.

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[*] Based on proprietary research comparing healthcare costs of active Wellhub users to non-users.