How to Be Human Resources Generalist - Job Description, Skills, and Interview Questions

Dec 18, 2022 / 6 Minutes Read / By Albert

How to Become

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The lack of a Human Resources Generalist can have far-reaching consequences for any company. Without someone to ensure that employee policies are being properly followed, morale and productivity can decline, leading to higher turnover rates and increased costs for recruitment and training. In addition, disputes between employees and management may become more frequent and difficult to resolve, resulting in costly litigation. An effective Human Resources Generalist, with their expertise in personnel management, can help ensure that the company operates in an orderly and efficient manner and can help to create a positive work environment.

Steps How to Become

Obtain a Bachelor's Degree. Most employers prefer to hire Human Resources Generalists who have earned a bachelor's degree in human resources, business, or a related field. Coursework should include classes in labor relations, organizational behavior, compensation management, recruiting, training, and more.
Gain Experience. Although a bachelor's degree is the minimum requirement to become a Human Resources Generalist, many employers prefer to hire those with previous experience in the industry. Consider internships or volunteer opportunities in human resources departments to get your foot in the door.
Earn Professional Certifications. Professional certifications demonstrate that a Human Resources Generalist has the knowledge and skills to do their job effectively. Certifications such as the Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) are offered by the Human Resource Certification Institute (HRCI).
Stay Up-to-Date on Trends. As technology and laws in the industry continually change, it is important for Human Resources Generalists to stay abreast of the latest trends in order to be successful. Consider attending professional workshops or joining professional organizations to stay informed.
Develop Strong Interpersonal Skills. As a Human Resources Generalist, you need to be able to effectively communicate with employees, managers, and other stakeholders. Develop strong interpersonal skills such as problem-solving and conflict resolution to ensure that you can navigate tricky situations with ease.

The demand for skilled and competent employees is increasing in today's competitive job market. To ensure that organizations have access to the best possible talent, Human Resources Generalists must possess a wide range of skills and knowledge. They must have a thorough understanding of recruitment techniques, employee development and training, compensation and benefits, and labor relations.

They also need to be up-to-date on employment law, organizational structure, and current trends in the industry. Furthermore, they must have strong communication, interpersonal, and problem-solving skills. With these qualities, Human Resources Generalists can help organizations find, develop, and retain top-performing employees.

This, in turn, can lead to improved productivity, higher employee morale, and greater financial success for the organization.

You may want to check Human Resources Manager/Officer, Talent Acquisition Manager, and Human Resources Specialist for alternative.

Job Description

Develop strategies and processes to ensure effective recruitment and selection procedures.
Administer employee benefit programs and ensure compliance with applicable laws and regulations.
Evaluate employee performance, provide feedback and counsel employees on a variety of human resources issues.
Foster positive relationships between management and employees.
Manage employee relations issues, such as disciplinary actions, grievances, conflict resolution and termination.
Coordinate employee training and development programs.
Develop, implement and monitor company policies and procedures.
Oversee the payroll process and ensure accuracy.
Monitor and analyze employee turnover rates, job satisfaction surveys and other metrics.
Participate in the development of organizational strategies and objectives.

Skills and Competencies to Have

Knowledge of employment laws and regulations
Strong interpersonal and communication skills
Excellent organizational and time management skills
Ability to develop and maintain effective working relationships
Ability to effectively manage multiple tasks simultaneously
Strong problem solving and critical thinking skills
Ability to work independently and as part of a team
Proficiency in Microsoft Office Suite
Familiarity with HRIS systems
Knowledge of recruitment, selection, and onboarding practices
Ability to conduct job analysis and design job descriptions
Knowledge of compensation and benefits administration
Experience in developing and delivering training programs
Knowledge of employee relations and conflict resolution
Ability to effectively handle employee inquiries and complaints

Human Resources Generalists play a pivotal role in any organization, as they are responsible for overseeing a variety of tasks related to personnel management. One of the most important skills they must possess is the ability to effectively communicate with employees at all levels. With strong communication skills, Human Resources Generalists can ensure that employees understand their job duties and expectations, as well as provide feedback and guidance.

effective communication is essential for addressing employee grievances and mediating conflicts between coworkers. Furthermore, Human Resources Generalists must be able to build positive relationships with staff members and create an environment of trust and respect. By demonstrating strong interpersonal skills and understanding how to manage difficult conversations, Human Resources Generalists can help foster a positive working atmosphere and encourage collaboration.

Finally, Human Resources Generalists must also be highly organized and have strong problem-solving skills in order to respond to employee issues quickly and efficiently.

Human Resources Policy Analyst, Human Resources Project Manager, and Human Resources Recruitment Specialist are related jobs you may like.

Frequent Interview Questions

What experience do you have as an HR Generalist?
How would you manage a difficult employee issue?
Describe your experience with recruiting and onboarding new employees.
What challenges have you faced in previous HR roles and how did you overcome them?
How do you stay up to date on employment laws and regulations?
How do you handle conflict resolution in the workplace?
Describe your experience with administering employee benefits plans.
What strategies have you implemented to improve employee engagement and retention?
How do you work with managers to ensure compliance with employment laws?
What have been some of your most successful HR initiatives?

Common Tools in Industry

Applicant Tracking System (ATS). A software system used to manage the recruitment process, from job postings to applicant tracking and onboarding. (Eg: Greenhouse)
Onboarding Software. A system that streamlines the onboarding process for new hires, including onboarding paperwork and compliance. (Eg: BambooHR)
Performance Management Software. Software designed to help businesses track, review and improve employee performance. (Eg: 15Five)
Training Management Software. Platforms designed to deliver, monitor and assess employee training programs. (Eg: Skillsoft)
HR Analytics Software. Software used to measure and analyze HR data for more informed decision-making. (Eg: PeopleFluent)
Employee Engagement Software. Platforms designed to measure, track and improve employee engagement. (Eg: Reflektive)
Employee Self-Service Portal. An online portal that enables employees to access their own HR-related information, such as vacation days and benefits. (Eg: Zoho People)
Talent Acquisition Software. An end-to-end system that helps businesses source, recruit and hire the right talent. (Eg: TalentLyft)
Learning Management System (LMS). An online platform used to deliver, track and manage employee learning and development programs. (Eg: Cornerstone Learning)
Time and Attendance Software. Systems used to record and track employee time and attendance data. (Eg: FingerCheck)

Professional Organizations to Know

Society for Human Resource Management (SHRM)
American Society for Training and Development (ASTD)
International Public Management Association for Human Resources (IPMA-HR)
Human Resources Professionals Association (HRPA)
The Conference Board
International Foundation of Employee Benefit Plans (IFEBP)
American Payroll Association (APA)
Human Resources Leadership Council (HRLC)
National Association of Professional Background Screeners (NAPBS)
WorldatWork

We also have Talent Acquisition Senior Consultant, Human Resources Information Systems Manager, and Talent Acquisition Specialist jobs reports.

Common Important Terms

Recruitment The process of sourcing and hiring qualified candidates for available job openings.
Onboarding The process of introducing and facilitating the transition of a new hire into an organization.
Training and Development The process of providing employees with the knowledge, skills, and abilities needed to perform their job effectively.
Performance Management The process of evaluating employee performance against predetermined standards and expectations.
Employee Relations The practice of managing the relationships between employers and their employees.
Compensation and Benefits The practice of offering monetary and non-monetary rewards to employees in exchange for their services.
Compliance The practice of ensuring that organizations adhere to applicable laws, regulations, and policies.
Labor Relations The practice of managing the collective bargaining agreements between employers and unions.
Risk Management The practice of identifying, assessing, and reducing risks related to employee-related matters.
Diversity and Inclusion The practice of promoting an environment where all individuals feel welcomed, respected, and valued for their unique contributions.

Frequently Asked Questions

What is the primary role of a Human Resources Generalist?

A Human Resources Generalist is responsible for providing comprehensive HR support in areas such as recruitment, onboarding, employee relations, and policy compliance.

What qualifications are required for a Human Resources Generalist?

A Human Resources Generalist typically requires a Bachelor's degree in Human Resources or a related field, as well as several years of experience working in human resources.

What responsibilities does a Human Resources Generalist have?

Common responsibilities of a Human Resources Generalist include managing employee onboarding and orientation, administering benefits, ensuring compliance with relevant laws, policies and regulations, and handling employee relations issues.

How many employees does a Human Resources Generalist typically manage?

The number of employees managed by a Human Resources Generalist can vary greatly depending on the size of the organization, but typically ranges from 50 to 100.

What skills are essential for a successful Human Resources Generalist?

Essential skills for a successful Human Resources Generalist include excellent communication and interpersonal skills, strong organizational and problem-solving skills, and a thorough understanding of relevant laws and regulations.