What does a Human Resources Generalist do?
A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference. A human resource generalist must have excellent communication and decision-making skills to address issues concerning the company and employees' welfare.
Human resources generalist responsibilities
Here are examples of responsibilities from real human resources generalist resumes:
- Manage any payroll-relate issues/questions with ADP directly and communicate resolutions to employees.
- Manage administration and compliance of benefit programs, including FMLA and educational assistance programs.
- Perform all benefits processing and payroll functions including coordinating and performing employee benefit eligibility and open enrollment activities.
- Partner with the corporate compensation Sr.
- Assist with the planning and implementation of KRONOS the organization's HRIS system.
- Compile data; prepare and present material in PowerPoint presentations for staff meetings.
- Provide business analysis of the HCM modules and system interfaces within payroll and time keeping.
- Comply to and implement human resources policies, procedures and work with EEO and affirmative action and guidelines and laws.
- Conduct EEO training and disciplinary investigations for area facilities.
- Monitor and finalize payroll using ADP timekeeping and information systems.
- Create PowerPoint presentations; professionally brief executive management on a regular basis.
- Maintain HRIS database information and work closely with accounting department for payroll purposes.
- Maintain and update HRIS database to meet organizational regulations and process require matrix.
- Mentore coordinator in reducing intermittent FMLA usage through management and implementing second opinions.
- Select qualified candidates; handle all administrative paperwork for personnel files and payroll deductions.
Human resources generalist skills and personality traits
We calculated that 9% of Human Resources Generalists are proficient in HRIS, Performance Management, and Customer Service. They’re also known for soft skills such as Detail oriented, Communication skills, and Interpersonal skills.
We break down the percentage of Human Resources Generalists that have these skills listed on their resume here:
- HRIS, 9%
Maintained HRIS database information and worked closely with accounting department for payroll purposes.
- Performance Management, 7%
Communicate routinely with all levels of organization regarding policies, procedures, performance management, including employee evaluations, and benefits.
- Customer Service, 5%
Identified and corrected weaknesses in occupational safety program I also conducted Customer feedback and met and overcame any customer service issues.
- Exit Interviews, 4%
Reconcile monthly insurance invoices, conducted exit interviews and new hire orientations, and analyzed information to make solid business decisions.
- Payroll Processing, 3%
Execute payroll processing, ensuring accurate and timely completion of payroll related activities in accordance with statutory requirements and company policy.
- Excellent Interpersonal, 3%
Served as an HR Generalist for six years, exhibiting excellent interpersonal skills in dealing with employees at all levels.
"hris," "performance management," and "customer service" are among the most common skills that human resources generalists use at work. You can find even more human resources generalist responsibilities below, including:
Detail oriented. To carry out their duties, the most important skill for a human resources generalist to have is detail oriented. Their role and responsibilities require that "specialists must pay attention to detail when evaluating applicants’ qualifications, doing background checks, maintaining records of an employee grievance, and ensuring that a workplace complies with labor standards." Human resources generalists often use detail oriented in their day-to-day job, as shown by this real resume: "team player, goal oriented and excellent organizational skills. "
Communication skills. Another essential skill to perform human resources generalist duties is communication skills. Human resources generalists responsibilities require that "listening and speaking skills are essential for human resources specialists." Human resources generalists also use communication skills in their role according to a real resume snippet: "maintained and updated human resource documents such as organizational charts, employee communications, associate records in hris systems. "
Interpersonal skills. This is an important skill for human resources generalists to perform their duties. For an example of how human resources generalist responsibilities depend on this skill, consider that "specialists continually interact with others and must be able to converse and connect with people from varied backgrounds." This excerpt from a resume also shows how vital it is to everyday roles and responsibilities of a human resources generalist: "coordinate with training personnel and assist in mapping out training schedule exceptional interpersonal communication and customer service".
The three companies that hire the most human resources generalists are:
Choose from 10+ customizable human resources generalist resume templates
Build a professional human resources generalist resume in minutes. Our AI resume writing assistant will guide you through every step of the process, and you can choose from 10+ resume templates to create your human resources generalist resume.
Compare different human resources generalists
Human resources generalist vs. Human resources administration manager
A human resources administration manager performs multiple roles, one of which is to maintain and review all human resources, administrative systems, and procedures. They give guidance on HR to the office. They also oversee the development and monitoring of processes that involve recruiting and retention of individuals, compensation, benefits, training, and employee development. They essentially take charge of administrative functions.
There are some key differences in the responsibilities of each position. For example, human resources generalist responsibilities require skills like "customer service," "payroll processing," "excellent interpersonal," and "employee engagement." Meanwhile a typical human resources administration manager has skills in areas such as "process payroll," "financial statements," "human resource functions," and "eeo." This difference in skills reveals the differences in what each career does.
On average, human resources administration managers reach similar levels of education than human resources generalists. Human resources administration managers are 0.1% less likely to earn a Master's Degree and 0.2% more likely to graduate with a Doctoral Degree.Human resources generalist vs. Regional human resources manager
A regional human resources manager is in charge of overseeing a company's local human resource (HR) operations. They mostly identify the hiring needs of different branches, devise compensation and benefits programs, and determine the HR needs of every area, ensuring to develop strategies to meet them. It is essential to monitor all issues and resolve them promptly and professionally, organize training activities, and manage the regional budget. Furthermore, as a regional manager, it is crucial to ensure that all HR teams adhere to labor laws and company policies.
In addition to the difference in salary, there are some other key differences worth noting. For example, human resources generalist responsibilities are more likely to require skills like "customer service," "payroll processing," "excellent interpersonal," and "excellent organizational." Meanwhile, a regional human resources manager has duties that require skills in areas such as "eeo," "payroll," "workforce planning," and "organizational development." These differences highlight just how different the day-to-day in each role looks.
Regional human resources managers may earn a higher salary than human resources generalists, but regional human resources managers earn the most pay in the manufacturing industry with an average salary of $90,367. On the other hand, human resources generalists receive higher pay in the technology industry, where they earn an average salary of $61,994.Average education levels between the two professions vary. Regional human resources managers tend to reach similar levels of education than human resources generalists. In fact, they're 2.4% more likely to graduate with a Master's Degree and 0.2% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for Human Resources Generalists in the next 3-5 years?
Denise Barton
Senior Professor of Human Resources, Wake Technical Community College
Human resources generalist vs. Human resources associate
A human resources associate is responsible for supporting the human resources department's operations, updating employees' records within the organization's database, and managing the employees' inquiries and concerns by referencing the human resources policies. Human resources associates assist with staffing and recruitment processes, maintaining a timely job board, and filtering potential candidates' requirements and qualifications. They also respond to payments and benefits concerns and recommend employees' training and programs to maximize their potential, credibility, and productivity for daily operations and project management.
Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from human resources generalist resumes include skills like "employee engagement," "human resources policies," "excellent organizational," and "osha," whereas a human resources associate is more likely to list skills in "powerpoint," "eeo," "tuition reimbursement," and "health insurance. "
Human resources associates earn the best pay in the finance industry, where they command an average salary of $72,184. Human resources generalists earn the highest pay from the technology industry, with an average salary of $61,994.When it comes to education, human resources associates tend to earn similar degree levels compared to human resources generalists. In fact, they're 1.0% less likely to earn a Master's Degree, and 0.2% less likely to graduate with a Doctoral Degree.Human resources generalist vs. Human resources recruiter/manager
The primary duty of a human resources recruiter/manager is to source job candidates for open positions in a company. They meet the needs of their client by matching them with candidates that meet the company's organizational culture and will perfectly fit into the open job position. Some small firms will require a human resources recruiter/manager to interview potential employees.
Even though a few skill sets overlap between human resources generalists and human resources recruiter/managers, there are some differences that are important to note. For one, a human resources generalist might have more use for skills like "customer service," "payroll processing," "excellent interpersonal," and "employee engagement." Meanwhile, some responsibilities of human resources recruiter/managers require skills like "senior level management," "eeo," "interview process," and "recruitment strategies. "
In general, human resources recruiter/managers hold similar degree levels compared to human resources generalists. Human resources recruiter/managers are 1.5% less likely to earn their Master's Degree and 0.3% less likely to graduate with a Doctoral Degree.Types of human resources generalist
Updated January 8, 2025
