Human Resources Generalist skills for your resume and career

HRIS (Human Resource Information System) is a database that manages human resource-related data. Human resources generalists use HRIS to maintain employee records, process new hires and terminations, and update job profiles. They also use HRIS to prepare confidential material for budgets and company reorganizations. As Robert Awkward Ph.D., Visiting Professor of Management and Program Coordinator at Framingham State University, puts it, "HRIS will continue to be important, data analytic tools and AI."

Performance management is the process of creating a work environment where employees are enabled to perform to the best of their abilities. Human resources generalists use performance management to communicate with all levels of the organization about policies, procedures, and benefits. They also administer performance management programs, train managers for consistency and compliance, and provide consultation and support on talent management and organizational development processes. They also use it to counsel managers and employees on issues involving performance management, termination, and conflict resolution.

Customer service is the act of helping and supporting customers before, during, and after a purchase. Human resources generalists use customer service by managing daily office administrative functions, answering incoming calls, and providing support to employees and management. They also enhance communications and employee involvement with management to foster increased productivity and positive employee relations. As Philomena Morrissey Satre, Director of Diversity Equity & Inclusion and External Strategic Partnerships at Land O Lakes, puts it, "strong customer service aptitude" is one of the key soft skills that all human resources generalists should possess.

Exit interviews are discussions conducted with employees who are leaving a company. Human resources generalists use exit interviews to understand the reasons behind an employee's departure. They analyze the data and identify trends, then use that information to make recommendations to management for improving the work environment and retaining top talent. This can involve identifying problems, developing solutions, and implementing changes to prevent future departures. They also use exit interviews to gather feedback on process improvements and provide senior management with analysis and recommendations.

Payroll processing is the act of managing the payment of salaries to employees. Human resources generalists use payroll processing to ensure accurate and timely completion of payroll-related activities. They execute payroll processing, prepare and submit payroll spreadsheets, and manage payroll processing and documentation. They also streamline payroll processing to reduce costs and errors.

Employee engagement is the emotional, cognitive, and behavioral state of being fully involved and committed to one's job. Human resources generalists use employee engagement in various ways, such as identifying areas of improvement through surveys, developing recognition programs, and creating initiatives to promote diversity and inclusion. They also partner with management to develop employee suggestion processes, conduct exit interviews, and organize company events to boost engagement and satisfaction. As Christopher Stone from Wichita State University puts it, "Maximizing salary potential in HR begins with. demonstrating the impact of your work-how you contribute to your organization's success, be it through enhancing employee engagement. Don't shy away from negotiating your salary and benefits; armed with research on industry salary norms and a clear articulation of your value, you can make a strong case for yourself."

The Family and Medical Leave Act (FMLA) is a federal law that provides employees with up to 12 weeks of unpaid leave in a year for certain family and medical reasons. Human resources generalists use FMLA to process claims, track eligibility, and ensure compliance with the act. They also manage the life cycle of FMLA claims and assist employees with the process. As Robert Till Ph.D., Professor Emeritus at Neumann University, explains, "Employers expect that you will be proficient in Microsoft office, plus exposure to other HR-related software is important. Another hard skill that is highlighted frequently is familiarity with the employment law: HR professionals must be aware of EEO laws, ERISA, FMLA, Fair pay, and healthcare regulations."

Background checks are a process of verifying a person's past, usually used in hiring and employment. Human resources generalists use background checks to vet potential employees. They initiate this process during recruitment, ensuring the candidate's employment history, references, and criminal background are thoroughly checked. They also manage the on-boarding process, which includes drug testing, submitting background checks, and document management.

Workers compensation is a form of insurance that provides wage replacement and medical benefits to employees who are injured on the job. Human resources generalists use workers compensation to handle insurance claims, manage employee records, and ensure timely return to work for injured employees. They also report and review injury reports, and administer the compensation process. They may also work with insurance companies to lower costs and manage cases.

Open enrollment is a period when individuals can enroll in or change their benefits, such as health insurance. Human resources generalists use open enrollment by organizing and administering these benefits, conducting new hire benefits orientation, and managing the enrollment process. They also coordinate open enrollment meetings, educate employees on benefit programs, and ensure accuracy and completeness of the process.

Human resources policies are guidelines that govern the interactions between an organization and its employees. Human resources generalists use these policies to guide their work in areas like employee relations, organizational development, and recruiting. They also interpret and communicate these policies to management and employees, ensuring that they are applied consistently. This can include developing internal communication materials about benefits, compensation, and other human resources policies.

Excellent organizational skills are the ability to plan, arrange, and execute tasks and projects in a structured and efficient manner. Human resources generalists use these skills to manage their workload effectively. They prioritize tasks, maintain records, and manage their time wisely. For example, they might draft process manuals, which requires organizing complex information into a clear and concise format.

OSHA stands for Occupational Safety and Health Administration. It is a government agency that sets and enforces workplace safety standards. Human resources generalists use OSHA by conducting safety audits and inspections to ensure their workplace is following safety regulations. They also create metrics to monitor OSHA compliance, maintain OSHA records, and implement OSHA safety training initiatives.

Benefits administration is the process of managing employee benefits, such as health insurance, retirement plans, and other perks. Human resources generalists use benefits administration to handle tasks like enrolling employees, reporting changes, and resolving claims. They also communicate benefits information to employees and manage the company's benefits database. For example, they might help with open enrollment, resolve benefits questions, or handle workers' compensation and disability claims.