How to hire a human resources generalist/manager

How to hire a human resources generalist/manager, step by step

Here's a step-by-step human resources generalist/manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a human resources generalist/manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human resources generalist/manager
• Step 8: Go through the hiring process checklist

What does a human resources generalist/manager do?

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1. Identify your hiring needs

   Before you start hiring a human resources generalist/manager, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A human resources generalist/manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, human resources generalist/managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of human resources generalist/manager salaries for various roles:

   Type of Human Resources Generalist/Manager	Description	Hourly rate
   Human Resources Generalist/Manager	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$26-51
   Director Of Human Resources	A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management... Show more	$32-70
   Human Resources Vice President	Human resources (HR) vice presidents play a vital role in the effective administration and operation of an organization's HR department. These executives are responsible for directing an organization's staffing goals and developing strategies to support the company's profitable and productive business operations... Show more	$55-118

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll Processing
   • Performance Management
   • HRIS
   • Disciplinary Procedures
   • Workers Compensation
   • Exit Interviews
   • FMLA
   • Safety Training
   • Background Checks
   • Open Enrollment
   • EEO-1
   • Training Programs
   • Benefits Administration
   • Disciplinary Actions

   Check all skills

   Responsibilities:

   • Manage annual open enrollment process including development of communication materials and administration of enrollment changes within HRIS and benefit providers.
   • Provide resolution of complex employee relations issues including sexual harassment, employee misconduct, ADA, and FMLA.
   • Monitor performance appraisal, LOA, FMLA, disciplinary, termination and other processes for compliance with legal and company policies.
   • Audit personnel payroll for accuracy and input confidential employee salary increases into HRIS data system.
   • Reduce employment litigation from multiple claims to minimal exposure providing counseling and leadership coaching and partnering with management on resolutions.
   • Initiate hire process utilizing PeopleSoft program.

   More human resources generalist/manager duties

3. Make a budget

   Including a salary range in your human resources generalist/manager job description helps attract top candidates to the position. A human resources generalist/manager salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a human resources generalist/manager in Nebraska may be lower than in Washington, and an entry-level human resources generalist/manager usually earns less than a senior-level human resources generalist/manager. Additionally, a human resources generalist/manager with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average human resources generalist/manager salary

   $77,353yearly

   $37.19 hourly rate

   ---

   Entry-level human resources generalist/manager salary

   $55,000 yearly salary

   Updated January 21, 2026

   Average human resources generalist/manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$89,404	$43
   2	Maryland	$82,528	$40
   3	California	$82,525	$40
   4	Illinois	$81,537	$39
   5	Massachusetts	$80,623	$39
   6	Pennsylvania	$79,851	$38
   7	Michigan	$79,653	$38
   8	Iowa	$79,525	$38
   9	Connecticut	$79,248	$38
   10	Virginia	$78,051	$38
   11	North Carolina	$77,005	$37
   12	Colorado	$69,526	$33
   13	Oklahoma	$66,914	$32
   14	Texas	$63,367	$30
   15	Florida	$60,790	$29

   Average human resources generalist/manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Amazon	$120,763	$58.06	44
   2	MUFG EMEA	$120,716	$58.04
   3	The Hershey Company	$91,170	$43.83	6
   4	Aramark	$89,491	$43.02	74
   5	Dollar Tree	$83,418	$40.10	7
   6	Hydrite	$82,072	$39.46	2
   7	KIPP Austin Public Schools	$77,427	$37.22
   8	KIPP DC	$77,065	$37.05
   9	DISH Network	$76,852	$36.95
   10	The Sage Group	$75,432	$36.27
   11	MyClean	$73,814	$35.49
   12	Randstad North America, Inc.	$72,047	$34.64	7
   13	Robert Half	$71,728	$34.48	293
   14	Acenda Integrated Health	$70,772	$34.02
   15	Samsill	$70,711	$34.00

4. Writing a human resources generalist/manager job description

   A human resources generalist/manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a human resources generalist/manager job description:

   Human resources generalist/manager job description example

   Reporting to the Director of Human Resources and Safety, this position exists to manage the HR function of the company and maintain and implement programs that provide HR services to the Branch’s and operating units. This position will maintain all facets of HR function through the employment life cycle, including but not limited to: maintain employee information, talent acquisition, employee development, succession planning, termination, employment processing, compensation, benefits, records management, safety and health, employee relations and retention, government compliance, personnel transactions, policy development/enforcement and implementation, timekeeping, cross operational communication.
   
   This position will be responsible for administering HR programs and policies that support the continued growth of the business. Managing day/day, tactical aspects as well as contributing to strategic planning processes of HR, the HR Manager will collaborate with the leadership team, and interact with employees at all levels of the organization.
   ESSENTIAL JOB FUNCTIONS (Including but not limited to): • Compliance – Administer HR policies and procedures to ensure compliance with all applicable labor laws. Maintain up to date on law updates and application of such. Manage personnel files, I9’s, legally required trainings and Company reporting including ACA, EEO, 401k 5500 and payroll testing.
   • Talent Acquisition – Establish recruiting, selection, hiring and onboarding processes to support seasonal hiring needs, as well as ongoing business growth.
   • Employee Relations - Provide advice and counsel to managers regarding employee performance, discipline, terminations, and related issues. Act as an advocate and resource to resolve employee concerns.
   • Total Rewards – Oversee the employee benefits program including group medical, disability, life and 401K plans. Administer compensation programs that attract qualified employees and drive top performance.
   • Organizational Development - Champion communications efforts to encourage employee engagement. Manage the performance evaluation system and implement training/development programs to improve workforce productivity. Lead process of succession management to ensure a talent pipeline exists within the organization. SKILLS AND ABILITIES REQUIRED:
   • Excellent organizational skills and multi-tasking abilities while dealing with interruptions
   • Strong interpersonal skills necessary to communicate in a professional and confidential manner with members of the organization
   • Solid written communication skills to prepare accurate and appropriate documentation
   • Strong knowledge of labor laws and employment practices, with the ability to adjust priorities, manage multiple projects and pay attention to critical details
   • Must be approachable, good natured, personable while also capable of holding firm on important issues and willing support to implement change positively
   • Sense of urgency, respect for others, flexibility and ability to think and act quickly in critical matters KNOWLEDGE, PRACTICAL EXPERIENCE REQUIRED:
   • Bachelors Degree in Human Resources or a related field
   • Masters Degree or specialty certification as PHR/SPHR preferred
   • At least 5-10 years experience in human resources, with some multi state experience ideal • Bilingual Spanish, Required PHYSICAL REQUIREMENTS:
   • Some physical effort required. Must be able to tolerate extended periods of sitting; frequent use of a keyboard and a telephone and have the ability to communicate and hear effectively.
   • The employee is occasionally required to stand and walk, reach with hands, arms and stoop and bend.
   • Must be able to occasionally lift and/or carry objects weighing up to 10 pounds.
   • Flow of work and character of duties involves normal visual and mental attention.
   • Duties require willingness to work a flexible schedule and/or weekends. WORKING CONDITIONS: Office environment
   The above statements are intended to describe the general nature and level of work being performed by people assigned this job. They do not represent an all-inclusive list of all duties, responsibilities, knowledge, skills, abilities and working conditions associated with it. Premier Service is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

   Copy this example

   

5. Post your job

   To find the right human resources generalist/manager for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with human resources generalist/managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit human resources generalist/managers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your human resources generalist/manager job on Zippia to find and attract quality human resources generalist/manager candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with human resources generalist/manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new human resources generalist/manager

   Once you've found the human resources generalist/manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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