Human resources generalist/manager vs human resources consultant

Differences between human resources generalist/manager and human resources consultant duties and responsibilities

Human resources generalist/manager example 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.
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Human resources consultant example responsibilities.

• Manage AAP plan development, modification, implementation, and reporting requirements.
• Advise management on disciplinary actions, compensation, performance management, FMLA issues, and daily policy and procedural interpretation.
• Handle UN employment claims, safety meetings, and key OSHA information.
• Prepare cross-check system to ensure compliance with OSHA, EEOC and ADA.
• Develop payroll relations with ADP and provide application training.
• Conduct orientations to managers and supervisors on EEO federal/local regulations.
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