What does a human resources generalist/manager do?
A human resource (HR) generalist performs a variety of HR functions and duties. These include recruiting and interviewing job applicants, conducting background checks and verifying employee eligibility, and implementing new employee orientation and recognition programs. In addition, you will be responsible for administering and executing HR programs, including benefits, disputes and investigations, and compensation. As an HR generalist, you are expected to provide answers to inquiries from applicants, employees, and managers. You are also expected to maintain compliance with local, state, and federal employment laws.
Human resources generalist/manager responsibilities
Here are examples of responsibilities from real human resources generalist/manager resumes:
- 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.
- Oversee and monitor collective bargaining agreement grievances to include step responses, resolution and arbitration management.
Human resources generalist/manager skills and personality traits
We calculated that 10% of Human Resources Generalist/Managers are proficient in Payroll Processing, Performance Management, and HRIS. They’re also known for soft skills such as Leadership skills, Organizational skills, and Speaking skills.
We break down the percentage of Human Resources Generalist/Managers that have these skills listed on their resume here:
- Payroll Processing, 10%
Improved efficiency of payroll processing and accessibility of employee/payroll data for both Human Resources and accounting departments.
- Performance Management, 8%
Created the Human Resources Department, including developed and established performance management, progressive discipline policy and recruitment policy guidelines.
- HRIS, 6%
Audited personnel payroll for accuracy and input confidential employee salary increases into HRIS data system.
- Disciplinary Procedures, 5%
Assisted management to help resolve under-staffing, refereeing disputes, exiting employees and administering disciplinary procedures.
- Workers Compensation, 4%
Established guidelines for workers compensation/return to work program resulting in reduction of lost time during employee accidental injuries.
- Exit Interviews, 4%
Mediated employee relations issues, conducted investigations, assisted supervisors with employee performance documentation, counseling, terminations and exit interviews.
Common skills that a human resources generalist/manager uses to do their job include "payroll processing," "performance management," and "hris." You can find details on the most important human resources generalist/manager responsibilities below.
Leadership skills. The most essential soft skill for a human resources generalist/manager to carry out their responsibilities is leadership skills. This skill is important for the role because "human resources managers must coordinate work activities and ensure that staff complete the duties and responsibilities of their department." Additionally, a human resources generalist/manager resume shows how their duties depend on leadership skills: "designed and implemented successful in-house leadership training programs significantly increasing employee effectiveness and the company s ability to meet corporate objectives. "
Organizational skills. Many human resources generalist/manager duties rely on organizational skills. "human resources managers must be able to prioritize tasks and manage several projects at once.," so a human resources generalist/manager will need this skill often in their role. This resume example is just one of many ways human resources generalist/manager responsibilities rely on organizational skills: "developed hr department, ensured organizational compliance with fmla, ada and eeo regulations. "
Interpersonal skills. human resources generalist/manager responsibilities often require "interpersonal skills." The duties that rely on this skill are shown by the fact that "human resources managers regularly interact with people, such as to collaborate on teams, and must develop working relationships with their colleagues." This resume example shows what human resources generalist/managers do with interpersonal skills on a typical day: "contributed solid interpersonal relation abilities toward coaching and annually evaluating direct reports. "
Communication skills. Another crucial skill for a human resources generalist/manager to carry out their responsibilities is "communication skills." A big part of what human resources generalist/managers relies on this skill, since "human resources managers need strong speaking, writing, and listening skills to give presentations and direct their staff." How this skill relates to human resources generalist/manager duties can be seen in an example from a human resources generalist/manager resume snippet: "managed annual open enrollment process including development of communication materials and administration of enrollment changes within hris and benefit providers. "
The three companies that hire the most human resources generalist/managers are:
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Compare different human resources generalist/managers
Human resources generalist/manager vs. 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. A human resources director must have excellent leadership, communication, and decision-making skills to help lead the business to its growth and development.
There are some key differences in the responsibilities of each position. For example, human resources generalist/manager responsibilities require skills like "safety training," "eeo-1," "performance appraisals," and "reference checks." Meanwhile a typical director of human resources has skills in areas such as "employee engagement," "customer service," "eeo," and "oversight." This difference in skills reveals the differences in what each career does.
Directors of human resources tend to make the most money working in the technology industry, where they earn an average salary of $105,626. In contrast, human resources generalist/managers make the biggest average salary, $88,661, in the finance industry.directors of human resources tend to reach similar levels of education than human resources generalist/managers. In fact, directors of human resources are 2.8% more likely to graduate with a Master's Degree and 1.5% more likely to have a Doctoral Degree.Human resources generalist/manager vs. 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. HR vice presidents also perform other duties and responsibilities, including planning payroll and employee benefits, facilitating the enforcement of standardized HR processes, and recommending new measures for employee performance evaluations. The skills and qualifications for this position include previous experience as an HR director, strong leadership skills, and in-depth knowledge of HR processes.
In addition to the difference in salary, there are some other key differences worth noting. For example, human resources generalist/manager responsibilities are more likely to require skills like "payroll processing," "disciplinary procedures," "exit interviews," and "safety training." Meanwhile, a human resources vice president has duties that require skills in areas such as "employee engagement," "payroll," "workforce planning," and "customer service." These differences highlight just how different the day-to-day in each role looks.
On average, human resources vice presidents earn a higher salary than human resources generalist/managers. Some industries support higher salaries in each profession. Interestingly enough, human resources vice presidents earn the most pay in the manufacturing industry with an average salary of $178,898. Whereas human resources generalist/managers have higher pay in the finance industry, with an average salary of $88,661.In general, human resources vice presidents achieve similar levels of education than human resources generalist/managers. They're 4.8% more likely to obtain a Master's Degree while being 1.5% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for human resources generalist/managers in the next 3-5 years?
Denise Barton
Senior Professor of Human Resources, Wake Technical Community College
Human resources generalist/manager vs. Human resources business partner
Human resource (HR) business partners' primary job is to ensure that business objectives are aligned with the management and employees within an organization. They typically focus more on developing HR strategy than implementing the company policies. They often work with individual business units, and their work is related to the company's current and future success. HR business partners are also responsible for providing performance management guidance, developing contract terms for new employees, transfers, and promotions, and providing advice on business units.
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/manager resumes include skills like "payroll processing," "disciplinary procedures," "workers compensation," and "safety training," whereas a human resources business partner is more likely to list skills in "employee engagement," "hrbp," "workforce planning," and "business objectives. "
Human resources business partners make a very good living in the finance industry with an average annual salary of $99,409. On the other hand, human resources generalist/managers are paid the highest salary in the finance industry, with average annual pay of $88,661.Most human resources business partners achieve a higher degree level compared to human resources generalist/managers. For example, they're 5.8% more likely to graduate with a Master's Degree, and 0.6% more likely to earn a Doctoral Degree.Human resources generalist/manager vs. Human resource officer
A human resources officer is typically in charge of managing and handling the employment operations in the company, including the payroll and training systems. Their responsibilities revolve around participating in advertising job openings, interviewing applicants, training and managing new employees, and devising programs that will help them learn about the policies and regulations of the company. Furthermore, a human resources officer is also responsible for managing employee data, such as personal information and work attendance, processing payroll, and handling any issues or concerns.
Types of human resources generalist/manager
Updated January 8, 2025
