What does a senior human resources generalist do?
A Senior Human Resources Generalist implements human resources programs, such as health and welfare benefits, training and development, and safety/health. They are also responsible for improving manager and employee performance.
Senior human resources generalist responsibilities
Here are examples of responsibilities from real senior human resources generalist resumes:
- Manage hourly and management recruiting activity to meet establish AAP goals.
- Manage AAP plan development, modification, implementation, and reporting requirements.
- Partner with Sr. Management and line managers to develop organizational strategies and achieve overall organizational objectives.
- Administer and negotiate benefits package, perform internal audits, manage disability and FMLA and perform in-house training.
- Manage the FMLA application process, conduct employee investigations, resolve payroll and benefit discrepancies and administer salary adjustments per contract.
- Complete all government filing requirements are complete timely and accurately, including ERISA, VETS-100A, EEO-1 and OSHA reporting.
- Conduct PowerPoint presentations on company benefits during open enrollment, resolve paycheck and PTO discrepancies.
- Handle payroll functions through the use of Kronos.
- Provide guidance on over time laws, PTO accruals, and other payroll relate issues.
- Create training materials and presentations on how to use Kronos HRMS and applicant tracking system.
- Establish a policies and procedures repository on SharePoint to house all NIJ process relate documents.
- Handle all matters of employee benefits, such as enrollments, benefits, and PTO's.
- Coordinate affirmative action programs and relate EEO informational activities for the company; develops & approves quarterly EEO-1 reports.
- Complete applicant flow tracking to ensure compliance with governmental regulations with federal contracts and to meet diversity standards (EEO-1).
- Assist with coordinating processing of new hire paperwork, and entering all new hires data for processing of payroll through ADP.
Senior human resources generalist skills and personality traits
We calculated that 8% of Senior Human Resources Generalists are proficient in HRIS, Payroll, and Employee Engagement. They’re also known for soft skills such as Leadership skills, Organizational skills, and Speaking skills.
We break down the percentage of Senior Human Resources Generalists that have these skills listed on their resume here:
- HRIS, 8%
Provided support and training during new HRIS implementation ensuring efficient execution and reduced disruption.
- Payroll, 6%
Provide ongoing coaching on payroll related inquiries and research escalated discrepancies to process corrections.
- Employee Engagement, 6%
Provided HR policy guidance and interpretation to include conflict resolution, performance management, compensation, benefits and employee engagement.
- SR, 5%
Promoted to Sr. Generalist and conducted field investigations.
- Customer Service, 5%
Managed ER investigations, developed and delivered training to leadership in Performance Management, Succession Planning and new customer service initiatives.
- Exit Interviews, 4%
Managed web-based Halogen performance evaluation review process * Conducted exit interviews, turnover analysis and created action plans to address issues.
Most senior human resources generalists use their skills in "hris," "payroll," and "employee engagement" to do their jobs. You can find more detail on essential senior human resources generalist responsibilities here:
Leadership skills. One of the key soft skills for a senior human resources generalist to have is leadership skills. You can see how this relates to what senior human resources generalists do because "human resources managers must coordinate work activities and ensure that staff complete the duties and responsibilities of their department." Additionally, a senior human resources generalist resume shows how senior human resources generalists use leadership skills: "provided leadership and work direction to two hr assistants and a hris analyst. "
Organizational skills. Another essential skill to perform senior human resources generalist duties is organizational skills. Senior human resources generalists responsibilities require that "human resources managers must be able to prioritize tasks and manage several projects at once." Senior human resources generalists also use organizational skills in their role according to a real resume snippet: "identified organizational needs and developed rfp for hris system providers. "
Interpersonal skills. A big part of what senior human resources generalists do relies on "interpersonal skills." You can see how essential it is to senior human resources generalist responsibilities because "human resources managers regularly interact with people, such as to collaborate on teams, and must develop working relationships with their colleagues." Here's an example of how this skill is used from a resume that represents typical senior human resources generalist tasks: "well versed in team management while using effective communication, excellent interpersonal skills, yielding cohesive and efficient teams. "
Communication skills. Another common skill required for senior human resources generalist responsibilities is "communication skills." This skill comes up in the duties of senior human resources generalists all the time, as "human resources managers need strong speaking, writing, and listening skills to give presentations and direct their staff." An excerpt from a real senior human resources generalist resume shows how this skill is central to what a senior human resources generalist does: "implemented sage hris system to create real-time communication with deltek payroll system. "
The three companies that hire the most senior human resources generalists are:
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Compare different senior human resources generalists
Senior 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, senior human resources generalist responsibilities require skills like "payroll," "employee engagement," "sr," and "customer service." Meanwhile a typical human resources administration manager has skills in areas such as "process payroll," "disciplinary procedures," "financial statements," and "human resource functions." This difference in skills reveals the differences in what each career does.
The education levels that human resources administration managers earn slightly differ from senior human resources generalists. In particular, human resources administration managers are 1.9% less likely to graduate with a Master's Degree than a senior human resources generalist. Additionally, they're 0.2% more likely to earn a Doctoral Degree.Senior 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.
Each career also uses different skills, according to real senior human resources generalist resumes. While senior human resources generalist responsibilities can utilize skills like "payroll," "employee engagement," "sr," and "employment law," human resources associates use skills like "payroll processing," "powerpoint," "data entry," and "eeo."
Human resources associates may earn a lower salary than senior human resources generalists, but human resources associates earn the most pay in the finance industry with an average salary of $72,184. On the other hand, senior human resources generalists receive higher pay in the finance industry, where they earn an average salary of $81,014.In general, human resources associates achieve similar levels of education than senior human resources generalists. They're 2.9% less likely to obtain a Master's Degree while being 0.2% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for senior human resources generalists in the next 3-5 years?
Denise Barton
Senior Professor of Human Resources, Wake Technical Community College
Senior human resources generalist vs. Human resources coordinator
A human resources coordinator is responsible for cooperating with the company's human resources department, supporting its processes and procedures, and assisting with employees' concerns. Human resources coordinators' duties include maintaining business files and employees' records, processing documents and submitting required reports, administering background checks for the recruitment process, reviewing and referring to company's handbook for corrective action and performance review, scheduling meetings and facilitating events, and advising effective strategies to human resources management. A human resources coordinator requires excellent communication and employee-relation skills to support the company's daily operations.
There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a senior human resources generalist is likely to be skilled in "payroll," "employee engagement," "sr," and "employment law," while a typical human resources coordinator is skilled in "process payroll," "data entry," "powerpoint," and "eeo."
Human resources coordinators make a very good living in the finance industry with an average annual salary of $49,546. On the other hand, senior human resources generalists are paid the highest salary in the finance industry, with average annual pay of $81,014.human resources coordinators typically earn lower educational levels compared to senior human resources generalists. Specifically, they're 5.9% less likely to graduate with a Master's Degree, and 0.0% less likely to earn a Doctoral Degree.Senior human resources generalist 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.
Types of senior human resources generalist
Updated January 8, 2025
