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Do you find purpose in helping others? Are you passionate about people and building relationships? If so, you may be interested in becoming a human resources generalist. Learn about the day-to-day responsibilities in the role, how an HR generalist adds value to an organization\u2500and possibly discover an exciting career path to follow.<\/p>\n
In the HR world, there are several HR sectors that professionals work in. For example, at the managerial level, there are HR job titles like payroll manager, talent acquisition manager, benefits manager, and compensation manager. All these positions focus on very specific aspects of HR.<\/p>\n
On the other hand, an HR generalist typically has a less-specialized focus of responsibilities ranging from employee relations to training and development to employee safety. Alchemy, a global talent solutions provider, states that \u201cthe HR generalist is responsible for the day-to-day management of HR operations, which means that they manage the administration of the policies, procedures, and programs of the organization.\u201d<\/p>\n
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Audrelai Beard, SHRM-CP (one of CPE\u2019s past SHRM Exam Prep Course<\/a> participants) has worked as an HR generalist at TVA. When interviewed about how she would describe her role as an HR generalist, Audrelai said, \u201cLet me start by saying that no one day is the same. I incorporated a routine into my day by always doing certain tasks on certain days, but there are so many different aspects of the job that every day is different.\u201d No HR generalist job is the same, but some of the most common responsibilities of the role are:<\/p>\n Also, HR generalists will not reveal private information about other employees that puts them in an awkward position. HR generalists strive to handle information confidentially and must be able to have tough skin in certain circumstances.<\/p>\n <\/p>\n Typically, HR generalists have a bachelor\u2019s degree, and sometimes a master\u2019s degree is preferred. Common types of bachelor\u2019s degrees for HR generalists include human resources, business, organizational development, or another related field. The level of education and experience required will vary by employer. Most HR generalists begin their careers in an entry-level HR position before moving to an individual contributor (IC) position such as HR generalist. Examples of entry-level roles include HR assistant, HR administrative assistant, HR trainee, or junior recruiter. HR internships are also a common way to gain HR experience.<\/p>\n Once someone becomes accustomed to the HR field, certification is a common way to learn more about the industry and build one\u2019s resume. Audreial took the SHRM Certification Exam Prep Course<\/a> to prepare for the SHRM exam and become SHRM-certified (which is an internationally-recognized certification). She says that, for her, some benefits of taking the course to prepare for the certification exam were:<\/p>\n HR professionals can become certified and increase their knowledge, advance their skills, and earn recognition from the global community.<\/p>\n <\/p>\n A few of the most common are:<\/p>\n <\/p>\n HR generalists must be sure that their organization complies with local, state, and federal labor laws in all aspects, from workplace safety to labor relations to workers\u2019 compensation. HR generalists must learn basic HR and employment laws (which are taught in various HR courses<\/a>) and stay up to date on changing laws by reviewing the US DOL Employment Law Guide<\/a> periodically. The number of laws can seem overwhelming but are easily manageable with good study habits.<\/p>\n Another challenge can be navigating employees through times of change in a company. Employees may have a difficult time coping with change, so HR generalists facilitate communication between the company and its employees, acting as a guide in the process. Making sure that employees understand the benefits of, and the specifics behind, changes (for example, how the changes will take place) can bring understanding and peace in times of uncertainty.<\/p>\n Lastly, improving employee morale can be difficult, especially if an employee has a negative attitude. HR generalists have the privilege of being an encouraging and positive voice to employees.<\/p>\n <\/p>\n Another misconception is that an HR generalist is your negotiator. For instance, employees may think that an HR generalist\u2019s job is for them to bargain with management to help an employee get a raise they want.\u00a0 An HR generalist will review pay equity and make sure policy is adhered to, and they aim to provide fair opportunities for all involved. However, they are not a genie in a bottle that can make all employees\u2019 wishes come true.<\/p>\n <\/p>\n On a practical level, they keep the organization, well, organized. <\/em>Their administrative work helps organizations run smoothly. Anjali Stenquist, a content writer for Collegis Education, writes<\/a> that HR generalists are valuable because \u201cthey are competent in all of a human resource department\u2019s functions. Because of this breadth of knowledge, they can be a valuable asset to an organization\u2500particularly small organizations that need resourceful employees.\u201d A wide range of knowledge and skills enhances an organization\u2019s ability to succeed!<\/p>\n Audreial says, \u201cBeing in HR is like being a social worker for an organization. Everyone comes, sits on the couch, and tells you their problems. HR generalists serve as a listening ear for employees.\u201d The support that HR generalists provide is necessary for employees to have a safe space in which they can navigate through conflict and difficult circumstances. Consequently, having a deeper relationship built previously often leads to employees wanting an HR generalist to celebrate with them in successes, too! And isn\u2019t supporting others what it\u2019s all about?<\/p>\n *Source:<\/strong> Salary.com<\/a><\/p>\n **Source:\u00a0<\/strong>TheBalanceCareers.com<\/a><\/p>\n <\/p>\n Big thanks to Audreial Beard for her input on this article! Audreial is no stranger to the HR field. She first began working as an HR Administrator at TVA in August 2011. While at TVA, she worked her way up the HR ladder to become an HR Assistant and then an HR Generalist. She holds a bachelor\u2019s degree in Human Resources Management from Western Governors University and is a SHRM Certified Professional. Audreial says that being able to help others, along with employee advocacy, is what brings her the most pleasure as an HR professional. Thanks again for your input, Audreial!<\/p>\n <\/p>\n <\/p>\n Hi! My name is Marah Whitaker (think Laura with an M). I am the Marketing Assistant for UTC Center for Professional Education. During the workday, I spend time writing blog posts, creating content for social media,\u00a0<\/span>developing<\/span>\u00a0email campaigns, and building relationships with our customer base.<\/span>\u00a0<\/span>During my free time, you can find me getting lost in a good book, having spontaneous dance parties, playing piano, and going to Buffalo Wild Wings on Wing Night.<\/span>\u00a0Professionally and personally, I\u00a0<\/span>aspire<\/span>\u00a0to live by the Mr.\u00a0<\/span>Feeny<\/span>\u00a0quote, \u201cDream. Believe. Try. Do Good.\u201d I strive to use my passions to\u00a0<\/span>serve<\/span>\u00a0others and contribute positively to the world around me.<\/span>\u00a0<\/span><\/p>\n Connect with m<\/span>e<\/span>\u00a0on\u00a0<\/span>LinkedIn.<\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":" Do you find purpose in helping others? Are you passionate about people and building relationships? If so, you may be interested in becoming a human resources generalist. Learn about the day-to-day responsibilities in the role, how an HR generalist adds value to an organization\u2500and possibly discover an exciting career path to follow. What is an… <\/p>\n![\"Portrait](\"https:\/\/blogarchive.utc.edu\/center-professional-education\/files\/2020\/09\/upd-Portrait-of-smart-businesswoman-showing-her-partners-something-in-touchpad-at-meeting.png\")
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How does someone become an HR generalist?<\/strong><\/span><\/h4>\n
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What common skills do HR generalists possess?<\/strong><\/span><\/h4>\n
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What are some challenges of the HR generalist role? How can they be overcome?<\/strong><\/span><\/h4>\n
What are common misconceptions of the HR generalist role? <\/strong><\/span><\/h4>\n
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Audreial says that one of the biggest misconceptions of the role is being viewed as a \u201cbad guy.\u201d For example, someone may see her coming and say things like, \u201cHR is coming to fire an employee!\u201d However, in Audreial\u2019s opinion, HR does not fire employees; an employee fires and terminates themselves. HR is just there because of protocol. The manager is the one who provides information and completes the termination, and the HR generalist makes sure management follows proper protocol and doesn\u2019t mistreat the employee in the process.<\/p>\nHow do HR generalists add value to an organization? <\/strong><\/span><\/h4>\n
\nBONUS CONTENT: Fast HR Generalist Facts<\/strong><\/span><\/h4>\n
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\n![\"Audreial](\"https:\/\/blogarchive.utc.edu\/center-professional-education\/files\/2020\/09\/audreial-beard-headshot.png\")
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\nRESOURCES: <\/strong><\/span><\/h4>\n
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\nABOUT THE AUTHOR:<\/h4>\n
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