How to Become an HR Generalist (From Hire to Hero!)

If you’ve always envisioned yourself shaping the culture of an organization or wondered what it takes to become an HR Generalist, you’ve come to the right place.

In this comprehensive guide, we’ll delve into the PRECISE steps you need to undertake to start your career as an HR Generalist. We’ll discuss:

The essential skills required.
The education that can propel you towards your goal.
How to secure a job as an HR Generalist.

So, whether you’re new to the field of human resources or an experienced professional seeking to broaden your horizons, stay tuned.

We’re about to unwrap the roadmap to becoming an HR Generalist.

Let’s embark on this journey!

Contents show

Steps to Become an HR Generalist

Step 1: Understand the Role of an HR Generalist

The role of an HR Generalist is a broad one, as these professionals handle a variety of tasks related to human resources management.

They are involved in various HR functions such as recruitment, training and development, benefits and compensation, labor relations, and compliance with labor laws.

Before diving into this career, make sure you understand the wide range of responsibilities that an HR Generalist carries.

You might find it helpful to reach out to a current HR Generalist to gain insights about their daily activities and challenges they face.

In addition, you should understand the specific skills that are important in this role.

These include strong communication skills, the ability to make sound decisions, good organizational skills, and proficiency in using HR information systems.

Lastly, it’s important to note that HR Generalists often work in a fast-paced environment.

They have to manage multiple tasks simultaneously and deal with people from different backgrounds.

Therefore, you must be flexible and able to handle pressure while maintaining a professional and empathetic attitude.

Step 2: Pursue Relevant Education

If you aspire to become an HR Generalist, you should consider obtaining a relevant bachelor’s degree.

Business Administration, Human Resources Management, Psychology, or other related fields are commonly chosen for this role.

The coursework in these programs often covers key topics such as labor laws, organizational behavior, employee training and development, and performance management.

During your undergraduate studies, consider choosing courses that emphasize communication, conflict resolution, and organization, as these skills are crucial for HR roles.

Additionally, getting involved in student groups or clubs related to HR can provide valuable networking opportunities and practical experience.

Furthermore, it may be beneficial to pursue a master’s degree in Human Resources or related fields for more specialized knowledge and better job prospects.

Many employers prefer candidates with a master’s degree, particularly for more senior roles.

When choosing a master’s program, consider those that offer internships or cooperative education experiences, which can provide hands-on experience and networking opportunities.

Lastly, to keep up with the dynamic nature of human resources, it’s advisable to participate in continuous learning and professional development courses throughout your career.

These might include seminars or courses in areas such as employment law, benefits administration, or employee relations.

Step 3: Gain Experience in Human Resources

Before becoming an HR Generalist, it is critical to gain experience in human resources.

This can often be achieved by starting in entry-level HR roles such as HR Assistant or HR Coordinator.

These roles provide a fundamental understanding of the HR function and its importance in an organization.

In these roles, you can gain experience in various areas such as recruitment, employee relations, payroll, benefits administration, and compliance.

You’ll also have the opportunity to learn about HR systems and how to use them effectively.

The more you learn and grow in these roles, the more prepared you’ll be to take on the responsibilities of an HR Generalist.

This position often requires dealing with more complex issues and making strategic decisions related to human resources.

You may also be required to lead HR projects, assist in developing HR policies and procedures, and work closely with management to ensure the organization’s HR needs are met.

Volunteering for additional responsibilities, seeking mentorship from seasoned HR professionals, and continuous learning can also be helpful in gaining relevant experience.

Remember, practical experience is often valued as much as, if not more than, formal education in the field of human resources.

Therefore, acquiring hands-on experience should be a key focus in your pursuit of becoming an HR Generalist.

Step 4: Develop Interpersonal Skills

As an HR Generalist, you will be interacting with people at various levels in the organization on a daily basis.

Thus, it is essential to develop strong interpersonal skills, including effective communication, conflict resolution, and negotiation skills.

These skills will be crucial in activities such as recruitment, employee relations, performance management, and training and development.

In addition to that, the ability to build strong relationships and work in a team-oriented environment is also crucial.

You will need to be able to work well with colleagues from different departments, and at times, mediate between conflicting parties or handle sensitive matters.

Furthermore, honing your emotional intelligence is beneficial as well.

You need to understand and manage your own emotions, and those of others.

This involves empathizing with employees who come to you with problems, being able to understand their perspective, and reacting in a way that is helpful and supportive.

There are many ways to develop these skills, including attending workshops or training courses, seeking feedback from colleagues and mentors, or even through self-study and practice.

Remember, interpersonal skills are not just about interacting with others, but also about understanding yourself and managing your reactions in various situations.

Step 5: Learn HR Laws and Regulations

Understanding HR laws and regulations is a critical step for anyone looking to become an HR Generalist.

This area of expertise includes employment laws, labor relations, employee benefits, and workplace safety regulations, among others.

Each of these areas has a unique set of legal requirements, and it’s crucial to have a thorough understanding of these to ensure that your company is compliant.

There are many ways to learn about HR laws and regulations.

You can take specific courses through HR certification programs, attend workshops or seminars, or take college courses on the subject.

You could also join HR professional associations, which often provide resources and updates about changes in laws and regulations.

Another good way to learn about HR laws and regulations is by staying informed about news and trends in the field.

This can include subscribing to HR-related newsletters, reading HR blogs, and participating in HR forums.

Remember, laws and regulations can vary greatly from one location to another, so it’s important to have knowledge of the specific laws in the area where you will be working.

Lastly, gaining practical experience in the workplace is a valuable way to understand how these laws and regulations apply in real-life situations.

Consider seeking an internship or entry-level HR position to get a hands-on understanding of HR laws and regulations.

Step 6: Obtain Human Resources Certification

Acquiring a certification in Human Resources is a crucial step for anyone aspiring to be an HR Generalist.

This certification can enhance your expertise in HR management and improve your professional reputation.

The two primary certifications for HR professionals are the Professional in Human Resources (PHR) and the Senior Professional in Human Resources (SPHR), both offered by the HR Certification Institute.

In order to qualify for the PHR certification, you need at least a year of experience in a professional-level HR position, plus a master’s degree or higher, or two years’ experience with a bachelor’s degree, or four years’ experience with less than a bachelor’s degree.

For SPHR, the requirements are slightly higher, as you need at least four years of experience with a master’s degree or higher, five years with a bachelor’s degree, or seven years with less than a bachelor’s degree.

The certification exam tests your knowledge in areas such as talent acquisition, HR development, compensation, employee relations, and legal HR policies.

After passing the exam, you’ll be a certified HR professional, which can open up more job opportunities and potentially higher pay.

In addition to the PHR and SPHR, there are other certifications available, such as the Society for Human Resource Management Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP), which also require certain levels of education and experience.

These certifications need to be renewed every few years, requiring ongoing professional development and learning.

This ensures that you stay updated with the latest trends and changes in the HR field.

Remember, while certification isn’t mandatory, it can greatly enhance your career prospects as an HR Generalist.

Step 7: Grow Your Professional Network

Building a solid professional network is an important step in becoming an HR Generalist.

This can be accomplished through a variety of ways, including attending industry-specific events, becoming a member of professional HR organizations, or even networking online through platforms like LinkedIn. These networks can provide a wealth of knowledge, resources, job opportunities, and mentorship, all of which can help further your career.

One of the best ways to grow your network is through joining professional HR organizations, such as the Society for Human Resource Management (SHRM) or the Chartered Institute of Personnel and Development (CIPD).

These organizations often host networking events and provide opportunities to meet and collaborate with other HR professionals.

Online networking is also an invaluable tool, with sites like LinkedIn providing a platform for connecting with HR professionals worldwide.

You can join HR-specific groups, participate in discussions and share insights to establish your presence in the field.

Another effective networking strategy is attending HR conferences and workshops, where you can learn about the latest industry trends and meet influential figures in the field.

Remember, networking is not just about gaining contacts, but also about creating relationships and learning from others.

Thus, ensure to follow-up after meetings, share useful resources and help others when possible to build strong, meaningful professional relationships.

Step 8: Build a Strong Business Acumen

As an HR Generalist, you’ll need to develop a strong understanding of business principles and practices, as well as an appreciation for the strategic role HR plays in the success of a company.

This means understanding the specific industry your company operates in, as well as broader business trends and developments.

One way to develop your business acumen is by gaining experience in different areas of the company, either through job rotation or cross-departmental projects.

You should also strive to understand the financial aspects of the business, such as revenue streams, profit margins, and cash flow.

Additionally, consider attending industry events, taking business classes, or earning a Master of Business Administration (MBA) degree.

Such initiatives can help you understand business operations better, appreciate the strategic role of HR, and learn how to leverage HR strategies to support business goals.

Being well-versed in business terms, strategies and concepts will not only make you more effective in your role but will also position you as a strategic partner in the organization, which is crucial for career advancement in HR.

Step 9: Gain Expertise in HR Systems and Technology

As an HR Generalist, one of your crucial responsibilities will be working with various HR systems and technologies.

These include Human Resource Management System (HRMS), Applicant Tracking System (ATS), Payroll systems, and other HR-related software.

Mastery of these technologies is vital as they are used for critical tasks such as recruiting, performance management, benefits administration, and employee data management.

Start by getting familiar with the most common HR systems used in the industry.

You can take courses, attend webinars, or get certified in these systems.

Keep yourself updated about the latest technological advancements in HR.

As most companies are shifting towards digital HR operations, having a strong understanding of HR technology will give you an edge over others.

In addition, you can gain practical experience by implementing these systems during your internships or early job roles.

This will not only give you a real-world understanding of these systems but also make you more confident in handling them.

Remember, technology in HR is not only about knowing how to use various software but also about understanding how technology can be leveraged to enhance HR practices, improve efficiency, and contribute to the overall business strategy.

Step 10: Apply for HR Generalist Positions

After successfully acquiring the necessary skills, qualifications, and experience, your next step is to start applying for HR Generalist positions.

You can start your search through various job search platforms, such as LinkedIn, Indeed, Glassdoor, and the career pages of companies you’re interested in.

When applying, ensure that your resume and cover letter are tailored to each specific job posting.

Highlight the skills and experiences that make you an ideal candidate for the HR Generalist role.

It’s also important to have a clear and concise resume that showcases your ability to handle the various duties and responsibilities of an HR Generalist, such as recruitment, onboarding, employee relations, compliance, and HR administration.

Networking is also a key aspect in the job search process.

Attend HR-related events and connect with professionals in the field who can provide job leads or refer you to open positions.

Once you have submitted your application, prepare for potential interviews.

Practice answering common HR interview questions and provide examples from your past experiences to demonstrate your skills.

Remember to also prepare questions for your potential employers to show your interest in the company and role.

Don’t get discouraged if you don’t land the first job you apply to.

The job search process can take some time, so keep learning, improving your skills, and applying until you find the right fit.

Step 11: Continue Professional Development

To maintain relevance and stay up-to-date in the ever-evolving human resources field, HR generalists should commit to continuous professional development.

This can take various forms, including pursuing advanced HR certifications, attending HR workshops and seminars, or taking part in professional HR organizations.

The Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI) offer several certifications that can help HR generalists to specialize in their field.

These certifications, such as the SHRM-CP (Certified Professional), SHRM-SCP (Senior Certified Professional), and the PHR (Professional in Human Resources) from HRCI, can increase your career opportunities and potentially boost your earning potential.

Attending workshops, seminars, or HR conferences can also provide valuable networking opportunities, keep you informed about the latest trends and legal changes in human resources, and provide opportunities to learn from industry leaders and experts.

Joining professional HR organizations can offer additional benefits, such as access to industry publications, online forums for discussion and advice, and opportunities for mentorship.

Remember, the HR field is continually changing, so it’s essential to stay on top of new strategies, technologies, and best practices to be effective and successful as an HR generalist.

HR Generalist Roles and Responsibilities

HR Generalists are responsible for performing HR-related duties on a professional level and work closely with senior HR management.

They play a vital role in the development and implementation of people strategy and programs in the organization.

They have the following roles and responsibilities:

Recruitment and Staffing

Manage the recruitment and selection process.
Conduct job analyses, and develop job descriptions and job specifications.
Screen applications, conduct interviews, and manage hiring process.

Employee Relations

Handle employee relations issues such as complaints, harassment allegations, and civil rights complaints.
Conduct exit interviews and recommend corrective action if necessary.
Facilitate resolution of employee disputes and grievances.

Training and Development

Identify training needs, develop training programs, and facilitate learning sessions.
Coordinate onboarding of new employees.
Design and execute programs for employee development.

Policy Development and Documentation

Develop and implement HR policies and procedures.
Ensure compliance with labor regulations.
Update employee handbooks and policy manuals.

Benefits Administration

Administer various employee benefits programs, such as group health, flexible spending accounts, group life insurance, etc.
Answer employee queries about benefits.
Ensure benefits changes are entered appropriately in benefits systems for payroll deduction.

Performance Management

Participate in performance evaluation processes.
Develop and manage performance management systems.
Provide coaching and guidance to managers on performance management issues.

Legal Compliance

Ensure legal compliance by monitoring and implementing applicable HR federal and state requirements.
Conduct investigations and maintain records.

Employee Engagement

Plan, manage and coordinate various activities and events to promote employee engagement.
Measure employee satisfaction and identify areas that require improvement.

HR Administration

Maintain and update HR documents, such as organizational charts, employee handbooks or directories.
Prepare and maintain reports related to specific HR projects.
Assist with budget monitoring.

Communication

Communicate HR policies and programs to employees.
Act as a point of contact for HR-related queries from employees and external partners.

Continuous Learning

Stay up-to-date with the latest HR trends and best practice.
Attend conferences, workshops, and training programs.

What Does an HR Generalist Do?

An HR Generalist, or Human Resources Generalist, typically works in the human resources department of an organization across various sectors, whether it’s a corporation, a non-profit, or a governmental entity.

They are involved in multiple aspects of human resources functions, including recruitment, orientation, training and development, employee relations, and performance management.

HR Generalists often manage the entire recruitment process, which includes posting job ads, screening resumes, conducting preliminary interviews, and coordinating with hiring managers.

They also facilitate the onboarding and orientation process for new hires to help them assimilate into the organization.

In terms of training and development, HR Generalists may work with management to identify skills gaps and arrange for appropriate training or professional development programs.

They also coordinate performance evaluations and manage performance improvement processes.

HR Generalists handle employee relations, which may involve resolving conflicts, addressing grievances, and ensuring a positive work environment.

They also assist in developing policies and procedures that promote a healthy workplace culture.

They may also be responsible for administering benefits and compensation programs, ensuring compliance with labor laws, maintaining employee records, and providing support in other HR-related areas.

Overall, an HR Generalist plays a crucial role in managing the human resources function of an organization, focusing on improving employee satisfaction and productivity.

Essential HR Generalist Skills

Communication: HR Generalists must have excellent verbal and written communication skills to interact effectively with employees at all levels within the organization. They must communicate policies, procedures, and initiatives to the staff.
Conflict Resolution: As they often act as a bridge between management and employees, they must have good conflict resolution skills to address and resolve workplace issues effectively.
Recruitment and Selection: HR Generalists are often involved in the recruitment and selection process. They must be skilled at job posting, resume screening, conducting interviews, and selecting the right candidates.
Employee Relations: They must be adept at fostering positive employee relations and managing employee grievances, ensuring a satisfied and productive workforce.
HR Policies and Procedures: HR Generalists should have a comprehensive understanding of HR policies and procedures, including those related to recruitment, retention, compensation, benefits, and termination.
Training and Development: They should be skilled in identifying training needs, designing training programs, and coordinating learning and development initiatives to enhance employee skills and performance.
Employee Counseling: Employee counseling is a critical role of HR Generalists. They must be able to provide advice and support to employees dealing with work-related and personal issues.
Organizational Skills: Managing multiple tasks and responsibilities requires excellent organizational skills. HR Generalists must be able to prioritize tasks, manage their time effectively, and maintain systematic records.
Knowledge of HR Laws: Having a thorough understanding of employment laws and regulations is crucial. HR Generalists must ensure that the company’s policies and practices comply with these laws.
Performance Management: They must be adept at performance evaluation and management, including setting performance standards, conducting appraisals, and implementing performance improvement plans.
Adaptability: The HR department often deals with unexpected situations. Therefore, HR Generalists must be adaptable and flexible, capable of handling surprises and changes in the business environment.
Technology: HR Generalists should be comfortable using HRIS (Human Resources Information Systems), and other HR tech tools for payroll, benefits administration, and employee self-service portals.
Teamwork: HR Generalists must work collaboratively with the HR team and other departments in the organization. They should be able to share knowledge, support team goals, and contribute to a positive work environment.
Problem-solving: The ability to identify, analyze and resolve employee-related issues is essential for HR Generalists. This skill helps maintain a harmonious workplace and ensures employee satisfaction.
Discretion: HR Generalists often handle sensitive information. They must be trusted to keep this information confidential and exercise discretion when needed.

HR Generalist Career Path Progression

The Foundation: HR Assistant

Your journey in HR often starts as an HR Assistant.

At this stage, you are primarily responsible for administrative tasks such as data entry, filing, and supporting HR-related inquiries.

Here are some tips for success in this role:

Learn Continuously: Keep abreast of the latest HR policies, labor laws, and best practices.
Detail-Oriented: Pay attention to detail as you will be handling sensitive employee data.
Communication Skills: Develop excellent communication skills as you will be interacting with employees at all levels.

The Ascent: HR Coordinator

With experience and knowledge, you will transition into the role of an HR Coordinator.

In this role, you will have more responsibilities which can include coordinating HR programs, assisting in recruitment, and handling employee relations.

Here’s how to excel in this stage:

Interpersonal Skills: Develop strong relationships with colleagues across departments.
Organizational Skills: Enhance your ability to plan, prioritize, and manage multiple tasks simultaneously.
Problem-Solving: Sharpen your problem-solving skills to handle and resolve employee issues effectively.

Reaching New Heights: HR Generalist

The next step is the HR Generalist position.

In this role, you will have a broad range of responsibilities such as managing employee benefits, handling recruitment, and overseeing compliance with labor laws.

To succeed as an HR Generalist:

HR Knowledge: Deepen your understanding of HR policies, procedures, and laws.
Conflict Management: Develop effective conflict resolution skills to handle employee disputes.
Decision-Making: Hone your decision-making skills to make fair and unbiased decisions.

Beyond the Horizon: HR Manager and Beyond

As you gain more experience, you may transition into roles such as HR Manager or HR Director.

These roles involve strategic planning, policy formulation, and managing the HR team.

Here’s what to focus on:

Leadership: Develop your leadership skills to guide and motivate your team effectively.
Strategic Thinking: Think strategically to align HR policies with organizational goals.
Change Management: Learn to manage organizational changes effectively to maintain a positive work environment.

Pinnacle of Success: VP of HR or Chief HR Officer

Reaching the peak of your HR career, you may become VP of HR or Chief HR Officer.

In these roles, you will be responsible for shaping the overall HR strategy, driving organizational culture, and making critical decisions related to human capital.

In these top roles:

Strategic Vision: Drive the strategic direction of the HR function in line with the organization’s mission and vision.
Business Acumen: Develop a strong understanding of the business to align HR initiatives with business goals.
Influence: Be a strong influencer and advocate for employees while balancing the needs of the organization.

HR Generalist Salary

Entry-Level HR Generalist

Median Salary: $40,000 – $55,000 per year
Entry-level HR Generalists typically have 0-2 years of experience and may hold bachelor’s degrees in human resources or related fields.

Mid-Level HR Generalist

Median Salary: $55,000 – $70,000 per year
Mid-level HR Generalists have 2-5 years of experience and often take on more complex responsibilities in human resources, such as benefits administration and employee relations.

Senior HR Generalist

Median Salary: $70,000 – $90,000 per year
Senior HR Generalists possess 5+ years of experience and are responsible for strategic HR decisions, policy development, and mentoring junior HR staff.

HR Manager / HR Business Partner

Median Salary: $80,000 – $120,000+ per year
These roles require significant experience and often involve leading HR initiatives, managing HR staff, and serving as a liaison between management and employees.

HR Director / VP of Human Resources

Median Salary: $120,000 – $200,000+ per year
These high-level positions require extensive experience, deep HR expertise and often involve setting HR strategies for a company and overseeing all HR functions.

HR Generalist Work Environment

HR Generalists typically work in office settings, although they may also be employed in a variety of organizations including corporations, government agencies, non-profits, and educational institutions.

Their job often involves a standard 40-hour work week, but may require additional hours during periods of organizational change, open enrollment, or when dealing with sensitive employee issues.

HR Generalists often interact with employees at all levels of an organization, from entry-level staff to senior management, which requires excellent communication and interpersonal skills.

In this role, they may also have the opportunity to work remotely or have flexible hours, depending on the employer’s policies.

With experience and additional training, HR Generalists can advance to HR Manager or Director roles within their organizations.

FAQs About Becoming an HR Generalist

What qualifications do I need to become an HR Generalist?

The qualifications for an HR Generalist usually include a bachelor’s degree in human resources, business, or a related field.

However, some employers may accept equivalent work experience.

You also need knowledge in areas such as employee relations, recruitment, payroll, benefits, and compliance with labor laws.

Gaining certification from recognized HR institutions, like the Society for Human Resource Management (SHRM), can also enhance your prospects.

Additionally, strong communication, problem-solving, and organizational skills are essential.

How long does it take to become an HR Generalist?

The time it takes to become an HR Generalist can vary depending on your educational and career path.

Typically, it involves earning a four-year bachelor’s degree and then gaining a few years of human resources experience.

If you already have a degree in another field, you may need to gain HR experience or undertake further study in human resources.

Professional certifications can also help speed up the process, but these often require a certain level of experience or education.

Can I become an HR Generalist without a degree?

While many HR Generalist positions require a bachelor’s degree, some companies may consider candidates with a combination of relevant work experience and education.

You will need to demonstrate knowledge and skills in key HR areas, such as recruitment, employee relations, benefits administration, and compliance.

Earning professional certifications can also help to validate your skills and expertise in the HR field.

Is being an HR Generalist a stressful job?

Being an HR Generalist can be stressful at times due to the multi-faceted nature of the role.

HR Generalists often handle sensitive issues, like conflict resolution or disciplinary procedures, which can be emotionally taxing.

They also have to juggle multiple tasks and deadlines, keep up with changing labor laws, and often deal with difficult situations or people.

However, many HR Generalists find the job fulfilling as they play a key role in shaping the work environment and culture, and directly impact employees’ lives.

What is the career progression for an HR Generalist?

HR Generalists have a range of options for career progression.

With experience, they may move into senior or managerial roles within the HR department.

Some choose to specialize in a particular area of HR, such as training and development, compensation and benefits, or labor relations, and become experts in those fields.

Others may choose to pursue HR consulting or start their own HR firm.

Further education or professional certification can also open up new opportunities.

Conclusion

And that’s a wrap.

Embarking on the path to become an HR Generalist isn’t an easy road, but the rewards are undoubtedly fulfilling.

With the right combination of skills, education, and tenacity, you’re well on your way to making a significant difference in the corporate world.

Remember, the path can be challenging, but the opportunities are vast. Your initiatives could lead to the next big cultural shift that changes the way we work, collaborate, and communicate.

So, take that initial leap. Immerse yourself in continuous learning. Network with seasoned professionals. And most importantly, never stop advocating for employees.

Because the corporate world is waiting for what you can contribute.

And if you’re seeking personalized guidance on launching or advancing your career as an HR Generalist, explore our AI Career Path Advisor.

This free tool is designed to offer customized advice and resources to help you navigate your career path effectively.

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