Human resource generalists perform many of the functions related to employee relations within a small business environment. They can find work in virtually any industry and must feel comfortable working with employees across all levels of the organization. While not required for all positions, human resource generalists typically hold a bachelor’s degree
Employee Interaction
Interacting with employees during the hiring phase represents one of the chief job responsibilities of this position. HR generalists often conduct recruitment events and screen potential candidates for available positions. Beyond the hiring phase, HR generalists also provide important information to employees concerning benefits and relevant business policies, such as vacation and sick pay. HR generalists also conduct new employee orientations and ongoing training programs.
Company Practices
HR generalists also have a hand in developing company policies and practices. This includes participating in the development of employee review practices and helping to create job designations, complete with expected job duties and salary ranges. HR generalists help develop employee handbooks and keep information up to date to ensure compliance with company policies and legal standards related to employee labor laws.
External Efforts
In a business, a human resource generalist often represents the liaison to outside vendors and business partners, specifically those related to insurance and recruitment. Dealing with insurance carriers and gaining a thorough understanding of the benefits available to all employees represents one of the expected job duties of a human resource generalist. They must also work with local colleges and employment agencies to find qualified employees. A human resource generalist also needs to work with professionals dealing with tax and employment law to ensure compliance, whether inside the organization or consultants hired as needed.
Other Responsibilities
HR generalists must maintain an efficient filing system for employee and company records related to their job function. This includes employee records as they relate to employee reviews, health-care elections, salary and other compensation. The HR generalist needs a working knowledge of computer software programs that allow the creation of documents, presentations and spreadsheets.
2016 Salary Information for Human Resources Managers
Human resources managers earned a median annual salary of $106,910 in 2016, according to the U.S. Bureau of Labor Statistics. On the low end, human resources managers earned a 25th percentile salary of $80,800, meaning 75 percent earned more than this amount. The 75th percentile salary is $145,220, meaning 25 percent earn more. In 2016, 136,100 people were employed in the U.S. as human resources managers.
