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Hr outsourcing consultancy opportunities... should i take up?
Hi friends i have 1year of work exp in hospital industry as hr generalist. now i get opportunities in hr outsourcing consultancies for payroll executive posts.. am confused if i take this opportunity will it affect my career growth in future.. please do help me
Hr generalist or hr manager
Dear all i need your valuable suggestions. i was recruited as a project managerhr in our company 6 months back and right now been promoted as hr manager now i am in a dilemma wheather getting promoted as hr generalist was better or as a hr manager is better coz i have only one and a half year experience? will the tag of hr manager create problem is getting job opportunities in near future? if such is the case i can speak to my hr head and change my designation. please suggest me
Opportunities after llb, dll
Dear all i have 6 years of experience in generalist profile of hr. i wants to pursue diploma in labour law & welfare and then wants to complete llb. so please guide me about my decision of the same and let me know the career opportunities of it. thanks in advance santosh
What is hr generalist
Dear members i am new about hr . please let me know 1what topics have to learn in generalist area . 2why it is called generalist? 3give me clear details about the hr generalist?
Hr generalist vs hr manager
Dear senior iam working as a hr generalist in one reputed company. may i know that who have a vital role in core hr activities hr generalist or hr manager. please help me out thanks arun chennai hr generalist
Hr generalist
Dear experts i am currently pursing a master s course in psychology with specialization in human resource development management. as part of the requirements i was to intern in an hr department of an organization. my supervisor s role was primarily that of a hr generalist. from what i have observed and drawn out of my interactions with the hr i have understood that one of the key challenges faced in an hr generalist role is that they have significant responsibility for delivering hr solutions to a business unit with little formal power or resources. virtually all hr requests are directed to the generalist but the generalist does not have the time expertise or budget to handle these requests. support can generally be obtained from the hr specialists but the generalist has limited control over how and when such support is provided. how can such an issue be tackled from the perspective of a hr generalist?