How to Define HR Generalist Roles When Starting an HR Department from Scratch?

Dear Members,

Can you share the job descriptions of an HR generalist in an organization where there is no functional HR department existing? I have been handling recruitment and training for some time to meet the organizational requirements, but I am not from an HR background. Now, as we aim to establish a functional HR department, we will soon be appointing HR executives. It would be greatly appreciated if seniors could also provide guidance on the process of setting up such a department.

Awaiting your responses.

Thanks.

Dear Bobby,

Before replying to your query, please let me know the size of your organization and the mindset of your management. Are they keen to invest in human capital?

Regards

Dear Bobby,

Apart from finalizing the number of headcounts for the HR department, a few of the profiles needed are that of a recruitment person, a compensation & remuneration specialist, and a generalist who may also handle training & induction. Depending on your management's decision, job descriptions can be prepared for the aforementioned roles.

Presently, your organization seems to have a personnel department. Setting up the HR department in an organization is a specialist job that an executive-level person may not be able to handle effectively. You need a leader or consultant's help who can start from organization structuring onwards. The whole process is institutionalized over a period of 2-3 years.

I suggest that you don't adopt a piecemeal approach by having a few people running the show in areas such as T&D, PMS, C&B, OD, Payroll, and recruitment. These processes need to be first integrated and aligned with the organizational strategy.

Regards,
Rakesh Jain