Transitioning from Recruitment to Core HR: What Skills Do I Need and How Can I Secure a Job?

Hello, this is Srinivas Reddy. I am working as a recruiter and I am looking to transition into core HR. Could anyone help me with what I should learn and how I can secure a job?

Understanding Core HR

Core HR encompasses end-to-end HR activities, including recruitment, induction, training, payroll, statutory compliance, performance management system (PMS), employee relations, industrial relations (IR), and other activities. There is no difference between core HR and generalist HR. Core HR learning is not just about observing your colleagues and learning things.

Regards,
Srinivas B

Dear Ms. Reddy,

Distinction Between Core HR and Generalist HR

Please note that it is "Generalist HR" and not what you mentioned as "Journalist HR."

I began my career as an HR Generalist and have 4.5 years of experience in that role.

In simple terms:

1. Core HR primarily focuses on Human Resource development, such as 80% HR activities, HR interventions, OD, etc., with the remaining 20% on routine HR activities.

2. HR professionals working as HR Generalists are versatile and proficient in a range of areas including HR, IR, legal/statutory compliances, etc. (Core HR accounts for only 40% here).

If you observe senior HR professionals in the industry, many started their careers as HR Generalists.

Looking forward to your response.

Thanks & regards,
Sandesh K Modak
Assistant Manager - HR

In my view, both are the same. However, core HR is for the top level, and a generalist is for the executive level. The recent trends in HR are moving towards various changes. If you look at IT companies, there are resource allocators whose profiles are entirely different from regular HR roles such as HR, IR, T&D, and liaising, which led to the term "core HR" coming into existence.

Rajendra Prasad

Understanding Core HR vs. Generalist Roles

The difference between Core and Generalist roles lies in the perspective and the maturity/current state of the organization. As an organization matures in terms of HR practices, activities that were once core may become non-core and thus evolve into general activities that can be managed more easily.

In practice, a Generalist role involves handling a wide range of activities, such as business HR roles, general support roles, etc.

Core HR Responsibilities

Core HR is about conceiving and implementing strategies, policies, and practices that significantly impact how HR delivers its services or contributes to the organization's effectiveness. These roles are more focused and involve deep thinking.

It seems like someone has advised you to shift from a "Generalist" role to Core HR; therefore, you want to make this transition. My advice is to continue in your current role and understand the impact your role has on the overall HR service delivery to your organization. You still have miles to go before you get into a deep, impactful thinking role.

Regards,
Sushil