Understanding HR Roles: How Do HR Executives and HR Generalists Differ in Responsibilities?

Difference Between an HR Executive and an HR Generalist

An HR executive typically holds a more senior position within the HR department, often overseeing the overall HR strategy and functions of an organization. They may be involved in high-level decision-making, policy implementation, and strategic planning related to human resources.

On the other hand, an HR generalist is more focused on the day-to-day operations of HR, such as recruitment, employee relations, performance management, and training. They handle a variety of tasks across different HR functions and are responsible for ensuring compliance with HR policies and procedures.

While both roles are essential in an organization's HR department, the main distinction lies in the level of responsibility and scope of duties each position entails.

Role of an HR Executive

An HR executive oversees the Human Resources department at a business and is responsible for employee paperwork, benefits, training, team building, and staying on top of current labor laws. The HR executive may be in charge of an HR department if the company is large or have the sole responsibility of overseeing everything HR-related herself.

Role of Human Resource Generalists (HR Gen)

Human Resource Generalists (HR Gen) are a group of skilled people who assist companies, especially businesses, in human resource-related issues, including Training & Development.

Understanding the Roles: HR Executive vs. HR Generalist

To be brief, an HR Executive is the person who looks after day-to-day work, from recruitment to exit interviews. An HR Generalist is an expert in all fields who assists the executive not only in training programs but also in overseeing recruitment activities.

Shashank, an HR generalist, is a person who manages everything such as recruitment, training, compensation, and statutory compliances without any specialization—a one-man show.

My perception sometimes makes me feel that there is nothing called a "Generalist" in the Human Resource function. My definition of a Generalist is a person with a wide array of knowledge, the opposite of which is a specialist. All HR people must agree that HR itself is a niche category function that can only be done by a specialist. We easily call it Generalist, but does something like this actually exist, or did someone, for their own benefit, mold the role of a specialist into a generalist for their own benefits, i.e., making one person do all jobs?

Some comments from senior professionals would shed better light on my map of reality so that we can experience the unlimited power of Human Relations easily and naturally.

Regards,
Ameya Karambe
Master Practitioner NLP, NFNLP USA
HR, Internet & Social Networking Enthusiast
Mumbai, Republic Of India.

In short, I can say the Executive is the position, and Generalist is the profile. HR's designation can be HR-Executive, HR-Talent Acquisition/HR Recruiter, HR-Business, HR-Operation, HR-Generalist, HR-Manager, and likewise.