What Exactly Does an HR Generalist Do? Seeking Detailed Responsibilities from the Community

Hi All,

Can someone share with me the exact duties and responsibilities of an HR Generalist? Apart from the broad areas, can somebody let me know the exact duties?

Regards,
Santosh Verma.

Hello Santosh,

As per my knowledge, Generalists are recruited to initiate proper HR processes in an organization where there is a complete absence of an HR department. They are responsible for managing tasks ranging from recruitment, training and development, performance appraisals, and more.

Additionally, it is important to ensure that certain general practices are maintained, such as keeping an attendance register where employees sign in regularly, and having clear job profiles descriptions.

Regards,
Ank

Hi,

This is what I perform as an HR Generalist.

Recruitment

Hands-on management of the full cycle recruitment process across the full spectrum of hires, including vendor management, screening, interviewing, managing technical and psychometric testing processes, facilitation of pre-employment screening processes, negotiating offers, and post-offer candidate management.

Develop the Macquarie ISD employment brand through various channels to market, leveraging the Macquarie brand. Ensure candidate care is appropriate and contributes to branding initiatives.

Provide thought leadership, advice, and training/guidance for hiring managers on recruitment practices, psychometric assessment interpretation, and interviewing techniques.

Explore the viability of non-traditional recruitment methods and innovative attraction and resourcing techniques.

Source and provide advice on local market remuneration, benefits, and practices.

Keep apprised of IT recruitment industry trends, best practices, and peer/competitor awareness.

Talent Management, Learning & Career Development

Work closely with HR and Learning & Development to drive the following initiatives:

- Provide a framework and education/development of Performance Management processes for managers.
- Leadership Development for local leaders. Identify leadership potential, ensure career opportunities, and development paths are in place.
- Ensure training and development opportunities are appropriate and available more generally.

Other Responsibilities

Contact point for any disciplinary, performance management, or grievance processes.

HR coordinator and contact point for mid-year and annual appraisal processes.

ISD HR point of contact for any HR-related Macquarie-wide initiatives, e.g., staff survey, turnover reporting, any mandated HR processes.

Contact point for OH&S.

Required Skills and Experience

- Excellent relationship management skills.
- Sound judgment, discretion.
- Effective communicator.
- Able to operate independently within the context of a global team.
- Ability to establish credibility through knowledge and delivery.
- Ability to operate in a dynamic, changing environment.
- Commercial.
- Priority management, able to manage recruitment spikes and high volumes.
- Manage competing demands, priorities of multiple stakeholders.

Best regards,

Rinky

Hi Santosh Verma,

This is Gopala Krishna from Chennai city. I am attaching the list of HR Generalist duties, which I am sharing from my 6 years of hardcore HR experience and exposure. Please confirm receipt after receiving the mail and feel free to contact me for further HR-related discussions.

Regards,
Gopala Krishna

Hi Santosh & Gopala Krishna,

I am very interested and impressed with this kind of job benchmarking with strategies. Could I get in touch with you regarding such kind of queries? Please provide your numbers in that case.

I am working with assessment tools, and this is exactly what we do. In fact, the way we proceed is:

Select a job role
Define KRAs
Select after discussions role-related job functions + accountabilities
Strategizing
Allocate a percentage of time spent per week for each KRA
We list actions needed
Identify behavior required

It's a big effort initially, but with benchmarking + administering assessment tools, and then zeroing in on the right candidates, it saves the company from a mismatched combination. When we present the blueprint this way, the candidate becomes very clear about what is expected from them for the job at hand.

Many corporate dysfunctions happen due to a lack of:

Job clarity
Job KRAs related function misjudgment
Justification of the post, since it is directly associated with accountability.

Actually, Indians are very hardworking. So, instead of bantering over each other, if we can assist one another in getting clarity, the present challenging changes will not prove a crisis for us.

If more details are needed and assessments to be administered, do get in touch.

Have a great day!

I would like to end with a favorite quote:

"Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish." - John Quincy Adams

Regards,

Sujatha
98408 54301
Head-Training & Assessments
Pravarra

Duties of an HR Generalist

Assume that you are in control of a ship. Anything and anybody who has a problem will be your responsibility. In trying to resolve these issues, you will need all possible skill sets to get the ship on course.

Broadly, the duties of an HR Generalist will cover the following areas:
1. Recruitment
2. Training and Development
3. Performance Management Systems
4. Industrial Relations
5. Employee Welfare and Grievance Handling
6. Liaison with Government Officials
7. Administrative head of Security/Office Upkeep/Canteen
8. Corporate Social Responsibility

These are just a few of the responsibilities involved in the role of an HR Generalist.

Dear All,

I am Sandeep, working as an HR Executive. I want to know the role of HR in the selection procedure for higher-level (management post) candidates, highly experienced persons. What kind of questions shall we ask or how to "judge" them?

Please help me.

Regards,
Sandeep

Hi,

You are doing a great job. Can you help me with the recruitment and selection process?

1) I have to recruit candidates from a competitor organization.
2) Secondly, how can I conduct the selection and interviews for higher-level (management level) personnel?

Please help me out.

Regards,
Sandeep

Dear All,

I would like to say that the profile of an HR Generalist in the Service and Manufacturing Industry varies because in manufacturing companies, IR is needed to deal with Labour Unions. The person has to be well-equipped with Industrial relations, policies, labor legislation, and grievances handling. Whereas in the service industry, we don't deal with factory workers; employees are well-educated. Therefore, HR Generalists should focus more on strategic HR, talent management, and employee engagement programs.

I hope this provides a clear picture.

Gauri

Hi all,

The term HR Generalist is self-explanatory. The responsibilities of an HR Generalist encompass both HR and Personnel functions. In some cases, Administrative functions are also included. For instance, I have been working as an HR Generalist for the past 15 years, and my functions, in a nutshell, involve HR, Personnel, and administration. There are no specific or core concentrated functions; I oversee all aspects of HR, Personnel, and administration. In HR Generalist roles, the responsibilities vary in priority and concentration, but the purposes, planning, procedures, processes, etc., remain consistent.

Michael Nicholas
99400 51706

Hi everyone,

I agree with you, MN. The word is self-explanatory and at the same time, it is very vague. As soon as you categorize anything with a Generalist Profile, it covers everything that particular subject comprises. It also gives individuals an opportunity to explore every aspect of the subject and, in a way, master them all.

In other words, you can call it an All-Rounder.

Regards,
Shakila

Hi Sandeep,

This might help you.

Regards,

Deepa

1.You decided to reorganize the department or work unit that you lead. Tell me how you proceeded with the reorganization?

2.Have you ever been a member of a successful team? If so, describe the role you played on the team and in its success.

3.Give me an example of a time when you played a leadership role in an event, an activity, a department or work unit, or a project. Describe how you led the efforts. Tell me how people responded to your leadership.

4.If I were to ask your reporting staff or your peers to comment about your leadership style, your leadership strengths, and your leadership weaknesses, how would they respond? What would this discussion tell me about you as a leader?

5.Tell me about a time when you created agreement and shared purpose from a situation in which all parties originally differed in opinion, approach, and objectives.

6.What are the three most important values you demonstrate as a leader? Tell me a story that demonstrates each of these leadership values in practice within your workplace.

7.During your work experiences while attending college, tell me about a time when you demonstrated that you have leadership ability and skill.

8.As a leader within an organization, you must often build support for goals and projects from people

9.Tell me about a situation in which you demonstrated that you can build the needed support.

Leadership Job Interview Question Answers

You are questioning to determine whether the candidate has leadership skills or potential. You seek to identify the leadership style of your candidate, from his or her perspective and from the perspective of his or her direct reporting staff and peers. You are determining whether the candidate's style is congruent with the culture of your organization. It is helpful if you have created beforehand a leadership profile that identifies the skills and traits of successful leaders within your organization.

Leadership style is best demonstrated in stories. Self-examination and commentary is self-serving, at best, in an interview setting. Ask your candidates for many specific stories and examples.

Dear Sujatha,

This is a nice article that gives an overview of Assessment Centres. I have been assigned a project on assessment centres and recruitment. Therefore, I have to chalk out a plan keeping its two objectives in mind:

Assessment centres are used for:
1. Recruitment for various positions
2. Development of an individual.

Keeping these two objectives in mind, kindly guide me on how to proceed with this or any other objectives you have, please share. Additionally, I would like to know in detail about your article and the way you processed it.

Thank you,
Shilpa

Hi Santosh,

These are the common HR Activities which i know.

HR Activities

1. Induction



„X Handling joining formalities for the new recruits.

„X Ensure that e-mail, access cards, login ID Creation, mail ID creation, computers are organized for the new members.

„X Conduct the Induction program for the new recruits on policies, procedures and hierarchy system of the company and introducing the new recruits to the Management team.

„X Organize a meet with the heads of the departments to orient the new member about various departments, people and their goals.



2. Training & Development



„X To identify the Training needs based on feedback from Performance Appraisal/ Departmental Heads & accordingly prepare training schedules.

„X Identify Internal / External Resource personnel for conducting the programmes and validate resource persons for conducting Training events.

„X Prepare training programme for fresh entrants and monitor their progress.

„X Update training records and maintain database of various Trainings conducted and provide data for matrices to keep assessing the HR process.

„X Obtaining trainee¡¦s feedback for determining the effectiveness of training programmes & carrying out modifications if necessary.

3. Payroll process



„X Collect monthly payroll input from various project sites about New Joinees, Resignations, Salary revisions, Loss of pay, on basis of the attendance records maintained.

„X Handle and solve any grievances received from employees regarding salary related matters.

4. Performance Management



„X Facilitating periodical appraisals

„X Participating in performance appraisal sessions and facilitating mutual feedback

„X Analyzing performance scores and presenting findings to Senior Management

„X Identifying training needs emerging from appraisal sessions and tracking the same.

„X Participating and facilitating confirmation reviews of new joinees.

„X Co-ordinating the formulation and implementation of increments.



5. Statutory Compliances



„X File monthly, quarterly, half yearly and annual TDS Returns.

6. Employee Relations And Communication



„X Handling employee queries and ensuring swift response time.

„X Internal communications pertaining to Organizational activities.

„X Maintaining, Updating and Communicating HR policies and procedure via

„X Intranet.

„X To advise on company benefits like loans, leave eligibility etc.

„X Responsible for updating and maintaining all personnel data and files.

„X Implement and maintain a disciplined office environment with proper

„X HR policies.

„X Co-coordinating with the Insurance Company for employee medical needs.

7. Exit & Settlements



„X Exit interview.

„X Co-ordinate with internal departments to ensure that the hand over is done properly.

„X Collate exit feedback.

„X Conduct clearance formalities for separation employees.

„X Full and final settlements.

Hi Santhosh,

An HR generalist means being solely responsible for handling all HR functions or activities. In small companies, they may not hire many HR personnel, so they end up recruiting only one person to manage all HR tasks under this title. Even in large companies, you can come across individuals with these designations. In such settings, they are tasked with managing various HR activities such as recruitment, training, compensation and benefits, performance appraisals, and more.

Cheers,
Harini

Hi, Santosh!

The job profile for an HR Generalist is as follows:

- Manpower Planning
- Recruitment
- Maintaining HR Database
- Completion of Joining formalities of new entrants
- Employee induction & Confirmation
- HR MIS
- Performance Management System (Quarterly & Annual)
- Training & Development Activity
- Full & Final Settlement & conducting exit interviews
- OD interventions
- Employee welfare activities
- Policy Adherence
- and many more...

I hope this clarifies your doubt.

Goodbye,
Sonal

HR Generalist
Essential Duties and Responsibilities:
• Payroll administration
• Administer employee benefit programs
• Prepare and maintain personnel files
• Ensure compliance with all employment laws
• Maintain and update employee handbook as appropriate
• Consult with managers and supervisors as needed to resolve personnel issues
• Recruit, screen and interview candidates
• Facilities Management
Required knowledge, skills, education and experience:
• At least 2 years of HR generalist experience with a hands-on understanding of state & federal laws as as related to employment practices. Emphasis and background in staffing a definite plus.
• PHR/SPHR certification preferred
• Proficient in all Microsoft Products – Excel, Word, Outlook, PowerPoint
• Experience working in field office, delivering and supporting the HR policies, procedures and programs of the parent company

Hi guys,

Thanks a lot for your contributions to the topic. Let's deviate a bit. Yesterday, I was interacting with one of the top guns of a manufacturing company. I showed my eagerness to switch to IR when she told me that IR is completely different from HR in a manufacturing unit. At times, I think she was right in a sense, but a general HR must include IR. Isn't that?

Hi Guys,

Thanks a lot for your contributions to the topic. Let's deviate a bit. Yesterday, I was interacting with one of the top guns of a manufacturing company. I showed my eagerness to switch to IR when she told me that IR is completely different from HR in a manufacturing unit. At times, I think she was right in a sense, but a general HR must include IR. Isn't that?

Hey IR can be referred to as HARD HR, whereas other aspects are considered SOFT HR. If you work in the IR field, you may find yourself limited to the manufacturing sector exclusively. IT & ITES industries may not readily offer opportunities, even if you possess the necessary skills and qualifications.

To be a part of IR, one must exhibit toughness and resilience. Additionally, a solid understanding of labor laws and compliance is essential.

Your somewhat true, but working on the IR side is not advisable according to present job market conditions. Good salary and challenging roles are only available in the IT and ITES sectors at the moment. Similarly, pharmaceutical and other related fields are also lucrative.

This is all I am sharing based on my experience and the experiences of my friends and colleagues.

Regards,
GOPALA KRISHNA

Hi Santosh,

I have sent you an attached email regarding the HR Generalist role. It's no longer static. The HR role has become very dynamic, focusing more on influencing strategic and business activities.

Apart from the basic HR activities, other tasks are dynamic and vary from industry to industry. This is a positive sign for all HR professionals. Please study the file I have attached and get back to me.

Regards,
GOPALA KRISHNA

Hi!

Today, the perception of IR has changed to Employee Welfare. Nowadays, in every company, we have it not only in the manufacturing sector. All the companies are complying with acts like the Shops and Establishment Act, PF, Gratuity, ESI, and Contract Labor License. Now, all these are for employee welfare. For this, you don't need to be tough; in fact, be soft and empathetic so that you can help your employees through these welfare measures which the government has implemented.

Thank you,
Shilpa

Hey Shilpa,

The attachment is already there on the 1st page of this topic.

Regards,
Santosh Verma.

Hi Shilpa,

Good to see and know that you are working on "The very" in and happening topics. Shilpa, please understand that what you come up with is very important for the entire workforce.

I would suggest the following:

For The Recruitment Process:

Have a list of various positions in an organization. We, in fact, sit with 4-5 co-related people to find out the job responsibilities/accountabilities. Ideally, this takes at least 3-4 hours per job role.

Then work on the associated skills required and decide on the assessments required. When appraisals are related to KRAs, this process, though strenuous, is absolutely important to ensure that clarity is arrived at.

Assessments in the recruitment process make the work easy. We not only have the CVs of the candidates, but we also have their assessments. So we can shortlist easily. As in an earlier post in another forum of CiteHr, someone had quoted as saying 12K per person is spent during the recruitment process for certain positions. Assessments can help in reducing the cost and steps involved, and mainly the stress on the interviewer and interviewee to a great extent. For this process, trained behavioral analysts should be present. It is not difficult for anyone to get trained, and we conduct monthly training sessions. So actually, initially, though there is some effort, we find companies can operate independently very soon.

In the Case of Development of an Individual:

In the case of career development, the role and accountability are to be understood and evaluated. His/her senior is to be also involved. Relevant assessment is conducted, and the person is debriefed with areas where improvement or toning down is required.

I am sure many will ask, "How can I change and why?!" But the truth is each of us is learning something new every day, isn't it? The trying situation presently is very subtle but clear in the message of... adapt or leave. To change this scenario, developed countries have adopted scientific methods that are reliable to help individuals understand from within and then move on. In fact, seeing the adapted graph of an individual, one can say whether the respective individual is undergoing too much stress for adapting or is having a difficult time personally or is dealing with a very challenging boss. So, this is the case of identifying the right problem in the first place. Then the individual can work to improve in specific areas.

If the whole process sounds long and confusing, feel free to call me and clarify. I am very eager to know your findings. I suggest please go through the whole process without any bias.

All the best!

Sujatha Suresh
Partnering for Quality of Life
Head-Training and Assessments; M: 98408 54301
Pravarra
Adyar
Chennai

Hi Krish,

I would like clarification on your PPT "HR_AVATAR," specifically regarding the operational role of HR as 'EEA.' Could you please provide the full form of it?

Kindly reach out to me at dipakmalik@gmail.com.

Thanks and Regards,
Duke

Roles & Responsibilities of Human Resources

1. Induction & Joining Formalities

• Plan, organize, and conduct induction programs for new joiners.
• Complete the joining formalities, i.e., collect the required documents and create a login ID for attendance.

2. Formats of All the Letters

• Offer Letter
• Appointment Letter
• Increment and Promotions Letter
• Confirmation Letter
• Experience Letter
• Relieving Letter
• Warning Letter
• Termination Letter
• Address Proof Letter
• Training Letter

3. Formats and Forms

• Interview Assessment Form
• Employees Joining Report
• Leave Application Form
• Reimbursement Form
• Exit Formalities Form
• No Due Certificate

4. Attendance, Payroll & Salary Administration

• Maintain employee attendance in the Time Management System and generate attendance reports online for the salary process.
• Coordinate with finance for the monthly payroll system, making necessary entries for new joiners, separation cases, and unpaid leave.
• Follow up with the bank for timely credit of salary and issue salary slips.

5. HR Policies

• Implement, review, redesign, and introduce HR manuals with policies and upload them into the systems.

6. HR Administration & Welfare

• Offer release, bank account opening, ID card coordination, and sending details to the support staff.
• Clarify employee grievances and various issues/queries on leave policy and salary payment.
• Maintain the notice board with information about "Thought of the Day" messages, Employee of the Month announcements, and articles on a weekly and fortnightly basis.
• Maintain HR files and employee information in various reports like employee databases, employee CVs, and prepare all HR letters and certificates.

7. Full & Final Settlement and Exit Process

• Conduct exit interviews for resigned, quit, or terminated employees.
• Coordinate and manage the Full & Final Settlement with the help of the finance division and send circulars to other departments at the time of an employee's relieving. (Employees will be relieved only after the reporting head signs the No Due Certificate and Exit Form.)
• Analyze issues by giving warnings verbally or in writing by issuing warning letters up to the termination of employees due to continuous absenteeism, no prior intimation before taking leaves, inability to reach assigned targets, lack of ownership, and responsibility.

8. Compensation

• Understand the salary structure and work with it (for example, basic should not exceed 50% of the gross).
• Handle selection policies, attendance management systems, exit interviews, transfers, and redeployments as per staffing projections.
• Handle salary negotiations, increments, and compensation administration.

Regards,