What is an HR generalist?

An HR generalist handles a broad range of duties within the department. They might serve as the primary human resources (HR) staff member, handling all employee-management tasks for the company, or as part of a larger team of generalists and specialists.

Duties often change based on current needs and may include recruiting, onboarding , benefits, compensation, policy enforcement and personnel record maintenance. The role typically involves working directly with employees, but HR generalists might also support hiring managers and the HR team. An HR generalist might also be the point of contact for employees who call or walk into the office.

What is an HR specialist?

HR specialists focus on one particular part of the HR process. The title of the job often indicates the specialty, such as:

• Compensation and benefits

• Training and development

• Recruitment

• Compliance

• Labor and employee relations

• Payroll

• Risk management

• Performance management

• Diversity, equity and inclusion

Small businesses may not have a specialist for every area. In fact, organizations that are just starting an HR department may not hire HR specialists, instead relying on one or more generalists to handle the workload.

Similarities between HR specialists and generalists

Both roles hold positions within the HR department and typically involve working directly with employees on various HR issues. HR specialists and generalists may handle various administrative tasks, such as updating personnel files and completing necessary paperwork.

What’s the difference between an HR specialist vs. an HR generalist?

A detailed comparison of an HR generalist vs. an HR specialist may give you a better idea of what role suits your team. The following comparison breaks down specific aspects of each.

Pay rate

HR specialist vs. HR generalist salaries differ slightly, which could affect your hiring decision. Human resources specialists earn an average yearly salary of $59,189, according to Indeed Salaries. HR generalists average $64,931 per year. However, salaries vary based on your location, company size and specific job duties.

Job requirements

The minimum job requirements for HR generalists and HR specialists are similar, with both typically requiring formal education in human resources. The main difference relates to experience and knowledge. An HR specialist may need previous experience or extensive knowledge gained through education in the specialty area.

Scope of the job

HR generalists handle different areas of the HR process. They have a thorough knowledge of every task and can handle the work themselves or support the HR generalists on the team. A successful HR generalist has enough knowledge about all responsibilities of the HR department to perform them well.

Meanwhile, specialists handle a certain part of the HR process. Their tasks are typically less varied than those of generalists.

For example, a training and development HR specialist might develop new training opportunities, evaluate current training, schedule classes, lead training sessions and keep records of completion. Meanwhile, a generalist could help with training, screen applicants for recruiting, enroll employees in benefits, manage employee records and administer the leave program.

Interactions with other employees

HR generalists often assist staff members throughout their time with the company, starting when they apply through offboarding. They often field a range of questions about all types of employee concerns.

HR specialists may interact with employees more at specific times. Recruitment specialists have a lot of contact with applicants and new hires, but they typically oversee less once the employee reaches full productivity. Benefits specialists may work with employees around the yearly enrollment time.

HR generalist vs. specialist: Which should you hire?

Comparing an HR generalist vs. a specialist helps you determine which option may support your human resources functions more effectively. Consider these factors when deciding:

• Size of your HR department and company: If you have a smaller company or are just starting your HR department, a generalist could be a cost-effective option. Larger companies may prefer specialists to have expert-level insight into different areas.

• Current staff makeup: Look at your current HR members to see what skills you already have in the department. This helps you determine whether you need a specific specialist or a more general role.

• HR workload: Evaluate which tasks within the human resources department are overloaded or behind. For example, if your organization needs assistance posting jobs or screening candidates, you might want an HR specialist who focuses on recruitment. If your workload falls across several HR functions, a generalist could support all those areas.

• Budget: HR generalists typically have a higher average pay, so if you’re only hiring for one position, the budget could be a factor. If you’re considering hiring a specialist for each area of your HR department versus a generalist to handle it all, plan to spend more on the multiple hires.

When to hire an HR generalist

You might hire an HR generalist for the following scenarios:

• This is your first HR staff member, and you want them to handle all the department’s duties.

• Your current HR team needs more general support.

• Your current HR specialists can’t keep up with their administrative work.

• Your industry doesn’t have major compliance issues or strict regulations.

When to hire an HR specialist

Consider hiring an HR specialist in these situations:

• Your company is growing and needs more specialized support.

• One particular HR area needs more attention.

• You have complex HR concerns that require an employee with expert-level knowledge.

• Your industry has unique issues that require dedicated support, such as compliance with licensing and certification requirements.

FAQs about an HR generalist vs. an HR specialist

Is an HR specialist or an HR generalist higher ranking?

While the roles have a different focus, both rank similarly in organizational charts, and their duties may overlap.

For example, an HR specialist might manage the compensation and benefits program, but an HR generalist might process paperwork for it.

Does an organization need HR generalists and HR specialists?

Smaller and medium-sized companies generally don’t need both roles. Larger organizations often use HR generalists and specialists to manage the volume of HR duties. It’s common to start with generalists and add specialists if your company grows and requires that expertise.