Job Overview
The HR Generalist iassists in the administration of human resources policies, procedures, and programs. This position is active in: departmental development, human resource information systems (HRIS), employee relations, benefits, compensation, and organizational development. The HR Generalist works closely with HR staff and other stakeholders to ensure that HR functions are running smoothly and meeting established standards. Activities include a combination of scheduled and ad-hoc activities.
Organizational Impact
The HR Generalist plays a critical role in the organization's success by managing various HR functions such as recruitment, employee relations, performance management, compensation and benefits, and compliance with labor laws. The impact of this job on the organization includes:
1. Recruitment and Retention: The HR Generalist is responsible for attracting and retaining top talent, which is crucial for the organization's growth and success.
2. Employee Engagement: The HR Generalist ensures that employees are engaged and motivated, which leads to higher productivity, job satisfaction, and lower turnover rates.
3. Compliance: The HR Generalist ensures that the organization complies with labor laws and regulations, which reduces the risk of legal issues and penalties.
4. Performance Management: The HR Generalist manages the performance of employees, which helps to identify areas for improvement and develop strategies to enhance productivity.
5. Culture and Values: The HR Generalist plays a key role in promoting the organization's culture and values, which helps to create a positive work environment and improve employee morale.
Overall, the HR Generalist has a significant impact on the organization's success by managing various HR functions that are critical to achieving business objectives.
Key Systems
- Human Resource Information System (HRIS)
- Applicant Tracking System (ATS)
- Performance Management System
- Payroll System
- Benefits Administration System
Inputs
- Employee relations and engagement
- Recruitment and onboarding
- Benefits administration and management
- Performance management and employee development
- Compliance with labor laws and regulations
Outputs
- Recruitment and selection of new employees
- Administration of employee benefits and compensation
- Development and implementation of HR policies and procedures
- Management of employee relations and conflict resolution
- Maintenance of employee records and compliance with legal requirements
Activities
Recommended Items
Content Examples
Sample Event-Driven Tasks
- Conduct exit interviews with employees who have resigned
- Review and update employee handbook annually
- Coordinate and facilitate new hire orientation sessions
- Conduct investigations into employee complaints or concerns
- Develop and implement employee recognition programs
Sample Scheduled Tasks
- Conducting new employee orientation sessions every Monday at 9am
- Processing payroll for all employees every other Friday by 5pm
- Reviewing and updating employee benefits packages annually in January
- Conducting performance evaluations for all employees every six months
- Posting job openings and screening resumes every Wednesday at 10am
Sample Infill Tasks
- Conducting initial interviews with job candidates
- Assisting with employee onboarding and orientation
- Managing employee benefits and compensation packages
- Developing and implementing HR policies and procedures
- Conducting performance evaluations and providing feedback to employees