HR Generalist Job Descriptions, Average Salary, Interview Questions

What Does an HR Generalist Do?

HR generalists work in the human resources department to assist with recruiting new employees and following organizational guidelines and procedures. People in this role need to have sufficient people management and HR administration skills.

HR generalists are in charge of supporting all internal and external HR-related affairs, which include hiring employees, finding ways to motivate staff, coordinating orientations, and dealing with employee complaints. It is important for HR generalists to understand labor laws and guidelines to make good decisions regarding employee compensation and benefits. 

This job requires strong conflict management skills to ensure high satisfaction within the company. HR generalists who succeed in this position may be promoted to a higher HR role, such as an HR manager or the vice president of HR.

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National Average Salary

HR generalist salaries vary by experience, industry, organization size, and geography. To explore salary ranges by local market, please visit our sister site zengig.com.

The average U.S. salary for an HR Generalist is:

$72,455

HR Generalist Job Descriptions

Example 1

The HR Generalist will ensure projects are completed in a timely manner, manage resources (internal/external) effectively, and support the business by liaising with the individual departments to understand their objectives, propose solutions, and define HR projects to implement those solutions. The HR Generalist will also serve as a backup for the Human Resources Manager.

Duties and responsibilities

  • Lead sourcing and recruitment activities for the plant, including maintaining job descriptions, managing job postings, posting to internal/external job boards, screening talent, submitting background checks, managing online assessments, and managing final contract administration
  • Collaborate with the HR Manager to deliver training in accordance with the defined training program, including corporate programs, certifications, skills development, and Health & Safety requirements
  • Investigate and manage employee concerns, identifying trends and themes, and providing recommendations to resolve employee issues
  • Provide support to cyclical HR processes including performance reviews, compensation, benefits enrollment, and STIP administration
  • Support organizational planning based on facility needs, including monthly organizational chart updates, regular skills matrix updates, review of annual training requirements, etc.
  • Processing and review of human resources information for new hires, terminations, position and wage changes, and other PHI requirements
  • Collaborate with the HR Manager to build the leader’s capabilities to deliver coaching and disciplinary action according to established processes. Partner with plant leadership on documentation of discipline and development/execution of Performance Improvement Plans, as needed
  • Support the business in compiling termination documentation, attending termination meetings, and completing exit interviews
  • Administration of vacation, attendance management, and leaves of absence processes for the facility, including follow-up
  • Assist the HR Manager in the communication of HR and company-related matters to business unit employees
  • Liaise between employees and payroll/benefits regarding pay and benefits issues
  • Attend social committee meetings and provide any support needed
  • Other duties, as assigned

Education, experience, certifications, and skills required

  • Bachelor’s degree in Human Resources, Business Administration, Management, or a related field
  • 3+ years of Human Resources Generalist experience (including talent sourcing, recruiting, employee relations, compensation, and benefits administration)
  • Intermediate proficiency with Microsoft Office (Outlook, Excel, PowerPoint, and Word)
  • Intermediate proficiency with Kronos Time and Attendance platform
  • Valid U.S. Driver’s License

Preferred education, experience, certifications, and skills

  • Master’s Degree in Human Resources, Labor Relations, or Business Administration
  • Previous experience in a food manufacturing
  • PHR / SPHR Certification preferred
  • Experience with labor and employment laws
  • Ability to be confidential with personal information in various situations
  • An organized problem solver, able to prioritize effectively in a fast-paced environment
  • Ability to handle stressful situations and remain calm
  • Exceptional verbal and written communication with an excellent command of the English language

Example 2

What you will do

  • Perform HR Operational functions including but not limited to:
  • Payroll processing and maintenance
  • Benefits support and Open Enrollment
  • Leave of absence/FMLA compliance
  • Guide and coach managers in managing or counseling personnel with performance, personal issues, or discipline problems
  • In-Office HR representation
  • Support internal and external inquiries and requests related to the HR department such as basic benefits-related questions, unemployment, and work verifications
  • Collaborate with the HR team to continue improving processes and people experience

Experience

  • 3 to 5 years of professional HR experience in a business setting
  • Knowledge of employment laws and regulations, payroll and benefits laws and requirements
  • Ability to handle sensitive and confidential information with the utmost discretion
  • Ability to thrive in a rapidly changing environment with shifting priorities
  • An organic interest in continuous process improvement and effective project management
  • Experience working in a fast-paced environment; detail-oriented; not afraid to roll up your sleeves; and a customer-service spirit toward all employees

Example 3

Primary duties

  • Partner with line management to identify and develop business solutions that support company and center objectives. Manage related projects
  • Provide proactive counsel to management regarding all employment issues (such as performance, coaching, communication, discipline, training, etc.)
  • Manage performance management process
  • Act as point of contact for all distribution center personnel to resolve problems or provide consultative advice in the areas of employee relations, benefits, payroll, policies, and procedures, etc.
  • Manage the employment process resulting in high-quality hires, achievement of retention goals, and assuring compliance with OFCCP requirements for Affirmative Action. Assist all departments with applicant sourcing, job fairs, application review, and with the interviewing and selection process using Targeted Selection
  • Facilitate continuous improvement in key HR areas such as retention, performance management, employee satisfaction, strengthening of the front-line supervision, and HR processes
  • Maintain and update all personnel files and remit all changes to the corporate payroll department
  • Review all termination decisions prior to implementation to ensure all policies and procedures have been followed
  • Complete all facets of payroll processing
  • Coordinate employee events, maintain bulletin boards, coordinate employee communications, and maintain/update all job descriptions for the local facility
  • Maintain the compensation program and perform annual compensation analysis
  • Conduct new hire orientation, administer all benefit programs, and communicate benefit changes
  • Coordinate the annual open enrollment process

Education and experience

  • Minimum of 3 years of generalist HR experience
  • Bachelor’s degree preferably in Human Resources or equivalent is required
  • Strong employee relations and employment background are necessary
  • Candidate should possess solid relationship-building skills, familiarity with applicable Federal, State, and Local laws, and the ability to multitask and manage projects/action plans

How to Hire an HR Generalist

Consider the following when hiring an HR generalist:

  • Recruiting: Do you have the internal resources and tools to source and recruit for this role successfully?
  • Complexity: Do you need a senior professional, or will mid, or even junior-level skills suffice?
  • Duration: Is this a one-time project, or an indefinite need?
  • Management: Can you effectively direct the work effort?
  • Urgency: Are there any deadlines associated with this need?
  • Headcount: Do you have the budget and approval for an internal employee, or should you consider alternate options?

Answering these questions will help determine the best course of action for your current hiring need. Fortunately, various great options exist for every scenario, no matter how unique. For hiring an HR generalist, we recommend the following options:

1. Use 4 Corner Resources (or another professional recruiting firm)

The heavy lifting is done for you when working with a top-tier staffing company like 4 Corner Resources. We source, screen, recruit, and deliver only the most qualified candidate(s), saving you significant time and effort throughout the hiring process while you remain focused on your core business. Understanding your needs and ensuring the right candidate for the position is the key to our success.

This is the best route to take when:

  • You need to fill the position quickly
  • You want access to a vast talent pool of high-quality, prescreened candidates
  • Your position is suited for temporary hiring services, contract staffing, or contract-to-hire recruiting, and you intend to direct the work activity.
  • You are hiring an employee as a direct placement but aren’t able to recruit effectively or efficiently with your internal staff. 
  • You aren’t familiar with current salary rates, market trends, and available skill sets
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2. Advertise your opening on a top job board

Your best option may be to advertise your opening on a proven job board. There are many widely used job sites out there that draw visits from qualified candidates. If you have someone internally who can dedicate the time and energy to sort through applications and screen individuals effectively, this can be a great choice. 

We recommend using a job board when:

  • Your internal recruiting team has the knowledge and experience to assess candidate qualifications
  • You are hiring a direct employee and have time to manage the entire recruiting effort 
  • You have a process for receiving, screening, and tracking all resumes and applications
  • You are prepared to respond to all applicants

There are many career sites out there. Here are the two we recommend for an HR generalist opening:

LinkedIn

LinkedIn is a social network for job seekers, professionals, and businesses. With this popular job site, you can enhance your brand and advertise your open position to a wide audience of motivated, qualified candidates. Job postings on LinkedIn are also extremely streamlined and user-friendly, making it even easier for candidates to apply. Additionally, applicants can use their LinkedIn profile instead of a resume to expedite the process. 

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CareerBuilder

CareerBuilder has been a trusted source for hiring since 1995. Reach 80+ million unique, diverse U.S. job seekers annually by posting your jobs through their talent acquisition channels. Through CareerBuilder, you can engage candidates and drive them into your sourcing pipeline. We recommend using CareerBuilder for hiring when you have the internal resources and processes to review, screen, and reply to all applicants.

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3. Leverage your internal resources

You can utilize your own website, social media, and employees to assist in your search for top candidates. 

A company website posting should be the first step in notifying prospective candidates that you are hiring. Social media can also be a powerful tool for spreading the word about your new opening. As far as exposure is concerned, this option can be as good as some job boards when you have a large enough following across various platforms, like LinkedIn, Instagram, Facebook, TikTok, and Twitter.

Current employees are every organization’s greatest asset. Encourage your internal team to promote job openings to their network by offering cash and other incentives.

We recommend these options when:

  • Your brand has great name recognition
  • You can consistently monitor and respond to candidate activity through your website and social media accounts
  • You have a process in place to quickly and broadly communicate job openings and requirements
  • You have an effective employee referral program in place

If you aren’t sure which path is best, schedule a discovery call today with our seasoned recruiting professionals. The 4 Corner team is on standby to help you find the best option for your unique hiring need.

Sample Interview Questions

  • When creating an HR policy or guideline, what are the factors you take into consideration?
  • Do you have any certifications which will prove to be useful to the position of HR generalist?
  • How would you process a sexual harassment claim and go about ensuring the validity of the claim?
  • Can you list some of the skills you have which are relevant to being an HR generalist?
  • How do you stay organized when you are under pressure?
  • Are you able to work efficiently and effectively on a wide variety of issues?

Need help hiring a HR Generalist?

We match top professionals with great employers across the country. From filling urgent job openings to developing long-term hiring strategies, our team is here to help. Review our staffing solutions, browse our award-winning Staffing Corner blog, or call today. We look forward to connecting with you soon.

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