HR generalist job description: duties, skills, and template

At the heart of any HR team is the HR generalist. They’re the ones managing onboarding and benefits while simultaneously resolving workplace conflicts and getting everyone paid on time. Because they touch nearly every aspect of the employee experience, HR generalists play a critical role in maintaining smooth operations and supporting business goals.

If you’re hiring for this crucial position, we’ve got you covered. In this guide, we’ll break down the HR generalist job description, explore key skills and responsibilities, and offer a free job description template to help streamline your hiring process.

What is an HR generalist?

An HR generalist is a mid-level human resources professional responsible for managing a wide range of HR functions within an organization. Rather than specializing in just one area, such as recruiting, benefits, or training, HR generalists support multiple aspects of the employee experience, including onboarding and compliance, employee relations, and policy implementation.

This role is essential for ensuring the smooth day-to-day operation of HR departments, especially in small to midsize businesses where a single person may be tasked with overseeing several HR processes. HR generalists act as a key point of contact for employees and managers, helping to align HR practices with company goals while ensuring legal compliance and promoting a positive workplace culture.

Because of their broad scope, HR generalists must have a strong understanding of employment laws, HR best practices, and effective communication strategies. They also play a strategic role in shaping workforce policies and supporting company-wide initiatives like performance reviews, training programs, and organizational development.

What does an HR generalist do?

An HR generalist handles a wide variety of human resources tasks that support both employees and organizational leadership. Their day-to-day responsibilities typically span the entire employee lifecycle: from recruitment and onboarding to benefits administration and performance management.

HR generalist job duties can vary depending on the company’s size, industry, and location. The role is generally designed to ensure smooth and consistent HR operations. In smaller businesses, generalists often serve as the primary HR contact, managing multiple functions themselves. In larger organizations, they may collaborate with HR specialists or managers to implement broader people strategies.

In addition to addressing individual employee needs, HR generalists are often responsible for maintaining compliance with labor laws, enforcing workplace policies, supporting diversity and inclusion initiatives, and contributing to the creation of a positive and productive work environment.

HR generalist key duties and responsibilities

HR generalists manage the everyday operations of the human resources department and their responsibilities can touch nearly every aspect of the employee experience. Below are some of the most common duties included in a human resources generalist job description:

Recruiting and onboarding

HR generalists coordinate and support the hiring process by posting job openings, screening candidates, scheduling interviews, and guiding new hires through onboarding. They also ensure a consistent and welcoming experience for new employees.

Managing employee records and HRIS

HR generalists maintain accurate and confidential employee records within an HR information system (HRIS). This includes updating personal details, tracking employment history, and ensuring documentation is current and compliant.

Administering compensation and benefits

In addition to assisting with payroll processing, benefits enrollment, and ongoing benefits administration, HR generalists act as a liaison between employees and benefits providers to resolve questions and support open enrollment periods.

Employee relations and engagement

One of the most visible tasks of an HR generalist is to address employee concerns, assist in resolving workplace conflicts, and promote a positive work environment. Generalists may also coordinate engagement initiatives, surveys, or employee recognition programs.

HR compliance and policy implementation

Along with the rest of the HR team, HR generalists ensure compliance with federal, state, and local employment laws. They implement and enforce HR policies and procedures, conduct audits, and help maintain up-to-date employee handbooks.

Training and development coordination

HR generalists support training initiatives by organizing sessions, tracking participation, and maintaining learning materials. They help identify development opportunities that align with business goals.

Performance management support

HR generalists assist in administering the performance review process. They track goals and feedback, and support managers in addressing performance issues in a constructive and consistent manner.

Reporting and metrics

HR generalists often prepare and analyze HR reports related to headcount, turnover, compensation, and diversity metrics. This data is used to guide HR strategy and help leadership make informed decisions.

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HR generalist skills and qualifications

A great HR generalist brings a mix of interpersonal, technical, and organizational skills to the role. Since they manage a wide range of responsibilities, from employee relations to compliance, they should be both people-oriented and detail-driven. Most HR generalists have a combination of formal education, hands-on HR experience, and professional certifications that prepare them to support their workplaces effectively.

Here are the key skills and qualifications typically required for the role:

1. Communication and interpersonal skills

Clear communication is essential in HR. Generalists must be able to explain policies, resolve conflicts, and foster trust with employees and leadership alike. Strong listening and relationship-building abilities are critical for managing sensitive conversations and maintaining a positive workplace culture.

2. Knowledge of labor laws and HR compliance

A thorough understanding of employment regulations, such as the FMLA, FLSA, and anti-discrimination laws, is crucial. HR generalists must ensure that company policies align with current legal standards and help avoid compliance issues.

3. Experience with HR software

HR generalists should be proficient with HR information systems (HRIS) and other tools used for payroll, benefits, recruiting, and reporting. Familiarity with platforms like Rippling, BambooHR, or Workday helps streamline daily operations.

4. Conflict resolution

Whether managing interpersonal disputes or addressing policy violations, HR generalists need to resolve issues fairly and efficiently. Strong mediation and problem-solving skills are vital for supporting employee well-being and minimizing workplace disruptions.

5. Organizational and multitasking abilities

Juggling multiple priorities is part of the job. HR generalists must stay organized while handling a mix of administrative and strategic tasks, from maintaining employee records to coordinating training programs.

6. Degrees and certifications

Most HR generalists hold a bachelor’s degree in human resources, business administration, or a related field. Many employers also value certifications such as SHRM-CP (Society for Human Resource Management: Certified Professional) or PHR (Professional in Human Resources) to demonstrate a deeper knowledge of HR best practices.

HR generalist salary

HR generalists in the U.S. typically earn between $52,000 and $74,000 per year, according to industry data from ZipRecruiter. The national average is about $65,839 annually (equivalent to roughly $31.65 an hour), with the top 10% earning over $93,500. Indeed lists average salaries in high-cost areas like New York City around $74,900 per year.

Why salary varies

• Location: Metropolitan areas such as San Francisco, New York, and Washington D.C. tend to pay 10–20% more than the national average.

• Experience and seniority: Entry-level generalists may start around $52,000–$60,000, while seasoned professionals earn $75,000+.

• Certifications and education: Holding credentials like SHRM‑CP or PHR, and especially a master’s degree, can yield $5,000–$10,000 more in base salary.

• Industry and company size: Specialized sectors, such as technology and finance, as well as large enterprises, often offer premium salaries and include additional perks, including bonuses or equity.

Total compensation beyond salary

While base pay is central, HR generalists often receive total compensation packages that include:

• Performance bonuses and profit-sharing

• Health, dental, and vision benefits

• Retirement plans (e.g., 401(k))

• Paid time off and parental leave

• Learning and development allowances

• Equity or stock options in tech and startup environments

Salary progression in HR

As HR generalists gain experience and take on new responsibilities, they often transition into roles like Senior HR Generalist, HR Manager, or HR Business Partner, with base salaries typically ranging from $80,000 to $97,000 or more.

HR generalist job description template

When writing any job description, it’s important to outline the key responsibilities, requirements, and skills needed to succeed in the role. Use this customizable job description template to help you attract qualified candidates for your HR generalist role.

Feel free to tailor this template to match your company’s tone, benefits, and specific needs. And check out this general job description template for other roles you may be hiring for. 

HR generalist vs. HR specialist vs. HR manager: what’s the difference?

All three roles (HR generalist, HR specialist, and HR manager) operate within the human resources function, but each serves a distinct purpose in supporting the employee experience and organizational goals.

HR generalist

An HR generalist is a versatile professional responsible for a broad range of HR tasks, including hiring support, employee relations, training coordination, benefits administration, and compliance. Generalists are especially valuable in small to midsize companies, where one person may need to manage multiple HR functions. Their strength lies in their ability to handle day-to-day HR operations across the full employee lifecycle.

HR specialist

An HR specialist focuses on a specific area of human resources, such as recruitment, compensation, benefits, or learning and development. Specialists typically work in larger organizations with dedicated HR teams, where they bring deep expertise to one area. 

HR manager

An HR manager oversees HR strategy, operations, and often the HR team itself. This role includes setting departmental goals, ensuring compliance, supporting senior leadership, and guiding both generalists and specialists in their work. HR managers take a more strategic role, aligning HR initiatives with broader business objectives and often managing budgets, policy updates, and performance metrics.

Understanding the distinctions between these roles can help organizations hire the right HR talent for their size, structure, and strategic needs.

Why HR generalists are critical for growing businesses

As businesses scale, the need for structured and consistent HR practices becomes increasingly important; however, many growing companies lack the resources for a full-fledged HR department. That’s where HR generalists come in. With their broad skill set and ability to manage multiple HR functions, generalists are uniquely positioned to support startups and small to midsize businesses through periods of rapid growth.

Rather than hiring separate specialists for recruiting, compliance, and employee relations, companies can rely on an HR generalist to efficiently handle a wide range of tasks. This centralized approach not only reduces overhead but also ensures a consistent employee experience and better alignment between HR and business objectives.

Here are some of the key advantages of hiring an HR generalist early:

Centralized HR operations

An HR generalist acts as a single point of contact for all employee-related matters, streamlining communication and minimizing confusion across teams.

Cost-effective HR support

Generalists can handle recruiting, onboarding, compliance, and employee engagement, reducing the need to hire multiple specialists in the early stages of growth.

Improved employee experience

With a dedicated HR resource in place, employees receive faster support, more precise guidance, and more structured processes, leading to greater satisfaction and retention.

Risk reduction through compliance

Generalists help ensure that policies, procedures, and documentation align with local labor laws, minimizing legal risk and avoiding costly penalties.

Scalable HR infrastructure

By putting foundational systems and processes in place early, HR generalists help companies scale with less friction, building an HR function that grows alongside the business.

Strategic business partnership

Beyond administrative tasks, HR generalists often serve as trusted advisors to leadership, supporting workforce planning, employee development, and culture-building initiatives.

For growing companies, hiring an HR generalist isn’t just a practical move—it’s a strategic investment in long-term success.

Streamline recruiting and hiring with Rippling

Rippling’s recruitment software makes it easy to manage every step of the recruiting and hiring process from a single platform. Whether you’re a small business hiring your first HR generalist or a growing company scaling your team, Rippling helps you automate time-consuming tasks, so you can focus on finding the right people, faster.

With Rippling, you can:

• Create and customize job descriptions using pre-built templates

• Post jobs to multiple boards with one click

• Track applicants through a built-in applicant tracking system (ATS)

• Automatically onboard new hires, assigning the right apps, devices, and documents in minutes

• Stay compliant with built-in tools for offer letters, I-9s, background checks, and more

Rippling also integrates recruiting with the rest of your HR stack, including payroll, benefits, training, and performance, so you can manage the entire employee lifecycle without switching systems.

Explore how Rippling can help you streamline recruiting and simplify HR management as your team grows.

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HR generalist job description FAQs

What’s the difference between an HR generalist and an HR coordinator?

While both roles support HR functions, an HR coordinator typically focuses on administrative and entry-level tasks such as scheduling interviews, maintaining files, and assisting with paperwork. An HR generalist, on the other hand, takes on broader responsibilities, including compliance, employee relations, training coordination, and benefits administration. Generalists are expected to make independent decisions and often serve as the go-to HR contact in small to midsize organizations.

What level is an HR generalist role?

An HR generalist is generally considered a mid-level position. It sits between entry-level roles like HR assistants or coordinators and senior roles such as HR managers or business partners. Generalists are expected to work independently, handle multiple HR duties, and contribute to both day-to-day operations and long-term HR strategy.

What software should HR generalists know?

HR generalists should be comfortable using modern HR software platforms and HRIS tools to manage employee records, payroll, onboarding, and benefits. Familiarity with platforms like Rippling, BambooHR, Gusto, or Workday is often preferred. Knowledge of compliance tools, training systems, and recruiting software (such as applicant tracking systems) is also valuable.

What does a human resource generalist do day to day?

A human resource generalist’s day-to-day tasks may include handling employee inquiries, updating the HRIS, coordinating onboarding and training, processing benefits enrollment, supporting performance reviews, and ensuring that HR policies align with local employment laws. They may also assist with employee engagement initiatives and track key HR metrics.

What is a generalist position in HR?

A generalist position refers to a role that covers a wide range of responsibilities across the HR function. Unlike a specialist, who might focus solely on compensation or recruiting, a generalist supports multiple areas, such as hiring, training, compliance, and employee relations. Generalist positions are crucial in organizations that need versatile employees to manage core HR functions efficiently.