HR Generalist Jobs

Users interested in this job title also searched for the following job titles

• HR Representative
• Human Resource Generalist
• Human Resources Generalist

Required or preferred licenses and certifications for HR Generalist positions.

The following top skills are often required or desired to land a HR Generalist position

• Affirmative Action Plan
• Benefits Administration
• Coaching
• Communication Skills
• Compensation and Benefits
• Customer Service
• Development
• Documentation
• Employee Coaching
• Employee Engagement
• Employee Recognition
• Employee Relations
• Employment Law
• Equal Employment Opportunity
• Exit Interviews
• Fair Labor Standards Act
• Family And Medical Leave Act
• Filing
• Firing
• Generalist
• HR Policies & Procedures
• HR Systems
• Human Resources
• Human Resources Information System
• Human Resources Management
• I-9 Forms
• Implementation
• Interviewing
• Investigation
• Labor Law
• Labor Relations
• Leadership
• Leave of Absence
• Management
• Management Training
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Microsoft Word
• New Employee Orientation
• New Hire Training
• Offboarding
• Onboarding
• Open Enrollment
• Organization
• Orientation
• Payroll
• Performance Evaluation
• Performance Management
• Planning
• Policy Administration
• Policy Development
• Policy Implementation
• Problem Solving
• Regulations
• Regulatory Compliance
• Reporting
• Scheduling
• Staff Supervision
• Staffing
• Succession Planning
• Talent Acquisition
• Termination
• Training and Development
• Workers' Compensation
• Workforce Planning

Here are some other career titles that require similar skills

Top hiring companies for HR Generalist positions

With the recent economic downturn, many job seekers at least considered a position in HR and many took the leap and changed their career focus altogether. The reason for this is because HR is seen as one of the more recession-proof occupations. The conventional wisdom is simple: companies need to hire, so therefore they need an HR professional.

HR professionals may make easy targets, but in reality they're just like the rest of us: overworked, undercompensated, and doing the best they can with the resources at their disposal.

HR is at a crossroads. For many years now the profession has existed with a fundamental dichotomy between employee advocate (functioning as a fair/impartial third-party ombudsman) vs. business leader (serving the needs of the company and executing initiatives such as RIFs or outplacements that seem to clash directly with the employee advocacy role).