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

• Auditing
• Benefits Administration
• Communication Skills
• Customer Service
• Documentation
• Employee Benefits
• Employee Engagement
• Employee Recognition
• Employee Relations
• Employment Law
• Employment Verification
• Events
• Exit Interviews
• Family And Medical Leave Act
• Filing
• Firing
• HR Metrics
• HR Policies & Procedures
• HR Systems
• Human Capital Management (HCM)
• Human Resources
• Human Resources (HR) Operations
• Human Resources Information System
• Human Resources Management
• I-9 Forms
• Implementation
• Interviewing
• Investigation
• Job Analysis
• Labor Relations
• Leadership
• Leave of Absence
• Management
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Microsoft Word
• New Employee Orientation
• New Hire Training
• Offboarding
• Onboarding
• Open Enrollment
• Organization
• Payroll
• Performance Evaluation
• Performance Management
• Planning
• Policy Administration
• Policy Development
• Policy Implementation
• Problem Solving
• Project Coordination
• Regulations
• Regulatory Compliance
• Reporting
• Research Skills
• Resolution
• Scheduling
• Staff Supervision
• Staffing
• Talent Acquisition
• Talent Management
• Termination
• Training and Development
• Unemployment Claims
• Workers' Compensation

Here are some other career titles that require similar skills

Top hiring companies for HR Generalist positions

If you’re wondering how to get into human resources, check out this guide to the 3 most common HR career paths for entry-level pros.

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).