I’ve had the privilege of working with organizations of all sizes, helping them navigate the complexities of human resources. Throughout my career, I’ve seen the industry evolve, but one thing that hasn’t changed is the persistent use of the term “HR Generalist.” This title has always given me pause, not because of what it represents on paper, but because of what it demands in practice.
Here’s my thoughts on why the title “HR Generalist” can be misleading and the challenges it creates for both HR professionals and the businesses that hire them. Let’s dive into my concerns behind this often-overused term.
1. No One Can Be Great at Everything
In over 25 years of experience, I’ve yet to meet an HR professional who excels in every area of HR. While the title “HR Generalist” implies someone who can handle it all, the reality is that HR is too broad for one person to master every facet.
2.The Jack of All Trades Expectation
Businesses often want someone who can do it all—payroll, employee relations, benefits, training, and more. While versatility is valuable, this expectation sets up HR professionals to fall short because the skillsets required are often contradictory.
3. Left-Brain vs. Right-Brain Skills
HR roles often demand both analytical and interpersonal strengths, but most people excel in one over the other. Someone who thrives on payroll and spreadsheets might struggle with public speaking or leading employee training sessions.
4. Specialized Roles Require Different Strengths
Each HR specialty often appeals to distinct personality types. For example:
- Employee relations experts might not enjoy managing benefits administration.
- Strategic HR leaders at the executive table likely don’t want to handle onboarding logistics.
- Investigators who excel in handling harassment complaints probably don’t enjoy tackling state payroll tax compliance.
5. Small Companies Ask for the Impossible
In smaller organizations, HR roles are rarely specialized, forcing one person to juggle everything. While it’s common for an HR Generalist to wear many hats, expecting someone to perform all functions well is an immense challenge.
6. Finding the “Unicorn” HR Generalist
There are people who can do it all—but they’re rare, like needles in a haystack. If you’re lucky enough to find one, treat them well. Overpay them, give them resources, and never let them go. They’re invaluable.
7. Support Is Essential
Even the most talented HR Generalist can’t do it all alone. Businesses hiring for this role need to understand that these professionals require tools, external resources, and support to succeed. Without these, burnout and gaps in execution are inevitable.
The Challenge to Employers
Before you hire your next “HR Generalist,” ask them two critical questions:
- What are you REALLY good at?
- What do you REALLY love to do?
HR is a vast field with many specialties, and no one can excel at every aspect. Understanding these nuances will help you build a stronger, more effective HR team. After all, HR has many legs, and not everyone walks with the same ones.
