7 Concerns I Have With the Title "HR Generalist"

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.

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Hiring for an HR Director?

By Paula Fulghum • July 21, 2025

I’ve seen a lot of job postings lately for small to medium sized companies looking for an HR Director or Manager. Then, when you get into the details, it shows they are the sole person doing HR for the company- or maybe have an assistant. Does this mean they have a payroll department and/or a benefits department? That’s typical in large companies. Not typical in smaller ones that only have the budget for party of one. What’s eye catching for me is now this person is IT. One man band. Key holder to it all. What’s interesting for me is that HR people are like ice cream flavors- we all have our favorite. Is that flavor strategy? Is it training? Is it compliance? Is it recruiting? Is it payroll? Is it benefits? Neapolitan only has 3 flavors. Once you get past 3, you can’t really taste what’s in the ice cream anymore it’s really more of a mess. HR is much like this messy ice cream. One person isn’t good at it all and if they are they are one in a million & a small business can’t afford them. Or if they can- they won’t last long because that person will be bored in a heart beat. And if they are a good leader of a department and don’t have these detailed skill sets & delgate well- that’s great- but when your company is smaller- who are they going to delgate to? See the conundrum? I enjoy chocolate & peanut butter ice cream. It’s two flavors, I can taste both & I can rely on that. If you start adding in scoops of other flavors it gets a little muddy. But that’s OK- I have an entire team who’s good at what I’m not and I can have them jump in at any time. When you are party of one- that’s not possible. So if you are smaller but want more flavors, HR outsourcing is really the way to go. You get the best of both worlds at a fraction of the cost of a full time salary of one. And you don’t have to worry that your HR person doesn’t like strawberry ice cream when trouble happens and strawberry is the only flavor that will do.

Introducing: HR Training Series

By PAULA FULGHUM • June 16, 2025

Fun, Fast and Fearless: The New HR Playbook

7 Concerns I Have With the Title "HR Generalist"

As an experienced HR professional with over 25 years in the field,

1. No One Can Be Great at Everything

2.The Jack of All Trades Expectation

3. Left-Brain vs. Right-Brain Skills

4. Specialized Roles Require Different Strengths

5. Small Companies Ask for the Impossible

6. Finding the “Unicorn” HR Generalist

7. Support Is Essential

The Challenge to Employers

Spread the word!

Hiring for an HR Director?

Introducing: HR Training Series

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