HR Generalist - Hire or get hired
Your complete guide to the HR Generalist Role: Duties, salary & hiring tips
Purpose of the HR Generalist
The HR Generalist provides broad HR support across recruitment, employee relations, performance, and HR policy, ensuring a positive workplace culture and compliance with HR standards.
HR Generalist's duties and responsibilities
• HR Operations:
Support day-to-day HR functions including onboarding and offboarding.
• Employee Relations:
Assist with managing performance and addressing concerns.
• Recruitment:
Coordinate job ads, screening, interviews, and offers.
• Policy & Process:
Maintain HR documentation and ensure adherence to policies.
• HR Reporting:
Prepare regular updates on HR metrics and activity.
Support day-to-day HR functions including onboarding and offboarding.
• Employee Relations:
Assist with managing performance and addressing concerns.
• Recruitment:
Coordinate job ads, screening, interviews, and offers.
• Policy & Process:
Maintain HR documentation and ensure adherence to policies.
• HR Reporting:
Prepare regular updates on HR metrics and activity.
Requirements and qualifications for a HR Generalist
• 3–5 years’ experience in generalist HR roles
• Broad knowledge of HR functions and employment law
• Strong interpersonal and problem-solving skills
• Organised and detail-oriented
• HRIS and MS Office proficiency
• Broad knowledge of HR functions and employment law
• Strong interpersonal and problem-solving skills
• Organised and detail-oriented
• HRIS and MS Office proficiency
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
