Human Resources (HR) generalists play a crucial role in shaping an organisation's success by overseeing a broad spectrum of HR tasks that directly influence the overall business performance. 

The importance of this skillset cannot be underestimated; successful companies depend on this function to ensure their workforce is engaged and motivated, new talent is onboarded positively (and offboarded just as positively), compensation and benefits packages and learning and development pathways are competitive.

Below we look at how the essential skills of generalist HR contribute to business success:

Recruitment and Talent Acquisition

HR generalists are responsible for the recruitment and onboarding of new employees. A well-executed onboarding process can improve employee retention, with data from Glassdoor suggesting up to an 82% improvement. By identifying talent that aligns with the organisation's skills and culture, HR generalists ensure the business has the right talent to achieve its goals. Effective recruitment strategies not only reduce turnover and hiring costs but also drive productivity and enhance the company's reputation. HR generalists take ownership of the job ads, applications, interviews and onboarding. Their work is crucial in setting the first and last impressions for new hires, making them instrumental in shaping the employee experience.

Employee Development and Training

HR generalists are pivotal in upskilling employees and ensuring their skills remain aligned with evolving industry demands. By coordinating targeted training programmes, they help enhance current capabilities and prepare teams for the future. For instance, digital skills are expected to see a doubling in demand by 2027, reflecting just one of many areas where job requirements have shifted significantly – by an estimated 25% since 2015. These upskilling initiatives equip employees with the skill sets needed to future-proof the business. By boosting employee performance, engagement, and retention, these initiatives play a key role in driving organisational growth and resilience.

Performance Management

HR generalists facilitate performance management processes, including setting clear performance expectations, conducting evaluations, and giving feedback. By aligning employee objectives with business goals, they enhance productivity, ensure accountability, and foster a results-oriented culture. Equally, they can effectively performance manage talent out of an organisation using a fair and robust process, protecting the business from litigation.

Employee Relations and Engagement

HR generalists bridge the gap between management and employees, fostering open communication, resolving conflicts, and promoting a positive work environment. Engaged employees are, in turn, more productive and committed to the company's mission, directly enhancing overall performance. According to data from the CIPD, 41% of organisations noted that new recruits resigned within the first 12 weeks. This not only highlights the importance of a positive onboarding period – and beyond – but also the importance of an engaged employee from the offset.

Compliance with Labour Laws and Regulations

HR generalists ensure the organisation complies with all relevant employment laws and regulations. For example, proof of right to work, criminal record checks, equal opportunities, new legislation - oftentimes working with legal advisors and trade and membership bodies to ensure the business is on the right side of the law. This compliance mitigates legal risks and protects the business from penalties, lawsuits, and reputational damage. Compliance also builds trust with employees, promoting a fair and ethical workplace.

Compensation and Benefits Administration

Well-structured compensation and benefits packages are crucial to attracting and retaining top talent. HR generalists manage these to ensure they are competitive, equitable, and aligned with the company's financial goals. It is often prudent for companies to regularly review their compensation and benefits packages, as well as flexible work arrangements and working patterns, to ensure they remain competitive in the market and aligned with the evolving needs and preferences of employees. 

Ensuring employees have clear, accessible information about their benefits should be a top priority for HR. Employees must know exactly how to access and utilise the full range of compensation, benefits, and perks available to them. By making benefit accessibility a primary focus, HR can empower the workforce and foster a stronger sense of value and appreciation.

Organisational Development

Culture

HR generalists play a critical role in shaping company culture. Promoting diversity, equity, and inclusion (DEI) helps to create a culture that supports employee wellbeing. A happy employee is a dedicated and committed one, which is vital for business success. For example, there are still barriers for certain groups: people from lower socio-economic backgrounds take about 19% longer to advance within companies and are 32% less likely to hold managerial roles compared to peers from higher social classes***. Only about 6% of UK board members are from minority backgrounds. Only 6.6% of UK-based Fortune 500 companies are led by women. There is still a long way to go to equality, which is why it’s important that companies are prioritising DEI.

Change Management

As businesses evolve, HR generalists guide the workforce through change, whether it's restructuring, mergers, or implementing new processes. Particularly with the recent technological advances within IT, if HR and IT join forces, If they can make the transition to new systems and processes much easier, a perfect combination of knowledge and knowledge transfer. 

Effective change management ensures that employees remain adaptable and that business operations continue without disruption during transitions. Communication is key; ensuring that employees know timelines, possible disruptions, and a clear outline of what is expected of them during this time will help overcome any scepticism or doubt.

Strategic Partnership

HR generalists increasingly act as strategic business partners, providing insights into workforce planning and development that align with long-term business objectives. Their understanding of both the business and its staff helps shape strategies that enhance overall performance. They can build the bridge between employers and employees, advocating for both.

Data-Driven HR Practices

With the rise of HR analytics, HR generalists now utilise data to drive decision-making in talent acquisition, retention, and performance management. Using metrics and data helps align HR practices with the company’s financial goals and performance metrics, ensuring that HR actions support business outcomes. This is where AI can help: automate repetitive or mundane tasks to leave more room for employee relations and strategy and operations.

Don’t Underestimate the Need for HR Generalists

HR generalists typically manage essential HR functions that optimise employee performance, foster engagement, ensure compliance, and support the company's overall strategic goals. Their role as operational experts and strategists enables them to spearhead the business's sustainability and growth efforts, which is invaluable to everyone's future.

Looking to bring a skilled HR Generalist into your team, whether for a permanent role, interim support, or on a day rate basis? Reach out to Catherine Hingston today to discuss how we can help fill the gap and support your HR needs!

​

References
*CIPD
*** Instride