The HR Generalist vs HR Manager: Difference Between

When it comes to Human Resource roles and their respective qualifications, roles and functions, it pays to know the differences between an HR Generalist and an HR Manager.

As the competition for jobs in the industry continues to grow, knowing what each role entails will help you make a more informed decision when choosing which role to aim for.

In this article, we’ll explain everything you need to know about HR Generalists and Managers – from their qualifications and skill set expectations to their roles in different companies.

In This Article

Introduction to HR Generalist and HR Manager

An HR generalist has a broad range of knowledge and experience in human resources. They may have worked their way up through the ranks of HR, or they may have been working in HR for many years.

An HR manager has been specifically trained and educated in human resources management and has a wealth of experience in the field.

An HR generalist’s role is to support the organization’s employees on various topics, including benefits, payroll, employee relations, and compliance with employment laws.

An HR manager’s role is to oversee the work of the HR department and ensure that it functions properly. They also develop and implement policies and procedures related to human resources management.

The main difference between an HR generalist and an HR manager is in terms of qualifications, roles, and responsibilities. An HR generalist typically has a degree in human resources or a related field, while an HR manager will have a master’s degree or higher in human resources management.

Qualifications of HR Generalists and HR Managers

Qualifications of HR Generalists

A human resources generalist is a professional responsible for the overall management of the human resources department in an organization.

A human resources generalist typically has a bachelor’s degree in human resources or a related field and has several years of experience working in human resources.

Many organizations also prefer candidates to have some experience working in human resources before taking on a role as an HR generalist.

Qualifications of HR Managers

A human resources manager is a professional responsible for the overall management of the human resources department in an organization.

A human resources manager typically has a Master’s Degree in Human Resources or a related field and several years of experience in human resources.

For an HR manager position, you will typically need at least five years of experience working in human resources and a master’s degree in human resources or a related field.

Roles and Responsibilities of an HR Generalist vs HR Manager

There is a common misconception that HR generalists and managers are the same. However, there are differences between the two roles in terms of qualifications, roles, and responsibilities.

Roles and responsibilities

The main responsibility of an HR generalist is to handle the day-to-day operations of the human resources department. This can include managing employee records, handling payroll and benefits administration, and dealing with employee inquiries.

On the other hand, an HR manager is responsible for developing and implementing strategic plans for the human resources department. This includes recruiting and retention initiatives, training programs, and compensation strategies.

So, what’s the difference? Qualifications-wise, an HR generalist will need less experience and education than an HR manager. In terms of roles and responsibilities, an HR generalist focuses on the operational side, while an HR manager takes on a more strategic role.

Required Skills for the Two Positions

A few key skills are required for HR generalists and HR managers. These include:

Strong communication skills. This is important for both positions to communicate effectively with employees and other members of the organization.

Interpersonal skills. This is important for HR generalists to build positive relationships with employees and for HR managers to resolve conflict and negotiate contracts.

Organizational skills. This is important for both positions in order to keep track of employee records, benefits, and policy changes.

Analytical skills. This is important for HR managers to evaluate data and make decisions about the department’s direction.

Functions of an HR Generalist vs HR Manager

The primary difference between an HR generalist and an HR manager is in the scope of their responsibilities. HR generalists typically handle various HR duties, from recruiting and onboarding to employee relations and benefits administration.

On the other hand, HR managers usually specialize in one or two specific areas of HR, such as talent acquisition or compensation and benefits.

HR generalists and managers need to have a solid understanding of all aspects of human resources.

However, they may also have different qualifications because they have different focus areas. For example, an HR manager specializing in benefits administration might have a background in finance or accounting.

In contrast, an HR generalist may be more likely to have a degree in human resources or business. The roles and functions of an HR generalist and an HR manager differ somewhat. As mentioned above, HR generalists take on a broader range of duties than HR managers.

They may be responsible for everything from sourcing candidates and conducting interviews to administering payroll and managing employee records. In contrast, HR managers usually focus on strategic initiatives within their areas of expertise.

For example, an HR manager specializing in talent acquisition might be responsible for designing and implementing recruiting strategies that attract top-tier candidates.

Ultimately, HR generalists and managers play vital roles in ensuring that an organization runs smoothly and efficiently. While they may have different qualifications and focus on different aspects of human resources, they both work toward the same goal: making sure that.

Ideal Type of Company for Each Role

There are many different types of companies, and each has its unique culture and needs. As such, there is no one-size-fits-all answer regarding the ideal type of company for either an HR generalist or an HR manager.

However, certain characteristics tend to be more conducive to either role. For HR generalists, companies that are relatively small (1,000 employees or less) and have a relatively flat organizational structure are a good fit.

This allows HR generalists to wear many hats and have a broad scope of responsibility. Additionally, companies with a strong focus on employee engagement and development are also generally good fits for HR generalists.

For HR managers, larger companies (10,000 employees or more) with a more complex organizational structure typically provide the best opportunities. In these organizations, HR managers can specialize in specific areas, such as talent management or employee relations.

Companies with matrixed structures (i.e., where multiple reporting lines exist) are also good environments for HR managers.

Difference Between HR Generalist And HR Manager

HR Generalist	HR Manager
Job duties are more varied and diverse	Job duties are more specialized and focused
Handles a broad range of HR tasks, such as recruiting, onboarding, benefits administration, employee relations, and compliance	Oversees specific areas of HR, such as compensation and benefits, training and development, or employee relations
May work in smaller organizations where HR responsibilities are shared	Typically works in larger organizations with a dedicated HR department
May report to an HR Manager or Director	May report to a higher-level executive, such as a Chief HR Officer or Operations Manager
Usually requires a bachelor’s degree in HR or a related field	May require a master’s degree in HR, business administration, or a related field
May have a few years of experience in HR or a related field	Requires several years of experience in HR, including supervisory or management experience
May earn an average salary of £27,000 to £40,000 per year	May earn an average salary of £40,000 to £75,000 per year

Conclusion

To wrap up our discussion about the differences between an HR Generalist and HR Manager, it’s important to note that both roles can be equally valuable when helping companies succeed.

While a generalist is generally less experienced than a manager, they are still important players on any team as they provide guidance, support, and advice when needed.

On the other hand, managers have more specialized knowledge to understand the entire organization better while providing even greater insight into their respective fields of expertise.

With these different qualifications and functions in mind, companies must decide which type of resource best suits their needs.