Hi All, Can someone share with me the exact duties and responsiblities of a HR Generalist. Apart from the broad areas, can somebody let me know the exact duties? Regards, Santosh Verma.
From India, Bangalore
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4From India, Bangalore
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Hello Santosh,
As per my knowledge, Generalists are recruited to initiate proper HR processes in an organization where there is a complete absence of an HR department. They are responsible for managing tasks ranging from recruitment, training and development, performance appraisals, and more.
Additionally, it is important to ensure that certain general practices are maintained, such as keeping an attendance register where employees sign in regularly, and having clear job profiles descriptions.
Regards,
Ank
From India, Pune
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As per my knowledge, Generalists are recruited to initiate proper HR processes in an organization where there is a complete absence of an HR department. They are responsible for managing tasks ranging from recruitment, training and development, performance appraisals, and more.
Additionally, it is important to ensure that certain general practices are maintained, such as keeping an attendance register where employees sign in regularly, and having clear job profiles descriptions.
Regards,
Ank
From India, Pune
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Hi,
This is what I perform as an HR Generalist.
Recruitment
Hands-on management of the full cycle recruitment process across the full spectrum of hires, including vendor management, screening, interviewing, managing technical and psychometric testing processes, facilitation of pre-employment screening processes, negotiating offers, and post-offer candidate management.
Develop the Macquarie ISD employment brand through various channels to market, leveraging the Macquarie brand. Ensure candidate care is appropriate and contributes to branding initiatives.
Provide thought leadership, advice, and training/guidance for hiring managers on recruitment practices, psychometric assessment interpretation, and interviewing techniques.
Explore the viability of non-traditional recruitment methods and innovative attraction and resourcing techniques.
Source and provide advice on local market remuneration, benefits, and practices.
Keep apprised of IT recruitment industry trends, best practices, and peer/competitor awareness.
Talent Management, Learning & Career Development
Work closely with HR and Learning & Development to drive the following initiatives:
- Provide a framework and education/development of Performance Management processes for managers.
- Leadership Development for local leaders. Identify leadership potential, ensure career opportunities, and development paths are in place.
- Ensure training and development opportunities are appropriate and available more generally.
Other Responsibilities
Contact point for any disciplinary, performance management, or grievance processes.
HR coordinator and contact point for mid-year and annual appraisal processes.
ISD HR point of contact for any HR-related Macquarie-wide initiatives, e.g., staff survey, turnover reporting, any mandated HR processes.
Contact point for OH&S.
Required Skills and Experience
- Excellent relationship management skills.
- Sound judgment, discretion.
- Effective communicator.
- Able to operate independently within the context of a global team.
- Ability to establish credibility through knowledge and delivery.
- Ability to operate in a dynamic, changing environment.
- Commercial.
- Priority management, able to manage recruitment spikes and high volumes.
- Manage competing demands, priorities of multiple stakeholders.
Best regards,
Rinky
From India, Lucknow
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This is what I perform as an HR Generalist.
Recruitment
Hands-on management of the full cycle recruitment process across the full spectrum of hires, including vendor management, screening, interviewing, managing technical and psychometric testing processes, facilitation of pre-employment screening processes, negotiating offers, and post-offer candidate management.
Develop the Macquarie ISD employment brand through various channels to market, leveraging the Macquarie brand. Ensure candidate care is appropriate and contributes to branding initiatives.
Provide thought leadership, advice, and training/guidance for hiring managers on recruitment practices, psychometric assessment interpretation, and interviewing techniques.
Explore the viability of non-traditional recruitment methods and innovative attraction and resourcing techniques.
Source and provide advice on local market remuneration, benefits, and practices.
Keep apprised of IT recruitment industry trends, best practices, and peer/competitor awareness.
Talent Management, Learning & Career Development
Work closely with HR and Learning & Development to drive the following initiatives:
- Provide a framework and education/development of Performance Management processes for managers.
- Leadership Development for local leaders. Identify leadership potential, ensure career opportunities, and development paths are in place.
- Ensure training and development opportunities are appropriate and available more generally.
Other Responsibilities
Contact point for any disciplinary, performance management, or grievance processes.
HR coordinator and contact point for mid-year and annual appraisal processes.
ISD HR point of contact for any HR-related Macquarie-wide initiatives, e.g., staff survey, turnover reporting, any mandated HR processes.
Contact point for OH&S.
Required Skills and Experience
- Excellent relationship management skills.
- Sound judgment, discretion.
- Effective communicator.
- Able to operate independently within the context of a global team.
- Ability to establish credibility through knowledge and delivery.
- Ability to operate in a dynamic, changing environment.
- Commercial.
- Priority management, able to manage recruitment spikes and high volumes.
- Manage competing demands, priorities of multiple stakeholders.
Best regards,
Rinky
From India, Lucknow
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Hi Santosh Verma,
This is Gopala Krishna from Chennai city. I am attaching the list of HR Generalist duties, which I am sharing from my 6 years of hardcore HR experience and exposure. Please confirm receipt after receiving the mail and feel free to contact me for further HR-related discussions.
Regards,
Gopala Krishna
From India, Madras
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This is Gopala Krishna from Chennai city. I am attaching the list of HR Generalist duties, which I am sharing from my 6 years of hardcore HR experience and exposure. Please confirm receipt after receiving the mail and feel free to contact me for further HR-related discussions.
Regards,
Gopala Krishna
From India, Madras
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Thank you for the information.
Kindly click on the following link, it will give you some required information:
https://www.citehr.com/search_new.ph...;amp;submit=Go
From India, Coimbatore
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Kindly click on the following link, it will give you some required information:
https://www.citehr.com/search_new.ph...;amp;submit=Go
From India, Coimbatore
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Hi Santosh & Gopala Krishna,
I am very interested and impressed with this kind of job benchmarking with strategies. Could I get in touch with you regarding such kind of queries? Please provide your numbers in that case.
I am working with assessment tools, and this is exactly what we do. In fact, the way we proceed is:
Select a job role
Define KRAs
Select after discussions role-related job functions + accountabilities
Strategizing
Allocate a percentage of time spent per week for each KRA
We list actions needed
Identify behavior required
It's a big effort initially, but with benchmarking + administering assessment tools, and then zeroing in on the right candidates, it saves the company from a mismatched combination. When we present the blueprint this way, the candidate becomes very clear about what is expected from them for the job at hand.
Many corporate dysfunctions happen due to a lack of:
Job clarity
Job KRAs related function misjudgment
Justification of the post, since it is directly associated with accountability.
Actually, Indians are very hardworking. So, instead of bantering over each other, if we can assist one another in getting clarity, the present challenging changes will not prove a crisis for us.
If more details are needed and assessments to be administered, do get in touch.
Have a great day!
I would like to end with a favorite quote:
"Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish." - John Quincy Adams
Regards,
Sujatha
98408 54301
Head-Training & Assessments
Pravarra
From India, Bhilai
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I am very interested and impressed with this kind of job benchmarking with strategies. Could I get in touch with you regarding such kind of queries? Please provide your numbers in that case.
I am working with assessment tools, and this is exactly what we do. In fact, the way we proceed is:
Select a job role
Define KRAs
Select after discussions role-related job functions + accountabilities
Strategizing
Allocate a percentage of time spent per week for each KRA
We list actions needed
Identify behavior required
It's a big effort initially, but with benchmarking + administering assessment tools, and then zeroing in on the right candidates, it saves the company from a mismatched combination. When we present the blueprint this way, the candidate becomes very clear about what is expected from them for the job at hand.
Many corporate dysfunctions happen due to a lack of:
Job clarity
Job KRAs related function misjudgment
Justification of the post, since it is directly associated with accountability.
Actually, Indians are very hardworking. So, instead of bantering over each other, if we can assist one another in getting clarity, the present challenging changes will not prove a crisis for us.
If more details are needed and assessments to be administered, do get in touch.
Have a great day!
I would like to end with a favorite quote:
"Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish." - John Quincy Adams
Regards,
Sujatha
98408 54301
Head-Training & Assessments
Pravarra
From India, Bhilai
Acknowledge(0)Amend(0)
Duties of an HR Generalist
Assume that you are in control of a ship. Anything and anybody who has a problem will be your responsibility. In trying to resolve these issues, you will need all possible skill sets to get the ship on course.
Broadly, the duties of an HR Generalist will cover the following areas:
1. Recruitment
2. Training and Development
3. Performance Management Systems
4. Industrial Relations
5. Employee Welfare and Grievance Handling
6. Liaison with Government Officials
7. Administrative head of Security/Office Upkeep/Canteen
8. Corporate Social Responsibility
These are just a few of the responsibilities involved in the role of an HR Generalist.
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Assume that you are in control of a ship. Anything and anybody who has a problem will be your responsibility. In trying to resolve these issues, you will need all possible skill sets to get the ship on course.
Broadly, the duties of an HR Generalist will cover the following areas:
1. Recruitment
2. Training and Development
3. Performance Management Systems
4. Industrial Relations
5. Employee Welfare and Grievance Handling
6. Liaison with Government Officials
7. Administrative head of Security/Office Upkeep/Canteen
8. Corporate Social Responsibility
These are just a few of the responsibilities involved in the role of an HR Generalist.
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Dear All,
I am Sandeep, working as an HR Executive. I want to know the role of HR in the selection procedure for higher-level (management post) candidates, highly experienced persons. What kind of questions shall we ask or how to "judge" them?
Please help me.
Regards,
Sandeep
From India, Pune
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I am Sandeep, working as an HR Executive. I want to know the role of HR in the selection procedure for higher-level (management post) candidates, highly experienced persons. What kind of questions shall we ask or how to "judge" them?
Please help me.
Regards,
Sandeep
From India, Pune
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Hi,
You are doing a great job. Can you help me with the recruitment and selection process?
1) I have to recruit candidates from a competitor organization.
2) Secondly, how can I conduct the selection and interviews for higher-level (management level) personnel?
Please help me out.
Regards,
Sandeep
From India, Pune
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You are doing a great job. Can you help me with the recruitment and selection process?
1) I have to recruit candidates from a competitor organization.
2) Secondly, how can I conduct the selection and interviews for higher-level (management level) personnel?
Please help me out.
Regards,
Sandeep
From India, Pune
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Dear All,
I would like to say that the profile of an HR Generalist in the Service and Manufacturing Industry varies because in manufacturing companies, IR is needed to deal with Labour Unions. The person has to be well-equipped with Industrial relations, policies, labor legislation, and grievances handling. Whereas in the service industry, we don't deal with factory workers; employees are well-educated. Therefore, HR Generalists should focus more on strategic HR, talent management, and employee engagement programs.
I hope this provides a clear picture.
Gauri
From India, Delhi
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I would like to say that the profile of an HR Generalist in the Service and Manufacturing Industry varies because in manufacturing companies, IR is needed to deal with Labour Unions. The person has to be well-equipped with Industrial relations, policies, labor legislation, and grievances handling. Whereas in the service industry, we don't deal with factory workers; employees are well-educated. Therefore, HR Generalists should focus more on strategic HR, talent management, and employee engagement programs.
I hope this provides a clear picture.
Gauri
From India, Delhi
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