;)
HR Generalist or Specialist? The Choice is Yours.
Tuesday, August 18, 2009
A reader asks: Over the past couple of years I've made the transition into HR as an HR Coordinator. The role is challenging in many ways, but not necessarily HR-related challenges.
What I am finding is that in this role, I am spread out across so many responsibilities and it's difficult to put 100% into any particular area. I find myself yearning for a specialty, an area that I can really sink my teeth into.
I am interested in hearing your thoughts on how to make the most of generalist roles without becoming the proverbial "jack-of-all trades/ master of non" and suggestions on how to move into a specialized area of HR without having the experience.
I am an HR Generalist and I personally wouldn't have it any other way so I am a little biased. I enjoy the variety and, because HR is so interrelated, I find that having an understanding of multiple aspects helps me to ask better questions and make more complete decisions.
Having said that, there are aspects of HR that I enjoy more than others and aspects that I am more knowledgeable about than others. These are the areas I dedicate and devote time to enhancing my skills in and the ones people come to me for when they are seeking a level of expertise. If I were to specialize, it would be in employee/labor relations and performance management.
On moving into a specialized area of HR without having the experience, consider working as a generalist and using that time to develop skills. You will find the areas that resonate with you and can begin to build your expertise in that specialized area or area(s). Not all positions require a full-performance level of expertise and are established to develop and grow competencies. Seek these out.
Chris Ferdinandi of Renegade HR makes a case for the HR Generalist. Take a look at his post and read through the comments too.
There are pros and cons to each and you're cool no matter what you choose. With that, I am throwing the questions out the field: what can a person do to make the most out of a generalist role and what suggestions do you have on moving into a specialized role without experience?
Photo credit iStockPhoto
Reader Comments (10)
I think that specializing in a staff role for a couple of years early on in your HR career is a very good thing by the way, even if you eventually decide to return to our proud group of HR generalists...
Good luck!
I am definitely an advocate of the generalist. My title officially is "HR Coordinator" so I can relate to this question. I think its important to get hands on experience in each function of HR before deciding if you want to specialize or not. Being located in Buffalo also plays a role in my advocacy to generalists ... we simply don't have a big enough need for specialists. There are few large companies that utilize such HR departments, instead you find smaller companies who need HR professionals to wear the entire HR hat. Get involved in all functions, analyze your specific interests & go from there!
1. Job satisfaction - from the comments above, there is general satisfaction with what they do. I would be classified as a generalist but my passion is L&D. As such, I am re-evaluating my future based (almost) purely on job satisfaction. (I'm evaluating my real income needs)
2. Size of organisation - I work in a national organisation where legislation differ ever so slightly in some regions and it's hard to maintain currency ALL the time. This diminishes the satisfaction level but if we had ore staff it might be better. I do enjoy having my fingers in many HR pies and having a seat at the executive table.
3. Personal value - probably linked to satisfaction again but if you are a "jack of all/master of none", how do you feel about that. Lisa thinks it's great and to a degree I would agree with that, until the "lacky" is stretched just that little bit too far! :)
In the end, regardless of title, what are you known for among your peers? Again, that is satisfying ... or not.
Question to Lisa: as a generalist, how much do you intuitively "know" when left field issues arise and how much do you need to research before you provide advice? My experience as a generalist is that there is a lot we do know and can be sure of but there are also many times when the finer points need to be looked into. It's at these times when I can feel inadequate or lacking.
Bill, I "just know" when there is a piece of the puzzle out of whack or something is not jiving and I don't always know exactly what it is. I ask lots of questions and many times do not answer until I, or a member of my staff, pulls out the regs (we are Federal HR) and finds it in black and white. I don't know I would have that ability had I not had a strong generalist foundation. Personally, I don't have any issue with having to stop to look into the finer points of things but it sure can eat up a bunch of time!
That being said, it is sometimes tought not to be a subject matter expect in one particular area. I don't believe in the organization the size of where I work that I could be a specialist in one area - we need people who are strong in particular areas but know a little about everything. I don't think I would go back to a functional area when I have my fingers in everything!