Human resources (HR) is a vital function in any organization, responsible for managing and developing the workforce.
Within the HR department, various roles and positions play different but complementary roles. Two such positions are the HR Generalist and the HR Manager.
In this article, we will explore the definitions, differences, and similarities of these two roles and help you understand how they contribute to the overall success of an organization‘s HR function.
Table of contents
- HR Generalist Vs. HR Manager: Descriptions
- What is the difference between an HR generalist and an HR manager?
- What is the HR Generalist Vs. HR Manager Job Outlook?
- What is the HR Generalist Vs. HR Manager Career Path?
- What is the HR Generalist Vs. HR Manager Pay?
- What are the similarities between HR Generalist Vs. HR Manager?
- Which career is best Between HR Generalist Vs. HR Manager?
- Where can you work as an HR Generalist Vs. HR Manager?
- What is the Educational and License Certification for an HR Generalist Vs. an HR Manager?
- Where can you get the Educational and License requirements for an HR Generalist Vs. HR Manager?
- Is the HR Generalist Vs. HR Manager Career Worth it?
- Frequently Asked Questions
HR Generalist Vs. HR Manager: Descriptions
Who is an HR Generalist?
An HR Generalist is an HR professional responsible for handling various HR functions. This can include recruitment and staffing, employee relations, training and development, benefits administration, and compliance with labor laws.
The role of an HR Generalist is to provide support across all areas of HR rather than specializing in a specific area. They typically work closely with other HR team members and may report to an HR Manager or Director.
The main goal of an HR Generalist is to ensure that the company’s human resources policies and procedures are followed and that employees are treated fairly and equitably.
See this article: Project Manager Vs. Business Analyst: Differences & Similarities.
Who is an HR manager?
An HR Manager is a senior-level professional responsible for managing an organization’s human resources function.
This includes developing and implementing HR policies and procedures, overseeing recruitment and staffing, managing employee relations, administering benefits and compensation, and ensuring compliance with labor laws.
The HR Manager is also responsible for leading and mentoring the HR team and working closely with other departments and senior leaders within the organization to align HR strategies with the overall business objectives.
The HR Manager plays a crucial role in shaping the culture and direction of the organization by making decisions and recommendations on matters related to talent management, organizational development, and employee engagement. They report to the Director of Human Resources or the Chief Executive Officer.
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What is the difference between an HR generalist and an HR manager?
HR generalists and managers may share some responsibilities, but the manager oversees the department rather than carrying out individual tasks. An HR manager, for example, may design their company’s recruitment and interviewing process, whereas an HR generalist may schedule and conduct candidate interviews. In a tabular form, the major differences are-
| HR Generalist | HR Manager |
| Responsible for providing support across all areas of HR | Responsible for overall management of an organization’s human resources function |
| Handles a wide range of HR functions within an organization | Develops and implements HR policies and procedures |
| Works closely with other members of the HR team | Leads and mentors the HR team |
| May report to an HR Manager or Director | Reports to the Director of Human Resources or the Chief Executive Officer |
| Ensures that the company’s human resources policies and procedures are followed | Shapes the culture and direction of the organization by making decisions and recommendations on matters related to talent management, organizational development, and employee engagement |
| Provides support in areas such as recruitment and staffing, employee relations, training and development, benefits administration, and compliance with labor laws | Oversees recruitment and staffing, manages employee relations, administers benefits and compensation, and ensures compliance with labor laws. |
What is the HR Generalist Vs. HR Manager Job Outlook?
The job outlook for HR Generalists and HR Managers is generally favorable. According to the U.S. Bureau of Labor Statistics (BLS), employment of human resources specialists, which includes HR Generalists, is projected to grow 7% from 2019 to 2029, faster than the average for all occupations. This growth is due to the increasing importance of effectively managing a company’s workforce to remain competitive in today’s business environment.
The job outlook for HR Managers is also positive, with the BLS projecting that employment in this field will grow 7% from 2019 to 2029. The same factors driving growth in the HR Generalist field are also driving growth in the HR Manager field, as companies continue to recognize the importance of effectively managing their human resources to remain competitive.
It’s worth noting that the job outlook and demand for these roles can vary depending on the industry, location, and company size.
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What is the HR Generalist Vs. HR Manager Career Path?
The career path for an HR Generalist and an HR Manager can vary depending on the organization and the individual’s experience and qualifications.
Typically, an HR Generalist starts in a junior role and works their way up through the HR department. They may begin as an HR Assistant or Coordinator and progress to an HR Generalist role. As they gain more experience and knowledge, they may get promoted to an HR Manager or even an HR Director. Some HR Generalists may also choose to specialize in a specific area of HR, such as recruitment or employee relations, and move into a specialized role.
For an HR Manager, the career path often begins with experience in an HR Generalist role or another human resources-related role. They may then move into an HR Manager or Senior HR Manager role. They may also advance to a Director or Vice President of Human Resources role, depending on the size and structure of the organization.
Both HR Generalist and HR Manager roles require a strong understanding of HR practices and regulations and experience working with different departments within an organization. A bachelor’s degree in human resources, business administration, or a related field is often required.
Some organizations may also consider candidates with a relevant combination of education and experience. Some organizations may also prefer or require a professional certification like the PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) from the Human Resource Certification Institute.
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What is the HR Generalist Vs. HR Manager Pay?
The pay for an HR Generalist and an HR Manager can vary depending on location, industry, company size, and the individual’s qualifications and experience. However, on average, the pay for HR Generalist and HR Manager positions is higher than for other occupations in the human resources field.
According to the U.S. Bureau of Labor Statistics (BLS), the median annual wage for human resources specialists, which includes HR Generalists, was $65,320 in May 2020. The lowest 10 percent earned less than $44,180, and the highest 10 percent earned more than $103,610.
For HR Managers, the BLS reports that the median annual wage for human resources managers was $116,720 in May 2020. The lowest 10 percent earned less than $76,030, and the highest 10 percent earned more than $189,780.
It’s worth noting that the salary for these roles also depends on the size of the company and the industry, as well as the location of the job, with some places having a higher cost of living than others. Some companies may offer additional benefits, such as bonuses, stock options, and retirement plans.
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What are the similarities between HR Generalist Vs. HR Manager?
HR Generalists and HR Managers play essential roles in an organization’s human resources (HR) function. They both have a strong understanding of HR practices and regulations and work to ensure that the company’s human resources policies and procedures are followed and that employees are treated fairly and equitably.
They also both support the overall goals and objectives of the organization and work closely with other departments. Below are some similarities between the two roles:
- HR Generalists and HR Managers are responsible for supporting the overall goals and objectives of the organization.
- Both roles involve ensuring compliance with labor laws and regulations.
- Both roles involve working with employees and managers to resolve HR-related issues or concerns.
- Both roles require strong communication and interpersonal skills.
- Both roles require a strong understanding of HR practices and regulations.
- Both roles may require a bachelor’s degree in human resources, business administration, or a related field and relevant experience in human resources.
- Both roles may require a professional certification like the PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) from the Human Resource Certification Institute.
- Both roles may require keeping up to date with the latest trends and best practices in the field.
- Both roles may involve working with other departments and teams in the organization.
- Both roles may involve working with senior leaders and managers in the organization.
See also: Construction Manager Vs. Project Manager: Differences & Similarities.
Which career is best Between HR Generalist Vs. HR Manager?
Whether an HR Generalist or HR Manager role is, the “best” career choice depends on an individual’s personal goals, qualifications, and experience. Both positions offer opportunities for growth and advancement within the human resources field, and both can be rewarding careers.
An HR Generalist role may be a good fit for someone who enjoys working with a wide range of HR functions and is comfortable with a generalist role. This role can be a stepping stone for someone who wants to gain a broad understanding of HR and move up in the field.
An HR Manager role may be a good fit for someone interested in management and leadership with a strong understanding of HR. This role is more focused on managing and leading the HR team and requires higher responsibility and decision-making.
Ultimately, the best career choice depends on an individual’s interests, qualifications, and experience. It’s necessary to research the job requirements, responsibilities, and the industry of the company you are interested in and also to gain some experience in the field before making a decision.
Also, read this article: Business Analyst Vs. Project Manager: Differences & Similarities.
Where can you work as an HR Generalist Vs. HR Manager?
HR Generalists and HR Managers can work in various industries and organizations.
HR Generalists are in almost any organization that employs staff. They can work in small and large businesses, non-profits, government agencies, and educational institutions. Some common industries where HR Generalists can be found include healthcare, manufacturing, retail, finance, and technology.
HR Managers can also be found in various industries and organizations. They can work in large corporations, small businesses, non-profits, and government agencies. Some common industries where HR Managers can be found include healthcare, manufacturing, retail, finance, and technology. They are also in the service industry, such as hospitality and consulting firms.
It would be best to read: Hiring Manager Vs. Recruiter: Definitions, Differences, & Similarities.
What is the Educational and License Certification for an HR Generalist Vs. an HR Manager?
HR Generalists and HR Managers typically need a bachelor’s degree in human resources, business administration, or a related field to start their careers. Some organizations may also consider candidates with a relevant combination of education and experience.
For HR Generalists, a bachelor’s degree in human resources or a related field is a requirement. However, some organizations may also consider candidates with a degree in business administration or a related field. Some employers may also prefer or require a professional certification like the SHRM-CP (Society for Human Resource Management Certified Professional) or PHR (Professional in Human Resources) from the Human Resource Certification Institute.
For HR Managers, a bachelor’s degree in human resources or a related field is a requirement. However, some organizations may also consider candidates with a degree in business administration or a related field. Some employers may also prefer or require a professional certification like the SHRM-SCP (Society for Human Resource Management Senior Certified Professional) or SPHR (Senior Professional in Human Resources) from the Human Resource Certification Institute.
Some states may have specific regulations regarding HR professionals and require certain certifications to practice in the field. Therefore, it’s essential to check the requirements of the state you plan to work.
Additionally, continuing education is essential for both roles to stay up to date with the latest trends and best practices in the field and maintain any certifications they may hold.
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Where can you get the Educational and License requirements for an HR Generalist Vs. HR Manager?
There are several ways to obtain the educational and certification requirements for HR Generalists and HR Managers. Some options include:
College or University
Many universities and colleges offer undergraduate and graduate degree programs in human resources, business administration, and related fields. These programs can provide a solid foundation in HR concepts, theories, and practices.
Online Programs
Generally, online degree programs and courses are becoming increasingly popular, and many universities and colleges now offer online human resources and business administration programs. Online schedules can be flexible and convenient for those unable to attend traditional on-campus programs.
Professional Certifications
There are professional certifications such as the SHRM-CP (Society for Human Resource Management Certified Professional) or PHR (Professional in Human Resources) from the Human Resource Certification Institute, or SHRM-SCP (Society for Human Resource Management Senior Certified Professional) or SPHR (Senior Professional in Human Resources) from the Human Resource Certification Institute, can demonstrate a level of expertise and knowledge in the field and can be obtained through online or in-person courses and exams.
Professional Organizations
Professional organizations such as the Society for Human Resource Management (SHRM) and the Human Resource Certification Institute (HRCI) offer a variety of resources, including courses, training programs, and networking opportunities to help HR professionals advance their careers.
Continuing Education
Many organizations require HR professionals to complete a certain number of continuing education hours each year to maintain their certifications or licenses. You can get these through online courses, seminars, workshops, and conferences.
It’s essential to check the specific education and certification requirements for the state you plan to work in, as some states may have specific regulations.
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Is the HR Generalist Vs. HR Manager Career Worth it?
A career in human resources (HR) can be a rewarding and fulfilling choice for those interested in working with people who have a passion for helping others and have a strong understanding of HR practices and regulations. HR Generalists and HR Managers play essential roles within an organization’s HR function, and both can be worth it as a career choice.
For HR Generalists, the role can be an excellent entry point into the field of human resources. It can provide a broad understanding of the different areas of HR and can be a stepping stone for someone who wants to gain more experience and move up in the field. It can also be a good fit for those who enjoy working with a wide range of HR functions and are comfortable with a generalist role.
For HR Managers, the role can be an excellent choice for those interested in management and leadership who have a strong understanding of HR. It can provide an opportunity to lead and mentor a team and make critical decisions that shape the culture and direction of the organization.
Ultimately, whether a career as an HR Generalist or HR Manager depends on an individual’s interests, qualifications, experience, and long-term career goals. You should research the job requirements, responsibilities, and the industry of the company you are interested in and also gain some experience in the field before making a decision.
Check this article: Entrepreneur Vs. Manager: Definitions, Differences, & Similarities
Frequently Asked Questions
An HR Generalist is an HR professional responsible for handling various HR functions. In contrast, an HR Manager is responsible for managing an organization’s human resources function.
HR Generalists and Managers typically need a bachelor’s degree in human resources, business administration, or a related field. Some organizations may also consider candidates with a relevant combination of education and experience.
An HR Generalist is responsible for providing support across all areas of HR, such as recruitment and staffing, employee relations, training and development, benefits administration, and compliance with labor laws. An HR Manager is responsible for developing and implementing HR policies and procedures, overseeing recruitment and staffing, managing employee relations, administering benefits and compensation, and ensuring compliance with labor laws.
An HR Generalist typically starts in a junior role, works their way up through the HR department, and may progress to an HR Manager or even an HR Director role. An HR Manager typically starts with experience as an HR Generalist or another human resources-related part. He may advance to a Director or Vice President of Human Resources role, depending on the size and structure of the organization.
The job outlook for HR Generalists and HR Managers is generally positive. According to the U.S. Bureau of Labor Statistics (BLS), employment of human resources specialists, which includes HR Generalists, is projected to grow 7% from 2019 to 2029.
Conclusion
The main goal of an HR Generalist is to ensure that the company’s human resources policies and procedures are followed and that employees are treated fairly and equitably.
The HR Manager plays a crucial role in shaping the culture and direction of the organization by making decisions and recommendations on matters related to talent management, organizational development, and employee engagement.
See this article: Project Manager Vs. Business Analyst: Differences & Similarities
References
- https://www.indeed.com.
- http://www.differencebetween.net
- https://www.newbalancejobs.com
- https://www.zippia.com
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