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HR Generalist vs HR Executive

While both HR generalists and HR executives play crucial roles in managing human resources within an organization, their responsibilities, skill sets, and decision-making authority differ significantly. HR generalists are involved in all aspects of HR operations and serve as a point of contact for employees and managers. HR executives are responsible for setting strategic direction and driving organizational change through HR initiatives – they focus on developing HR strategies that align with the overall business objectives.

Both roles are essential for the effective functioning and success of an organization's HR department.‍

HR Executive
Strategic Planning
Workforce planning
Succession planning
Setting strategic HR KPI’s priorities
Provide CEO with guidance on strategic people decisions: hiring, promoting, write ups, terms
Policy Formation
Designs, maintain and improve overarching policies
Employee Handbook
Policy enforcement / resolution
Employee Relations
Sounding board and strategic partner with general workforce management
Manage conflict resolution
HR Investigations
Staff and Supervisor Trainings
HR Operations
Assist with benefit renewal meetings with all providers
Maintain company “voice” through all HR documentation and correspondence
Guide HR / Leadership staff as a leading authority in all human affairs
Manage the HR side of mergers and Acquisitions
HR Generalist
Strategic Planning
Gather Data
Provide insight on challenges
Implement strategic initiatives
Policy Formation
Ensure policies are communicated across organization
Employee Relations
Answer policy questions
Draft write ups
Provided guidance on documentation
HR Operations
Onboard / offboard new employees to HR systems
Create job descriptions, offer letters, denial letters
Maintain employee records
Ensure confidentiality and compliance
Conduct compliance audits
Conduct audits on premium deductions in payroll
Sidney Bruce

July 3, 2024