Human Resources (HR) professionals often dedicate their time to supporting employees in their career growth, but it’s just as important for HR professionals to prioritize their own career development. Whether you are just beginning your journey in HR or are an experienced veteran, career path planning is essential for achieving both personal and professional fulfillment.
With a wide array of disciplines available—such as payroll, compliance, engagement, recruiting, benefits, diversity and inclusion (D&I), and leave management—HR professionals must decide early in their careers whether to specialize in one area or remain a generalist. Understanding the differences between these two career paths can help professionals make informed decisions and strategically work toward their long-term career goals.
To gain insights into this decision, we spoke with Jovanny Chonillo, MHRM, Senior Human Resources Consultant at Tandem HR, a Chicago-based professional employer organization (PEO). With extensive experience in both generalist and specialist roles, Chonillo shares valuable perspectives on how to navigate an HR career path effectively.
Understanding Generalists vs. Specialists
A Human Resources Specialist focuses on a particular HR discipline, such as recruiting, payroll, or benefits, becoming highly skilled in that specific area. In contrast, a Human Resources Generalist possesses broad knowledge across multiple HR functions, managing various tasks simultaneously.
The choice between these paths depends on organizational needs. Smaller companies may require a few generalists to handle all HR tasks, while larger corporations often employ teams of specialists to manage complex HR operations effectively.
Generalist Role: A Diverse Work Experience
For those who thrive on variety, the generalist role offers a dynamic work environment.
As a generalist, you handle all aspects of HR, ensuring no two days are the same. You work on multiple projects at once, from payroll to employee relations,” explains Chonillo
There’s always a lot happening at once, and prioritization becomes crucial. At times, you might feel stretched too thin,” he adds
Specialist Role: Developing Expertise
Specialists focus on specific HR functions, allowing them to develop deep expertise in a particular area. For example, HR Information Systems (HRIS) Managers specialize in implementing and managing HR software to streamline payroll, onboarding, and performance tracking.
However, specialization can sometimes feel repetitive.
If you enjoy variety, specialization might not be for you. You may also feel limited when transitioning to other roles,” Chonillo warns.
HR Career Paths: Job Titles and Responsibilities
Generalist Career Path
If you’re drawn to generalist roles, here are some common job titles and responsibilities:
HR Assistant / Coordinator: Entry-level role supporting various HR functions, including recruiting, payroll, and benefits.
HR Manager: Oversees HR operations, implements policies, and manages HR teams.
HR Director / VP of HR: Senior role focusing on HR strategy, department structure, and policy development.
Chief HR Officer (CHRO): Executive role responsible for company-wide HR strategy and alignment with business goals.
Specialist Career Path
For those who prefer specialization, here are some areas and common job titles:
Benefits: HR Benefits Coordinator, Global Benefits Manager, Benefits Analyst
Learning and Development (L&D): L&D Lead, Learning Administrator, Instructional Designer
Payroll: Payroll Manager, Compensation Analyst, Payroll Administrator
Compliance: HR Compliance Officer, Risk Management Specialist, Employment Law Consultant
Talent Acquisition: Recruiter, Talent Acquisition Specialist, Hiring Manager
Regardless of the path chosen, HR professionals play a crucial role in shaping company culture, enhancing employee experiences, and driving organizational success. By aligning career choices with personal strengths and interests, HR professionals can create meaningful, rewarding careers.
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