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I had the pleasure of entering the HR world based on path 2; from university role to policy to HR. My first HR role was in shared services and have been in shared services until now. It’s been an interesting journey and looking forward for what’s to come. In my hometown it was mostly the traditional “pau ka liao” (do everything). This would most likely be compared to a generalist. As to where I am now, every function can be its own team. Read more from AIHR | Academy to Innovate HR article for entry level positions to get your started in HR.

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Certainly! Human Resources (HR) jobs encompass a wide range of roles and responsibilities within organizations. Here are some common HR job titles and their descriptions: #hrbp #humanresources #hiring #jobseekers #leadership #opentowork #cfbr #hrjobs HR Generalist: HR generalists handle a variety of HR responsibilities, including recruiting, employee relations, benefits administration, and policy implementation. They serve as a point of contact for employees and management. HR Manager: HR managers oversee the HR department and are responsible for developing and implementing HR policies and programs. They often specialize in areas like employee development, compensation, or labor relations. Recruiter: Recruiters are responsible for sourcing, interviewing, and hiring new employees. They work closely with hiring managers to understand job requirements, screen candidates, conduct interviews, and negotiate job offers. Training and Development Specialist: These professionals design and conduct training programs to improve employees' skills and knowledge. They assess training needs, create training materials, and evaluate the effectiveness of training programs. Compensation and Benefits Manager: Compensation and benefits managers develop and manage an organization's pay and benefits structure. They analyze compensation data, ensure compliance with regulations, and design competitive benefits packages. Employee Relations Specialist: Employee relations specialists focus on maintaining positive relationships between employees and the organization. They handle conflicts, conduct investigations, and promote a healthy work environment. HR Consultant: HR consultants are external professionals or freelancers who provide HR expertise to businesses on a project basis. They might assist with HR strategy, change management, or specific HR projects. Organizational Development Specialist: These specialists focus on improving organizational effectiveness. They analyze processes, conduct surveys, and recommend changes to enhance workplace culture, productivity, and employee satisfaction. HR Analyst: HR analysts use data and analytics to inform HR decisions. They collect and analyze HR metrics, create reports, and provide insights to help organizations make data-driven HR decisions. Benefits Administrator: Benefits administrators manage employee benefits programs. They handle tasks such as enrollment, claims resolution, and communication of benefits information to employees. These are just a few examples of HR job roles. The specific responsibilities and requirements can vary widely based on the size and type of organization. Job seekers can find HR opportunities in various industries, including corporate settings, non-profits, government agencies, and consulting firms.

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What are the different types of HR in a company? Many individuals mistakenly equate all HR professionals with recruiters or those responsible for organizing workplace events like "Fun Fridays." However, it's essential to recognize that HR professionals play a pivotal role in an organization. To grasp the significance of their contributions, one must comprehend the various types of HR roles and their respective responsibilities.  HR Generalist: Manages employee interactions, benefits administration, and onboarding etc. Serves as an employee resource, overseeing HR procedures and making sure that policies are followed.  HR Recruiter: Is responsible for attracting and identifying suitable candidates for job vacancies within an organization. Works closely with hiring managers to understand the requirements of a position and create effective job descriptions.  Talent Acquisition Specialist: Focuses on the strategic aspects of recruiting, aiming to build a strong workforce aligned with the organization's goals.  Learning and Development Specialist: Focuses on employee training and professional development. Designs training programs, assesses training needs, and facilitates initiatives to enhance employees' skills.  Hiring Manager: Plays a crucial role in defining the job requirements, evaluating candidates, and making the final hiring decisions. Plays a crucial role in defining the job requirements, evaluating candidates, and making the final hiring decisions.  #compensationandbenefits and Benefits Specialist: Is involved in managing compensation structures, designing employee benefits programs, and ensuring that the organization's pay and benefits are competitive and aligned with industry standards.  #hrbp , or HR Business Partner: Aligns HR tactics to particular business divisions. Acts as a strategic counsel by comprehending corporate objectives and assisting in their accomplishment.  #hr Coordinator: Provide administrative support to the HR department. Assists with scheduling interviews, maintaining HR records, and handling other clerical tasks.  #employeerelations Specialist: Focuses on maintaining positive relationships between employees and the organization. Addresses workplace conflicts, conducts investigations and works to create a healthy and supportive work environment.  #hranalyst : Is an expert in gaining insights from workforce data analysis. Provides data-driven advice to aid with HR decision-making.  Organizational Development Specialist: Focus on enhancing organizational effectiveness. Is involved in change management, leadership development, and initiatives aimed at improving overall organizational performance. Follow & subscribe for more learning #hiringtalents #hiringalerts #hiringphenomenaltalent #hiringpost

5 Signs It’s Time to Hire an HR Manager - Hiring a full-time HR manager can be a daunting prospect, but if any of these signs are showing up in your company, then it’s definitely time! Here are 5 signs: https://hubs.li/Q02bR6tJ0

Are you a Recruiter, HR Executive, HR Manager, Talent Acquisition Specialist, HR Business Partner, Employee Relations Specialist, Compensation and Benefits Manager, or Organizational Development Consultant? We want to connect with YOU! We're building an exclusive community for HR professionals to network, share insights, and grow together. Let's join forces and make a difference! 💼 Here's how you can get involved: Recruiters & Talent Acquisition HR Compliance & Benefits Employee Engagement & Talent Management Training & Development Comment below 👇with your designation and let's discuss how we can build this amazing community! 🔗 Don't forget to follow HRDescribed for more insights and HR wisdom. #HRCommunity #HRDescribed #HumanResources #TalentManagement #Recruitment #EmployeeEngagement #TrainingAndDevelopment #Networking #HRInsights #hrdescribed #HRCommunity

Today, I'm working as an HR Generalist. People often think HR generalists only handle HR operations, but the truth is, we play different roles at different times in our careers. Sometimes we act as recruiters, other times as performance management specialists, or employee relations experts. We cover all aspects of Human Resources without specializing in just one area. To thrive as an HR generalist, you need to understand every aspect of Human Resources. Many HR professionals start as generalists before moving into a specific HR function. But even if they go back to being generalists, they can still excel. In fact, HR generalists can explore other core roles or functions too. So, it's not set in stone; I might decide to specialize in a particular function tomorrow. It's all part of the journey, and I'm smiling about it. Recently, someone mistook me for the COO (Chief Operating Officer). I corrected them, saying I'm just an Admin/HR Manager. However, looking back, I can see how my role is similar to a COO's in some ways. It's a mix of different responsibilities, from being an HRBP (Human Resources Business Partner) and thinking about the organization's growth to resolving disputes between employees and even between management and employees. It can be challenging, but I never get tired of it. My love for people brought me to this role, and even though being in HR is no walk in the park, I absolutely love it. To be an HR professional is no easy feat; it's not like being in a student union position where you fight for employee rights all the time. Instead, it requires diplomacy and a balance between the employer and employee for the organization's growth. And, as we always say, it should reflect in the bottom line. #hrgeneralist #loveforpeople Cheers to a beautiful Tuesday, everyone

Who is a Hr. generalist? A Human Resource (HR) Generalist is a professional who is responsible for making sure that employees follow all policies and procedures. They are responsible for creating new onboarding plans and educating newly hired employees about their rights.  A HR generalist is an all-rounder who works from recruitment to pay rolling to employee benefits.  One advantage of working a HR generalist is that they can wear many hats. As mentioned previously, an HR generalist is great at covering all bases with their extensive knowledge. They can take care of onboarding, benefits administration, and even terminations. They have a strong understanding of employee relations. On the other hand, being a Hr. generalist can be stressful. This position requires an individual to juggle many responsibilities, from hiring and recruitment to training and Labour relationships. Despite the downside, I strive and work hard with the aim of being an HR Generalist ❤️