What are some of the key differences for an HR Generalist and an HR Manager if there is one HR person for an organization of just under 50 FTE?
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I’ve been in meetings where leadership said they wanted honest employee feedback, then became visibly uncomfortable when they actually received it. HR often encourages openness while quietly managing reactions behind the scenes. Do organizations really want honest feedback, or just positive feedback?
I recently submitted a candidate that was qualified for a role. The HM looked at the video and passed on her before I even submitted the info. I asked why she said nothing just move on. The candidate asks why she wasn’t moving forward and feedback listing her qualifications vs the job description. I agree go back because I want to know what I’m missing in efforts to submit proper prospects. I was told we don’t have to give a reason and she didn’t fit the culture but don’t tell her that. 😔
Please don't judge me. I've sat in on meetings where people have been fired before. I'm fine being support to the managers and handling the paperwork, but I've only actually done the firing part twice before. However, during next week's layoffs, I'll be in charge of running these meetings. I'm nervous about sitting one on one with people and telling them they don't have a job and explaining the pretty crappy severance policy. I'm afraid if someone cries, I'll tear up. How do you guys stay
In a smaller setup, an HR Generalist kind of wears multiple hats: handling recruitment, benefits, and employee relations. They're the go-to for day-to-day HR tasks. On the flip side, an HR Manager, even in a small team, tends to focus more on strategy and policy development. They might lead the HR initiatives and handle higher-level decision-making.
Manager is typically seen as a more strategic and specialized role than a generalist.