HR Generalist vs. HR Specialist: Which Career Path is Best for You?

Human Resources (HR) offers a diverse and rewarding career path, benefiting employers, employees, and professionals alike. But with so many areas of responsibility, it can be overwhelming to determine the right path—especially for those new to HR.

Should you become an HR generalist and oversee multiple functions, or would you prefer to specialize in one key area? Let’s break down the differences between HR generalists and HR specialists to help you decide which career path is right for you.

What Is an HR Generalist?

If you’re an HR Party of One, you’re already functioning as an HR generalist—but for those new to the field, generalists are responsible for a broad range of HR functions within an organization.

Where Do HR Generalists Work?

• Small to midsize businesses – HR generalists are often the sole HR professional in smaller companies.
• Larger organizations – Generalists may hold management or leadership roles, such as:
  
  • Director of Human Resources
  • Chief Human Resources Officer (CHRO)
  • Head of People Operations
  • Senior VP of Strategy and Culture
    
    

How to Become an HR Generalist

There are numerous training, education, and certification programs available for HR generalists. Many HR certification programs provide a holistic foundation before allowing for specialization.

What Is an HR Specialist?

As the name suggests, an HR specialist focuses on a specific HR function within an organization. Specialists typically work within larger HR teams at mid-size and enterprise-level companies.

Types of HR Specialists

• Benefits Specialist – Manages employee benefits packages, including health, dental, vision, and retirement plans.
• Compensation & Performance Specialist – Oversees salary structures, incentive programs, and performance management.
• HRIS Specialist – Focuses on HR technology, supporting payroll, time tracking, and benefits administration software.
• Payroll Specialist – Manages all payroll-related tasks, including deductions, overtime calculations, and compliance.
• Recruitment Specialist – Leads hiring strategies, including training hiring managers and improving onboarding.
• Risk Management & Compliance Specialist – Ensures HR policies align with federal, state, and industry regulations.
• Training & Development Specialist – Designs and implements employee training programs for both new hires and leadership.

Understanding the differences between HR generalists and specialists is key—but how do you choose which career path is right for you?

HR Generalist vs. HR Specialist: Which Career Path Is Best for You?

Career Flexibility: Switching Between Generalist and Specialist Roles

• Many HR generalists transition into specialist roles by discovering an area they love (e.g., payroll or recruitment).
• HR specialists can move into generalist roles but may face a steeper learning curve since they have focused on one HR function.

Salary Differences: Do HR Generalists Earn More?

On average, HR generalists earn $10,000 more per year than specialists—but this figure includes HR leadership roles. Entry-level HR generalists may not see a significant salary difference, but their broader scope of responsibilities can lead to higher earnings over time.

Which Role Matches Your Strengths & Interests?

Your personality and skills can help determine whether you’d thrive as an HR generalist or HR specialist:

• Detail-oriented and analytical? Consider compliance, HR tech, or compensation & benefits.
• Outgoing and people-focused? Recruitment or training & development may be a great fit.
• Enjoy variety and leadership opportunities? A generalist role may be the best choice.

Labor Market Trends: Which HR Roles Are in Demand?

• Hiring and training roles are often in high demand, making recruitment and training & development strong choices.
• Many organizations are spreading compliance and HR tech responsibilities across their teams rather than hiring dedicated specialists.

How to Gain HR Experience

If you’re looking to break into HR, here are a few ways to get started:

1. Start Where You Are
Even if you’re not in an HR role, look for opportunities to assist with HR-related tasks at your current job. Many workplaces have teams managing payroll, benefits, or compliance, even if HR isn’t in their title.

2. Find a Mentor
Seek out experienced HR professionals in your company or network. Connect with HR pros on LinkedIn or local HR organizations to learn more about the field.

3. Volunteer for HR-Related Roles
Many nonprofits need help with recruitment, training, and compliance. Volunteering can provide hands-on HR experience and help build your resume.

Additional Resources

• BerniePortal Blog—a one-stop-shop for HR industry news
• HR Glossary—featuring the most common HR terms, acronyms, and compliance
• HR Guides—essential pillars, covering an extensive list of comprehensive HR topics
• HR Party of One—our popular YouTube series and podcast, covering emerging HR trends and enduring HR topics