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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Hi everyone, I’m hoping to start an informal discussion and learn from HR, recruitment, and hiring perspectives. In your experience, what feels most broken or inefficient in today’s hiring process? Is it application volume, resume screening, candidate fit, time-to-hire, AI-generated resumes, ghosting, or the gap between resumes and actual role needs? I’d appreciate any insights from the employer/recruiter side. Thank you!
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.