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Human resources specialties might include any HR-related need identified by the company. Most common specialties are recruiting and staffing, benefits design and administration, compensation, training, payroll and human resources information systems, or HRIS. People who enjoy focusing on a specific area of knowledge are well suited to the specialist role. The job is usually more routine, with well defined goals and time frames. Specialists create and administer benefits and other systems that support the business by ensuring the benefits and opportunities the company provides are competitive in the market..
Human resources generalists may have expertise in one or more specialty areas of HR, but are generally proficient enough in each area to provide sound advice and direction to employees and managers. HR generalists work closely with their specialist co-workers to ensure the information and programs they are providing to their employees are accurate and complete. The generalist role is less routine than that of the specialist. Because they deal directly with employees, the issues generalists face are as varied as the individuals they serve. The generalist does everything from explaining benefits and compensation to delivering training to mediating disagreements between workers. Individuals who like variety in their work and can quickly switch focus from one project or issue to another are well suited to the generalist role.
HR specialist develops expertise in specific human resources discipline while HR generalist have expertise in more than one discipline and have abroad spectrum of responsibilities.
