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Leveraging the Strengths of HR Generalists, Specialists, and Fractional Professionals
The HR function is evolving rapidly, with different roles and approaches emerging to meet the unique needs of modern organizations. HR generalists, specialists, and fractional professionals bring distinct skills and advantages.
Understanding these roles, their applications, and how they can be leveraged strategically is essential for companies aiming to build resilient, adaptive, and effective HR teams.
As Jessica Gomez, an HR consultant at OneDigital, says, “The right balance between HR generalists, specialists, and fractional support is critical for meeting an organization’s specific needs, whether they are a small startup or a large enterprise.”
HR Generalists: The Jack of All Trades
HR generalists are versatile professionals who handle a wide range of HR functions, making them valuable assets to smaller organizations or companies with limited HR resources.
They typically manage multiple HR domains, including recruitment, onboarding, employee relations, performance management, and payroll. This broad skill set enables HR generalists to address various HR issues and provide comprehensive support to employees and management.
Gomez emphasizes the importance of HR generalists, especially in smaller organizations: “HR generalists are like the Swiss Army knife of HR—they are equipped to manage multiple facets of HR, making them indispensable to companies that need to do more with less.”
However, being a generalist can be challenging because one must manage diverse tasks and responsibilities. This role often requires strong multitasking skills and the ability to adapt quickly to changing priorities.
HR leaders must ensure that generalists have the resources, support, and training needed to stay effective across various HR functions.
Regarding best practices, HR leaders should consider continuous professional development opportunities for their generalist teams. Upskilling in emerging areas such as diversity and inclusion, employee well-being, and data analytics can help HR generalists provide even more value to their organizations.
HR Specialists: The Focused Experts
While HR generalists bring breadth, HR specialists offer depth. Specialists focus on a specific area within HR, such as recruitment, compensation and benefits, employee relations, or compliance. This focus allows them to develop deep expertise and stay abreast of the latest trends, regulations, and best practices in their chosen field.
Gomez explains, “HR specialists are critical for larger organizations where in-depth knowledge of specific HR functions is necessary. They bring expertise that generalists might not have, especially when navigating complex regulatory environments or developing advanced compensation structures.”
HR specialists are particularly valuable in larger organizations or industries with strict regulatory requirements. Their deep expertise ensures compliance and helps organizations mitigate risks associated with employment law, benefits administration, or employee grievances. For instance, a compensation specialist’s knowledge of market trends and compensation strategies can be instrumental in retaining top talent in a competitive job market.
HR leaders looking to build a team of specialists should create an environment encouraging continuous learning and development. Specialists should be encouraged to attend industry-specific conferences, obtain relevant certifications, and participate in peer networking groups to stay updated on the latest trends and changes.
Fractional HR Professionals: Flexible and Scalable Solutions
The concept of fractional HR professionals has gained popularity in recent years, particularly in the wake of the pandemic and shifting economic conditions. Fractional HR pros are highly skilled HR professionals who work part-time, contract, or on a project basis, providing flexible support to organizations as needed. This model allows businesses to access high-level HR expertise without the commitment or cost of a full-time hire.
“Fractional HR support is becoming increasingly important for organizations looking to fill gaps or manage specific projects without overburdening their current HR team,” says Jessica Gomez. “This flexibility allows companies to be agile and responsive, particularly in times of rapid change or uncertainty.”
Fractional HR professionals can be especially useful in situations where a company temporarily needs specialized knowledge, such as during a merger or acquisition, an internal audit, or a major restructuring. They also provide a scalable solution for growing businesses that need HR support but have yet to hire a full-time HR manager or specialist.
For organizations considering fractional HR support, it’s important to evaluate the specific needs and expectations for the role carefully. A well-defined scope of work and clear communication channels ensure that fractional HR professionals integrate smoothly into the organization and deliver the desired outcomes.
Balancing HR Generalists, Specialists, and Fractional Support
Deciding between HR generalists, specialists, and fractional HR support is more than just one-size-fits-all proposition for HR leaders. The right mix depends on various factors, including the organization’s size, industry, budget, and strategic goals.
Gomez recommends a strategic approach: “It’s important to assess the organization’s current HR needs and resources to determine the optimal balance. Generalists can handle day-to-day operations and ensure that HR basics are covered, while specialists can be brought in to focus on high-priority areas. Fractional support can then provide additional expertise and flexibility when needed.”
Smaller companies may benefit more from hiring a generalist who can handle various tasks supported by fractional HR professionals for specialized projects.
Conversely, larger organizations may require a more complex HR structure with several specialists to address specific needs.
At the same time, fractional support can offer flexibility for handling peak workloads or short-term projects.
The Future of HR: Adapting to Change
The HR landscape continuously evolves, driven by economic shifts, technological advancements, and changing employee expectations. HR teams must adapt to these changes to remain effective and relevant.
The growing demand for workplace flexibility has made fractional HR professionals more attractive to companies of all sizes. The ability to scale HR support up or down based on business needs offers significant advantages in an unpredictable economic environment.
Additionally, HR specialists are becoming more essential as companies face increasingly complex challenges like diversity and inclusion, compliance, and employee engagement. As Jessica Gomez notes, “HR leaders must anticipate and adapt to emerging trends to keep their organizations competitive and compliant.”
Generalists will continue to play a vital role, particularly in organizations that value cross-functional skills and need HR professionals who can adapt to various roles as needed. Cross-training and professional development will be key to maximizing the value of HR generalists.
Best Practices for HR Teams
- HR leaders should regularly assess their teams’ composition to ensure they have the right mix of generalists, specialists, and fractional professionals. This alignment should be based on the organization’s strategic goals and current HR challenges.
- Clearly define the roles, responsibilities, and expectations for generalists, specialists, and fractional HR professionals. Effective communication can prevent overlap and ensure all team members work towards common goals.
- Encourage continuous learning and development for all HR team members. Generalists can benefit from exposure to specialized areas, while specialists should keep up with industry-specific certifications and best practices.
- Use HR technology tools to streamline HR processes, manage workloads, and provide data-driven insights. This can help HR professionals—generalists, specialists, or fractional pros—work more efficiently and make better decisions.
- Be prepared to adapt to changing circumstances. Fractional HR support offers an agile solution for addressing specific needs, but HR leaders should also consider cross-training team members to build a more flexible and responsive HR function.
Remain Flexible for the Best Fit
The roles of HR generalists, specialists, and fractional HR professionals are all vital components of a comprehensive HR strategy. Organizations can create a balanced and effective HR function that supports business objectives and employee needs by understanding their unique strengths and leveraging them appropriately.
As Gomez aptly puts it, “The key is flexibility—both in structuring HR teams and in adopting a mindset that embraces continuous adaptation and growth.”