The Struggle of HR Generalists: A Herculean Task or a Recipe for Burnout?

Hey Community,

"There is a fine line between challenging yourself and overwhelming yourself." - Brittany Burgunder.

In the dynamic landscape of modern workplaces, Human Resources (HR) professionals play a crucial role in fostering a healthy and productive environment. Among them, HR Generalists are often the unsung heroes responsible for various functions crucial for organizational success. However, as we delve into the 12 key functions of HR, we find ourselves asking a critical question: Is it feasible for one person to successfully carry out all these functions, especially in organizations ranging from 500 to 1000+ employees?

The 12 Functions of HR encompass Administration, Human Resource Planning, Recruitment, Performance Management, Learning and Development, Career Planning, Function Evaluation, Rewards, Industrial Relations, Employee Participation and communications, Health and Safety, and Wellbeing. Each function demands a specific skill set, time commitment, and undivided attention.

Consider, for instance, an HR Generalist in a medium-sized organization with 500 to 700+ employees. Such professionals are often tasked with the monumental challenge of being a department of one, expected to excel in every function on the HR spectrum. The reality, however, paints a different picture - one of burnout and overwhelming pressure.

It's simply not sustainable for one person to master each of these functions and execute them flawlessly in a larger organization. While the intention is undoubtedly noble, the sheer volume and diversity of responsibilities impede excellence.

In my encounters with HR professionals in such capacities, the prevailing sentiment is exhaustion and the struggle to maintain a delicate balance. The question arises - how can one person be a recruitment expert, adept at performance management, and skilled in learning and development, all while maintaining harmonious industrial relations and ensuring the health and safety of the workforce?

The absence of robust support systems further exacerbates the challenges of being a department of one. A crucial element to successful HR functioning is a collaborative environment, yet the solo HR Generalist often finds themselves isolated without the necessary resources for success.

It underscores the importance of acknowledging the limitations of a solo HR Generalist model, especially in larger organizations.

So, where does this leave us? It underscores the importance of acknowledging the limitations of a solo HR Generalist model, especially in larger organizations. It's a call to action for businesses to reevaluate their HR structure, ensuring that the burden of these crucial functions is distributed, allowing for specialization and ultimately fostering a more efficient and sustainable HR framework.

As we discuss the challenges HR Generalists face, let's also recognize the importance of investing in the profession. Supporting HR professionals with the right tools, resources, and a collaborative environment is paramount for success. Let's move away from the myth of the superhuman HR Generalist and towards a more realistic and practical HR model.

In the coming weeks, we'll explore potential solutions and innovative approaches to restructuring HR departments for optimal performance. Stay tuned for more insights into the evolving world of Human Resources.