Your Next HR Step: Generalist or Specialist?

​If you're like most HR professionals and began your career at an entry-level position, you likely started as a generalist, handling a wide variety of responsibilities. According to SHRM's sample job description, an HR generalist runs the daily functions of the HR department, including hiring and interviewing staff; administering pay, benefits and leave; and enforcing company policies and practices.

HR professionals are also regularly called upon to respond to the needs of other departments in various ways. The CEO, for instance, may require strategic planning; employee and labor representatives may require industrial relations advice; operations may need support; a small company may require HR to focus on health, safety and security.

Your job has exposed you to a wide range of roles that HR can be involved in. What's your next step?

Continuing your education is a given. After all, a commitment to lifelong learning is an essential part of SHRM certification. Seeking a specialty in HR will also add value to your career and present you with additional opportunities.

Resources to Help You Look Within

If you decide to specialize but are not sure where to begin, remember that the specialization process starts with you. What impact would you like to have on your industry? What contribution would you like to make to the employee experience? Where are you in your professional development and career path? Define your career goals to ensure that they and your chosen area of specialization are in alignment.

Several tools are available to assist you in determining an area for specialization. They can help you zone in on your core interests, and discover or confirm what you're naturally good at:

• Psychometric assessments measure cognitive ability, personality and interests; they may provide insights into your communication style, strengths and motivators.
• Feedback from a mentor or a trusted work colleague can help you identify an area to specialize in.
• SHRM's Competency Self-Assessment helps you identify your strengths and needs with respect to HR knowledge and behavioral competencies. 

Why Shift to Specialize?

Many benefits can be derived from the additional education and professional improvement associated with specialization. There are increased possibilities for career development in the HR profession and in related fields.

Doing work that aligns with your personal values brings fulfillment.

You'll be developing your knowledge base, keeping up with trends, and ensuring compliance with regulatory changes and legislative amendments, which will contribute to the advancement of your department, company and field.

Many HR specialists are thought leaders and subject matter experts, who are often called on to share their perspectives and lend their voices to community matters, as well as regional and national projects. For example, if you choose to specialize in talent development, you can assist with workplace readiness in schools.

My Generalist/Specialist Paradox

Now that I have over 10 years of experience doing all of the things an HR generalist does and more, am I really still a generalist? Is being the proverbial jack of all trades, king of none, sustainable? Has being a generalist paradoxically become my area of specialization?

Because the specialization process starts with each of us, I asked myself the same questions I posed above: What impact would I like to have on my industry? What contribution would I like to make to the employee experience? Where am I in my professional development and career path?

Personally, I value inclusion at work—and beyond work. I want people to feel that they belong, whether they are recent hires, have been working with the company for more than 25 years or are providing coverage at a worksite for just three days.

I fully appreciated the feeling of inclusion earlier this year at the SHRM Annual Conference & Expo 2022 (SHRM22). I noticed the Global Lounge in the center of the Expo hall, where SHRM made an effort to recognize all nationalities who registered for the conference. I was heartened and felt seen—even among the thousands of attendees—when I saw the flag of Barbados at the entrance. (In a similar vein, I also appreciated the branded ballpoint pens in varying colors and shades. Small details, big impact.)

I already have my SHRM-CP, and based on my experiences at SHRM22, I decided to stick with SHRM in pursuit of an HR specialization. That conference was life-changing for me. I am now convinced that what I do every day connects to a much bigger movement. In the coming months, I plan to complete the SHRM Inclusive Workplace Culture Specialty Credential.

Have you decided yet how you will make your impact?

Alison Brome, SHRM-CP, is HR manager for Massy Stores in Barbados. She has a master's degree in project management and is a Certified Green Project Manager (GPM-b).