How to transition from an HR Generalist to an HR Specialist

Two roles are often discussed in the Human Resources (HR) space: HR Generalists and HR Specialists. Both HR jobs bring value to employers, with Generalists covering a broad range of responsibilities and Specialists honing in on a specific niche. Understanding the nuances between the two positions is pivotal, especially for HR professionals aspiring to transition from an HR Generalist to an HR Specialist. Additionally, knowing how to make the transition is also essential. 

 This guide will provide an overview of both roles for talent considering a change in their HR career. We'll then highlight the key steps to transition from an HR Generalist to an HR Specialist.  

In this guide, we’ll explore the following:  

HR Generalist vs HR Specialist: what’s the difference? 

As the name implies, HR Generalists lend their expertise across various duties in the HR industry. The role involves supporting numerous HR functions, from recruiting and onboarding talent to maintaining employee data and nurturing healthy staff relationships.  

On the other hand, HR Specialists focus their expertise on a specific area of HR. In this role, HR professionals hone in on functions such as recruitment or employee retention and satisfaction. While they are often responsible for various tasks, their primary duties involve operating within their specialist niche. 

Understanding the differences between the positions is essential if you’re looking to transition away from an HR Generalist role or searching for specialist HR jobs. For this reason, we’ve dedicated a section of this guide to outline what both roles entail. Below, we’ll answer the questions ‘What is an HR Generalist?’ and ‘What is an HR Specialist?’ to give you a comprehensive overview of how the roles differ. 

What is an HR Generalist? 

Compared to specialist HR jobs, which focus on a specific aspect of HR, Generalists cater to several areas of HR management. Generalist jobs in HR involve various responsibilities and require talent to have a diverse skill set. Whether in an entry-level or director-level role, HR Generalists are crucial to ensuring the HR department maintains its efficiencies and functionalities. These HR professionals oversee duties such as recruitment and onboarding, staff training, and company payroll.  

HR Generalists are valuable assets to any organisation. They know relevant labour laws and regulations, ensuring their employer remains compliant. Additionally, they support and offer advice to senior management and the board on key business decisions such as talent acquisition. Talent in these HR jobs will also help companies outline their policies and procedures, supporting employers in effectively handling workplace safety and employee relations. 

As we've established, generalist HR talent often shift their focus from various tasks. Below is a comprehensive overview of the typical day-to-day responsibilities of an HR Generalist: 

HR Generalists are versatile individuals who ensure that an organisation's daily operations run smoothly and in accordance with regulatory compliance. Their duties are significant in maintaining a positive workplace culture and supporting employee attraction and retention strategies. With vast expertise across the intricacies of the HR industry, HR Generalists can seamlessly transition to specialist HR jobs. Now, let's shift our attention to the role of an HR Specialist. 

What is an HR Specialist? 

Candidates looking to transition into or kickstart their HR career in specialist jobs can expect to dedicate their time to a specific niche. HR Specialists concentrate their knowledge and skill set on areas of the industry such as recruitment or onboarding. Due to their expertise in certain functions of the sector, these HR professionals are pivotal to the growth of a company's HR division. 

Businesses of various sizes and industries will seek specialist talent for their HR jobs to manage specific aspects of their operations. For example, an organisation may need help with keeping hold of its best people. In this scenario, a company may look for HR professionals to focus solely on enhancing employee retention strategies. Liaising with senior leadership and management, an HR Specialist will support a business in reaching its specific talent-related goals.  

For context, a career in HR as a specialist could see you focus your expertise on one of the following areas: 

In summary, HR Specialists have a more focused role than Generalists. They are brought into companies to improve specific areas of HR, such as recruitment, employee relations, risk management, and more. Once you've established an aspect of HR you want to hone in on, whether from experience as an HR Generalist or a strong desire to start a career in HR, specialist positions can take you down exciting avenues. 

But what steps can you take to become an HR Specialist? The following section will explore this point. 

How to become an HR Specialist  

Whether you’re a candidate transitioning from an HR Generalist role or seeking your first position in your HR career, knowing how to become an HR Specialist is essential. The following section of this guide will provide you with the steps required to transition into specialist HR jobs. Here, we’ll discuss the necessity of determining the area of HR you want to specialise in, the need to hone your skills, and the importance of expanding your network. 

Determine the area of HR you want to specialise in 

Before transitioning to the role of HR Specialist, the first thing to consider is the specific aspect of the HR industry to which you want to lend your expertise. These areas could be anything we listed in our previous section, including becoming a specialist in hiring, training and development, or risk management.  

Ultimately, deciding which area to focus your HR career on comes down to you. For example, if you're driven to help companies establish a positive, diverse, and inclusive workplace culture, then specialising in employee relations could be the avenue you pursue in your career in HR. Another example could be that you enjoy upskilling and reskilling talent. In that case, becoming a training and development specialist could be your route. 

Regardless of the area you choose to specialise in, it's important to consider what part of HR you have a genuine passion for. Finding your niche in an area that piques your interest will give you the motivation needed to transition from an HR Generalist to a successful career as an HR Specialist. 

Whilst in your current HR Generalist role, it's worth reviewing your company's needs and the market in general. If you know what you'd like to specialise in and spot an opportunity where you think you could benefit your employer or the market by doing so, then this could help you decide on the area of HR you want to specialise in.  

Here are a couple of questions you could ask yourself. Is there scope for your employer to expand their HR offering and specialise in a specific area? Could transitioning into an HR Specialist help your business or the market overcome particular challenges?  

Additionally, your experience as an HR Generalist should help you decide on the aspect of HR in which you'd like to become a specialist. From working across various HR functions in a generalist role, you'll have the knowledge and internal instinct of what areas you enjoy working in and would be eager to explore. Speaking with colleagues and other HR Specialists could also help you understand your options and decide on the facet of the industry you could specialise in.  

Improve your HR skills  

Specialist jobs in HR require individuals to have a high level of expertise in their chosen niche. Therefore, as you consider how to become an HR Specialist and transition from a generalist role, you should also consider your current skill set and determine which traits you’ll need to focus on.  

We’ve listed the core HR skills you should focus your attention on if you’re considering transitioning from an HR Generalist to an HR Specialist:  

One way HR talent can improve their specialist skills is to enrol in training and development courses. Whether outsourced and completed in your own time or conducted internally with your current employer, seeking upskilling schemes is an excellent way to enhance your HR skills.  

Research the market or speak to your colleagues to find a course that caters to your focus area, be it leadership, communication, or legal training. There are various relevant courses for aspiring HR Specialists, many of which can be completed remotely and, at times, best suited to your schedule.  

HR professionals transitioning from generalist to specialist roles should also consider obtaining additional certifications and qualifications. Seek and enrol on relevant HR certifications from respected bodies such as the UK’s Chartered Institute of Personnel and Development (CIPD). Doing so could help you hone in on specific HR skills while validating your newfound knowledge, making you a viable candidate for specialist jobs in HR. 

While in your HR Generalist role, communicate with your current employer to see if there is an opportunity for you to gain practical experience as an HR Specialist. You could shadow an employee in a specialist position and support them on certain tasks. This could be a valuable opportunity to tailor your specialist HR skills while building your experience in real-world scenarios. Equally, you could explain that you would like to take ‘ownership’ for a particular area, to improve on your skills.  

You should also consider acquiring technical HR skills. Read our guide to learn more about this topic: How will technology impact the future of HR jobs? 

Expand your HR network 

Another piece of advice for HR talent transitioning from generalist to specialist positions is to expand their network. Establishing connections with other HR professionals can open the door to future opportunities. Building relationships with experienced people in the industry can provide you with valuable insight into the role of an HR Specialist, from how to decide on the area of HR to specialise in, the skills you should concentrate on and other steps you could take in your HR career. 

These connections can be made with HR Specialists by utilising your existing relationships as an HR Generalist. If you have specialist HR professionals in your current company, reach out to them and lean on their experiences to help you transition. You could also reach out to connections you made if you went to university, those that have also pursued a career in HR. These alumni networks could provide valuable insight into transitioning into the role of an HR Specialist. 

If you haven’t already done so as an HR Generalist, you could also expand your network by joining specific HR associations. Groups such as the CIPD or Society for Human Resource Management (SHRM) provide opportunities to meet HR Specialists and attend relevant conferences, workshops and training courses. 

You can also expand your network with HR Specialists through social media. Join online HR groups and communities on platforms such as LinkedIn. Here, you can get involved in discussions with industry specialists and HR talent who are also seeking to transition from HR Generalist to HR Specialist. You can share experiences and knowledge to further support your HR career development.