HR Generalist Job Description Template
Own the end-to-end people function for a growing business: recruiting, onboarding, compliance, payroll liaison, and employee relations. You'll be the first or primary HR person building scalable processes as the company grows.
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Why hire a HR Generalist?
SMBs at 30–150 employees need someone to handle HR at scale without a full department. Founders can no longer manage hiring and compliance alongside their core role, and you'll prevent costly legal and operational missteps.
HR Generalist salary ranges
Approximate annual gross salary bands (Q2 2026). Always adjust for your city, seniority, and the candidate’s experience.
United States
$65,000 – $95,000
United Kingdom
£48,000 – £70,000
Eurozone
€55,000 – €80,000
HR Generalist responsibilities
- Recruit, screen, and hire across departments; own job postings, interview process design, and offer negotiation
- Build and enforce HR policies, employee handbook, and compliance with employment law (FLSA, anti-discrimination, leave laws)
- Manage payroll systems, benefits administration, tax filings, and vendor relationships with payroll processors
- Onboard new hires end-to-end: paperwork, systems access, orientation, and first 90-day check-ins
- Handle employee relations, performance management, disciplinary issues, and exit interviews with consistency
- Partner with leadership on workforce planning, retention metrics, and culture-building initiatives
Skills & requirements
Required
- 5+ years in HR generalist or people operations role at an SMB or mid-market company
- Fluency in HRIS platforms (BambooHR, Guidepoint, or Workday) and payroll software (ADP, Gusto, Rippling)
- Working knowledge of employment law, compliance, and best practices for 50–200 person businesses in your country
- Proven ability to build and document HR processes and policies from scratch
- Excellent communication skills to translate policy for employees and leadership
- Advanced Excel; ability to pull reports on hiring, headcount, and turnover trends
Nice to have
- Experience with international payroll or multi-state compliance
- Certification (PHR, SHRM-CP, or equivalent)
- Background in recruiting or talent acquisition
Copy-ready HR Generalist job description
HR Generalist [Company name] · [City], [Country] · [On-site / Hybrid / Remote] $65,000 – $95,000 (US) · £48,000 – £70,000 (UK) · €55,000 – €80,000 (EU) — gross/year
Own the end-to-end people function for a growing business: recruiting, onboarding, compliance, payroll liaison, and employee relations. You'll be the first or primary HR person building scalable processes as the company grows.
Why this role exists SMBs at 30–150 employees need someone to handle HR at scale without a full department. Founders can no longer manage hiring and compliance alongside their core role, and you'll prevent costly legal and operational missteps.
What you'll do
- Recruit, screen, and hire across departments; own job postings, interview process design, and offer negotiation
- Build and enforce HR policies, employee handbook, and compliance with employment law (FLSA, anti-discrimination, leave laws)
- Manage payroll systems, benefits administration, tax filings, and vendor relationships with payroll processors
- Onboard new hires end-to-end: paperwork, systems access, orientation, and first 90-day check-ins
- Handle employee relations, performance management, disciplinary issues, and exit interviews with consistency
- Partner with leadership on workforce planning, retention metrics, and culture-building initiatives
What you'll need
- 5+ years in HR generalist or people operations role at an SMB or mid-market company
- Fluency in HRIS platforms (BambooHR, Guidepoint, or Workday) and payroll software (ADP, Gusto, Rippling)
- Working knowledge of employment law, compliance, and best practices for 50–200 person businesses in your country
- Proven ability to build and document HR processes and policies from scratch
- Excellent communication skills to translate policy for employees and leadership
- Advanced Excel; ability to pull reports on hiring, headcount, and turnover trends
Nice to have
- Experience with international payroll or multi-state compliance
- Certification (PHR, SHRM-CP, or equivalent)
- Background in recruiting or talent acquisition
What we offer
- Salary: [range, gross, with currency and time unit]
- [Equity / bonus / commission if applicable]
- [Health, PTO, learning budget, equipment — only what's real]
- [Work mode + flexibility]
About [Company] [2–3 sentences: stage, customers, traction. Keep it specific.]
Want it tailored to your company and country?
The free generator writes a country-aware, inclusive, salary-formatted version in 30 seconds — then ranks the applicants when they roll in.
Frequently asked
What does a HR Generalist do?
Own the end-to-end people function for a growing business: recruiting, onboarding, compliance, payroll liaison, and employee relations. You'll be the first or primary HR person building scalable processes as the company grows. SMBs at 30–150 employees need someone to handle HR at scale without a full department. Founders can no longer manage hiring and compliance alongside their core role, and you'll prevent costly legal and operational missteps.
What should a HR Generalist job description include?
A strong HR Generalist job post has a one-line hook, why the role exists, 6 outcome-led responsibilities, a clear list of required skills, the salary range, and a country-specific compliance line. Use the copy-ready template above as a starting point.
How much does a HR Generalist earn?
Approximate annual gross bands (Q2 2026): $65,000 – $95,000 in the US, £48,000 – £70,000 in the UK, and €55,000 – €80,000 in the Eurozone. Adjust for city, seniority, and experience.
How do I write a HR Generalist job description fast?
Use Penroll's free job description generator — enter the title and country and it produces a complete, inclusive, salary-formatted HR Generalist post in about 30 seconds, no signup required.
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