What are some of the key differences for an HR Generalist and an HR Manager if there is one HR person for an organization of just under 50 FTE?
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I'm worried my company's dress policy might be a little too vague. We require people to dress in business casual, but there's nothing specific about employees' undergarments. We have a new hire who apparently doesn't think she needs to wear a bra to work. She isn't correct. She has a decent sized chest and several people complain about seeing her chest bounce around each day. How do I address this with her? I feel this situation is worse since I'm a guy.
I had an exit interview recently where the employee said: "The job was not the problem." It was the team culture. That stayed with me. We spend a lot of time talking about pay, workload, recruitment and retention. Yet so many people leave because of how they felt every day at work. Have you ever left a role because of the culture rather than the job itself?
In a smaller setup, an HR Generalist kind of wears multiple hats: handling recruitment, benefits, and employee relations. They're the go-to for day-to-day HR tasks. On the flip side, an HR Manager, even in a small team, tends to focus more on strategy and policy development. They might lead the HR initiatives and handle higher-level decision-making.
Manager is typically seen as a more strategic and specialized role than a generalist.