Human Resources Generalist or Specialist?  Here's One Answer...
by Alan LaMont

An endless controversy exists over whether being an HR specialist or an HR generalist improves one's chances for success.  Having been in both roles in my career I have a very definite opinion on this.

Early in a an HR career, being a specialist has a clear advantage. Being a specialist allows you to build credibility within an organization quickly and early in your career by being perceived as an expert.  I personally believe specializing in organization development, compensation, labor relations or staffing 

However, you should select an HR specialty that excites you and that will motivate you to distinguish yourself from others doing comparable work.  It doesn't matter what it is -- compensation, labor relations, organization development or other related Human Resources specialties.  

The important thing is to focus on something that you're passionate about.  Concentrate on becoming a recognized expert within your company or industry in this specialty, someone that others will seek out because of your knowledge and competence.     

However, later in your career, if you want to compete for a senior level HR leadership position, one must gradually evolve from being a specialist to becoming a generalist -- a person who has some skills in several HR areas important to the organization. Seldom will an HR specialist be selected as the Chief HR Officer in any large organization.  This role will typically go to the HR generalist.  

So, if your ultimate goal is to run the HR organization at the top of a large organization, it will be important that you pick up generalist experience.  The most in-demand HR executives are generalists who have developed a useful specialty, have great leadership ability and know their businesses as well as any line executives.  

About the Author:  Alan LaMont is Director - Human Resources for a global, well-known consumer products company.  His accountabilities include developing strategies for attracting and retaining talent, building organization capability and leading large-scale change and transformation.