HR Recruitment: Generalist vs Specialist – What Does Your Business Need?

When it comes to HR recruitment, one of the first decisions an organisation must make is whether the role requires a generalist or a specialist. While both play important roles in supporting your people and business strategy, choosing the right profile depends on a variety of factors. These include company size, sector, stage of growth, and the specific challenges your business is facing.

With years of experience supporting clients across a range of sectors, we understand the importance of getting the role brief right. The comparison below outlines when an HR generalist or a specialist might best serve your business needs.

What Is an HR Generalist?

An HR generalist is a well-rounded professional with experience across multiple areas of human resources. This may include recruitment, onboarding, employee relations, performance management, policy development, compliance, and benefits administration.

Generalists are often responsible for managing the day-to-day HR function and are particularly valuable in small to mid-sized organisations where a single HR professional (or a small team) is expected to wear many hats.

Key strengths:

• Broad knowledge across core HR functions, from recruitment to employee relations
• Adaptable and able to manage competing priorities in a fast-paced environment
• Well-suited to supporting the business across every stage of the employee lifecycle
• Brings versatility and independence - ideal for roles requiring autonomy and broad responsibility

Typical titles include:
HR Assistant, HR Coordinator, HR Advisor, HR Manager, Head of HR

What Is an HR Specialist?

An HR specialist focuses on a particular area of HR, such as talent acquisition, learning and development, employee relations, compensation and benefits, or HR systems and data. They often work as part of a larger team or within organisations where there is a need for deep expertise in a particular function.

Specialists bring targeted knowledge that can help solve complex challenges or drive strategic projects in their area of focus.

Key strengths:

• In-depth expertise in a defined area of HR
• Effective in driving initiatives and managing specific projects
• Valuable in larger teams or during periods of organisational change
• Often complement generalists to create a well-rounded HR function

Typical titles include:
Talent Acquisition Specialist, Learning & Development Manager, HRIS Analyst, Diversity & Inclusion Lead, Employee Relations Advisor

When to Hire a Generalist

You may benefit from hiring a generalist if:

• You’re a smaller business or start-up looking for your first or second HR hire
• The role will cover a wide range of responsibilities
• You need someone to set up or formalise HR processes
• The business is in a steady growth phase and needs consistent day-to-day HR support
• There is a need for someone who can support line managers across multiple people matters

In these situations, a generalist offers flexibility and breadth, helping to create the foundation for a strong people function.

When to Hire a Specialist

Hiring a specialist may be the right move if:

• You already have a generalist team in place and need additional depth in a particular area
• You’re launching a specific HR initiative, such as an L&D programme or HRIS rollout
• You need to fill a gap in knowledge or compliance (e.g. employee relations or reward)
• The business is undergoing a transformation such as a restructure, merger, or rapid scaling
• There is a need to improve employee experience or embed a stronger culture

A specialist can add real value by focusing on high-impact projects or bringing best practice to a key area of HR.

Can You Have Both?

In many organisations, the ideal setup includes a blend of generalists and specialists. For example, a generalist HR Manager might oversee the overall function, supported by specialists in recruitment or learning and development.

If your business is growing, evolving your HR team to include both profiles can help you remain agile while also developing the depth needed to support a larger or more complex workforce.

Choosing the Right Profile

When defining an HR role, we encourage clients to consider:

• What are the immediate needs of the business?
• Are you hiring to fill a gap, support growth, or drive a specific change?
• How many other HR professionals are already in the business?
• What does success in the role look like after 6–12 months?

Understanding the scope, expectations, and business context is key to ensuring you attract the right candidates.

How VWA Can Help

At VWA, we partner closely with clients to shape well-defined, realistic briefs for HR roles of all levels. Whether you're hiring your first HR generalist or seeking a specialist to deliver targeted impact, we offer a consultative, insight-led service to ensure the best outcome.

Looking to hire within HR? Get in touch with our team for honest advice, up-to-date market insight, and tailored support with your HR recruitment.

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