Dear chrm'ites;

I've often been going through several write-up's and articles and need to say that people are often much confused with the difference in function with relates to HR Analyst & HR Generalist. This thought insisted me to uncover the differential facets :

HR Analyst
Human Resource professionals are critical to the strategic success of its business. As an HR Analyst, you will provide professional advice and counsel to management on the full range of people and organizational issues. You will work closely with managers in the various business units to address people-related aspects of business decisions, as well as provide policy development and advice to all levels of management. You are given the opportunity to experience a wide range of HR assignments during your career.

Examples of Specific Job Responsibilities

As an HR Analyst, your responsibilities may include:

A broad exposure to the development, monitoring and improvement of HR policies, practices and programs.

Project work on specialized topics in areas such as compensation, benefits, staffing and development, and workplace policy.

Provision of advisory service and support to business unit management and employees in areas such as: workforce planning, performance management, compensation, recruitment, employment equity, workplace diversity, and industrial relations.

HR Generalist
In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require a broad range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs 

The Human Resources (HR) Generalist is responsible to the HR Director for administering human resources policies, programs and practices: including planning, organizing, developing, implementing, coordinating, and directing. Duties include assisting in the formulation of policies and procedures for the Human Resources Department and recommending policies and practices to management. Also, developing and maintaining relationships with staff in order to better understand the culture of the organization and any issues that arise (i.e., job dissatisfaction, low morale, etc.).

Principal Duties & Responsibilities:

The essential functions of the position include, but are not limited to the following duties consistent with the HR Generalist function:

1. Manages bi-weekly payroll to employees using the Payroll system.

2. Secures qualified employees for organization by working with applicants and department heads in recruitment, selection, orientation and placement programs.

3.Administers various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual.

4. Participates in developing department goals, objectives, and systems.

5.. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.

6. Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.

7. Assists HR Director and executive management in the annual review, preparation and administration of Company’s wage/salary and performance program; and monitors performance appraisal program and revises as necessary.

8. Develops and updates job descriptions as necessary; conducts annual wage/salary surveys.

9. Assists HR Director with benefits administration including claims resolution, change reporting, and communicating benefit information to employees.

10. Conducts new-employee orientations, and monitors career development program.

11. Conducts reference checks during the recruiting process.

12. Coordinates and conducts employee relations counseling and exit interviews to determine reasons behind separation and maintains termination checklist and files.

14. Improves employee satisfaction at all levels of the organization by effectively listening, identifying and responding to concerns, as well as, developing morale-building programs; assists in organizational training and development efforts.

15. Establishes and maintains department records and reports. Conducts or participates in administrative staff meetings and attends other meetings, as required.

16. Maintains Human Resource Information System records (including personnel records) and compiles reports from database; maintains complete attendance records.

17. Maintains compliance with federal and state regulations concerning employment.

18. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.

19. Performs other related duties as required and assigned.

These are broad guidelines. It will vary from company to company and the needs of the company at any given time.

Warm Regards
Meera