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The HR Career Dilemma: is it better to know a little about everything or a lot about one thing?

Michelle Battista

I've struggled with this question throughout my own career, is it better to be a specialist with deep expertise in one area or a generalist with broad experience? 

Both routes can lead to rewarding and successful careers, but they offer very different experiences and opportunities.  

What are your thoughts on becoming an HR Generalist or an HR Specialist?

  • What made you choose that route?

  • What have been the biggest benefits?

  • What challenges have you encountered?

  • Looking back, would you make the same decision again?

  • Has your view changed as your career has progressed?

  • What advice would you give to students and early career professionals considering their next move?

Part of me thinks broad experience gives you flexibility and a better understanding of the bigger picture. Another part of me wonders whether deep expertise is what really helps you stand out and progress, or do you think the future of HR will favor a combination of both? 

What's your thinking on this?

  • Obviously, it is best to know a lot about everything. ;)

    However, I tend to think that it is better to be a generalist and allow specialisms to evolve over time in response to experience, need and inclination. This gives you more opportunity to move between streams and gives you longer-term protection if you can turn your hand to many things. I have also seen too many cases of specialists ending up in senior leadership positions without enough knowledge about what their subordinates actually do to effectively manage them.

    Specialists, of course, can also generalise in their own way. After all, whilst I'm a generalist, I'm still, to outside observers an "HR specialist". Someone in L&OD may be a specialist from my perspective, but from theirs they can turn their hands to all kinds of related skills that gives them breadth in their field, such as occupational psychology, videography, or the preparation of funding bids. Someone who is an HRIS specialist may have coding skills, tendering and procurement, project management...

  • My HR knowledge has been gained through a number of different specialist roles, which has resulted in me having a pretty good level of generalist knowledge.

    Much like getting into HR in the first place, it wasn't something I chose. It just happened that way

    Challenges have really been in keeping my knowledge levels up in several different areas. I do like the way that my career has progressed though as being a specialist has  really enabled me to get a deep understanding of an element of HR

    I can't really give any advice to students and early career professionals as it would probably be to try and find a different profession. 

    Edit as i realised that sounded a tad negative! I think if someone is set on a career in HR, getting as much exposure to different things is key, even if that means volunteering to take notes, co-ordinate a project etc. The element I found most difficult and the bit I have needed to support members of my team as they develop and take on more complex cases, is coming to terms with having to make difficult decisions where there is no 'right' answer - just a range of options all of which will make someone unhappy.