Top 20 Interview Questions & Answers for HR Generalist Roles – 2025

Preparing for an HR generalist job interview? This guide provides a list of essential questions and answers that will help you showcase your knowledge and experience in the human resources field. Whether you’re applying for a role in recruitment, employee relations, or benefits administration, these questions cover all key areas of the job.

General Questions

• 1. Tell us about your previous experience in the HR field.
  A: I have worked in the HR field for 5 years, starting as an HR assistant and working my way up to an HR specialist role. I have experience in recruitment, onboarding, training and development, and employee relations.
• 2. How do you stay updated on current HR trends and practices?
  A: I regularly attend HR conferences, workshops, and webinars to stay updated on the latest trends and practices in the industry. I also read industry publications and network with other HR professionals.
• 3. How do you handle difficult employee relations issues?
  A: I believe in open communication and actively listening to both parties involved in the issue. I work to understand the root cause of the problem and then come up with a solution that is fair and beneficial for all parties.
• 4. Can you provide an example of a successful employee relations intervention you have made?
  A: In my previous role, there was a conflict between two team members that was affecting the entire team's productivity. I worked with both individuals to address their concerns and come up with a solution. As a result, not only did the two team members resolve their conflict, but the overall team morale and productivity also improved.
• 5. How do you ensure compliance with labor laws and company policies?
  A: I stay updated on all labor laws and company policies through continuous training and reviewing of these policies. I also regularly audit the HR processes and procedures to ensure they are in line with these laws and policies.

Behavioral Questions

• 6. Can you tell us about a time when you had to deal with a difficult employee? How did you handle it?
  A: In my previous role, I had an employee who was consistently underperforming and causing issues with their team members. I scheduled a one-on-one meeting with them to discuss their performance and any potential issues. Through the conversation, I discovered that the employee was struggling with personal issues and needed support. I connected them with the company's employee assistance program and also worked with their team to restructure their workload. As a result, the employee's performance improved, and they were able to successfully manage their personal issues.
• 7. How do you prioritize your workload when faced with multiple competing tasks?
  A: I prioritize my workload by assessing the urgency and importance of each task. I make a to-do list and decide which tasks need to be completed first, based on the company's goals and deadlines. I also communicate with my manager or team to make sure we are aligned on priorities.
• 8. Can you give an example of a time when you had to make a difficult decision?
  A: In my previous role, we had to decide between outsourcing a function or hiring internally to save costs. After conducting research and weighing our options, we decided to hire internally. This decision not only saved the company money but also provided career advancement opportunities for our employees.
• 9. How do you handle confidential employee information?
  A: I understand the importance of maintaining confidentiality in the HR field. I follow all company policies and procedures regarding confidentiality and only share sensitive employee information with those who have a legitimate need to know. I also take all necessary security measures to protect this information.
• 10. Tell us about a successful onboarding experience you have facilitated.
  A: In my previous role, I onboarded a new employee who had no prior experience in the field. I created a customized onboarding plan that included mentoring sessions with experienced team members, on-the-job training, and weekly check-ins. The employee was able to quickly adapt to their role and become a valuable contributor to the team.

Situational Questions

• 11. How would you handle a team member who consistently misses deadlines?
  A: I would schedule a meeting with the team member to discuss their behavior and understand the reason behind missing deadlines. I would remind them of the importance of meeting deadlines and collaborate with them to create a plan to improve their performance.
• 12. How would you handle an employee who is not following company policies?
  A: I would address the issue with the employee and remind them of the company policies. If the behavior continues, I would document it and involve their manager to discuss the potential consequences. I would also offer support and guidance to help the employee understand and follow the policies.
• 13. How would you handle a situation where an employee feels they are being discriminated against?
  A: I would schedule a meeting with the employee to discuss their concerns and gather all necessary information. I would then involve HR and legal to conduct an investigation and take necessary action to ensure that all employees are treated fairly and equally.
• 14. How do you handle conflicts between team members?
  A: I believe in addressing conflicts immediately and privately with all parties involved. I would listen to their concerns and perspectives and work towards finding a solution that is beneficial for both parties and the team. I would also provide conflict resolution training and communication workshops to the team to prevent future conflicts.
• 15. How do you handle difficult conversations with managers or senior leaders?
  A: I prepare for these conversations by gathering all necessary information and understanding the issue from their perspective. I then approach the conversation with empathy and professionalism, presenting my arguments based on facts and data.

Technical Questions

• 16. What experience do you have with HRIS systems?
  A: I have experience working with various HRIS systems, including Workday, ADP, and Oracle. In my previous role, I managed the implementation of Workday for our company, which involved data migration, configuration, and training for all employees.
• 17. How do you stay updated on changes to labor laws and compliance requirements?
  A: I stay updated through continuous training, attending workshops and webinars, and networking with HR professionals. I also regularly review the Department of Labor and Equal Employment Opportunity Commission websites for any updates or changes.
• 18. Are you familiar with conducting compensation benchmarking?
  A: Yes, I have experience in conducting compensation benchmarking and using the data to ensure our company's compensation and benefits packages are competitive in the market.
• 19. How do you handle performance management and evaluations?
  A: I believe in a continuous performance management process that includes regular check-ins, setting goals, and providing feedback throughout the year. I also conduct annual performance evaluations that involve a comprehensive review of an employee's performance and a plan for improvement if needed.
• 20. How do you handle sensitive information such as salary and benefits?
  A: I handle this information with extreme care and confidentiality. I only share this information with those who have a legitimate need to know, and I follow all company policies and procedures regarding confidentiality and data protection.