#HourlyVsSalary #HRGeneralist #CareerAdvice #JobOffer #Compensation
Are you facing a dilemma about whether to accept an hourly or salary position for an HR Generalist role? 🤔 It can be confusing, especially if you are used to being on salary but now have an hourly offer on the table. Let’s dive into the pros and cons of each and help you make an informed decision that aligns with your career goals and lifestyle. 💼
## Hourly Offer:
If you have been offered an HR Generalist position at $36/hr, making $74.8k/year, you might be wondering if being classified as a non-exempt employee will impact your decision. Here are some points to consider:
– **Pros of Hourly:**
– You will be compensated for all the hours you work, without worrying about unpaid overtime.
– Your paycheck will directly reflect the hours you put in, offering more transparency.
– **Cons of Hourly:**
– You might have to track your hours, which can be a little tedious.
– Limited flexibility in terms of pay, as your income directly correlates with the hours worked.
## Salaried Experience:
Having worked in a salaried HR Coordinator position before, you might be accustomed to a different structure. Here’s how a salary position compares:
– **Pros of Salary:**
– Predictable income regardless of the number of hours worked.
– Potential for bonuses or additional perks not tied to hourly wage.
– **Cons of Salary:**
– Oftentimes, salaried employees end up working more than 40 hours a week without extra compensation.
– Less visibility into how your pay is calculated compared to hourly positions.
## Practical Advice:
Considering your previous experience and the current offer, it’s essential to evaluate your personal preferences and priorities. Here are some practical solutions to help you navigate this decision:
1. **Communicate with HR:** Reach out to the HR Manager to gain clarity on why the position is hourly and address any concerns you might have.
2. **Consider Work-Life Balance:** Assess how the hourly nature of the role might impact your work-life balance and make an informed decision based on your priorities.
3. **Evaluate Benefits Package:** Look beyond the compensation structure and consider other benefits offered, such as healthcare, retirement plans, and professional development opportunities.
In the end, every individual’s situation is unique, and what works for one person may not work for another. Trust your instincts, gather as much information as possible, and make a decision that aligns with your long-term career aspirations. 🌟
Remember, it’s okay to seek advice from others, but ultimately, the choice is yours. Embrace this new opportunity, embrace the change, and trust that you are making the right decision for yourself. Good luck! 🍀
Edit: thanks for the input, I’ll run with it and will appreciate having my paycheck reflect the hours I’m working
Erm have you heard of this magical thing called overtime 😁
Seems a bit odd that an HR Generalist role would need to be categorized as non-exempt.
I’m in CA and I’ve never seen a generalist position pass exemption testing. The next step up to HRBP would pass. I think your old company may have just pulled a fast one. Either way, enjoy being compensated in full for any OT!
Companies can make a job non-exempt if they want, but they can’t make any job they want exempt. I’d take it and run with it. I wish someone would make my job non exempt.
I’ve seen some fairly entry level jobs called generalists ( usually there is no coordinator level role), so by title alone you can’t truly assess if it should be exempt or not.
HR Gens can be non exempt
Only our HRMs are salaried. Coordinators, Generalist and assistants are all hourly, non-exempt.
That is a little strange, especially if the role is full-time perm, not a contract.
It’s strange for sure but I would absolutely take an hourly situation for salary pay. That being said, things to think about: Perhaps now if you aren’t “working” (going to dr. Appointments, leaving early, etc), you may not get paid. If you have to clock in and clock out just keep that in mind. 75k is great though, congrats.
I am an HRG and am salaried non-exempt. We do indeed exist.
As I say to all hourly folks….enjoy it. 😉
I worked at a law firm. All roles below manager were non-exempt. Even $130k supervisor roles.
Enjoy the OT,
I like being salaried as a HRM cause I get to work only 4 days. Being hourly back in my entry days was painful cuz I worked 5x a week.
Not in HR but can sort of speak to this. Not sure where you are located, but in WA there is a minimum salary threshold under which all employees regardless of their duties must be classified non-exempt. The threshold is a multiplier of the minimum wage which is rising rapidly over the next couple of years. Maybe something similar wherever you are located.
https://www.lni.wa.gov/forms-publications/F700-207-000.pdf
The only downside I see is having to track your hours and get permission if you have to work OT. Also, I think if you don’t have your PHR and want it, I think you have to have so many years of salaried experience but you may already have this.