How US Companies Structure HR Teams Using Asia-Based HR Generalists
US companies build HR teams in many configurations, but one pattern holds across most organizations: HR Generalists from South & Southeast Asia integrate smoothly, communicate warmly, and manage HR operations with reliable structure. Their ability to balance onboarding, documentation, HRIS updates, recruitment coordination, and employee support makes them central to early and mid-stage HR functions.
This article explains how US teams commonly structure HR functions with Asia-based HR Generalists across India, Pakistan, Bangladesh, the Philippines, Vietnam, Malaysia, Indonesia, and Sri Lanka.
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Why Asia-Based HR Generalists Adapt Easily to Different HR Models
Versatility across HR operations and recruitment
Hybrid skill sets are common in South & Southeast Asia, making these Generalists effective in multi-task environments.
Strong communication habits
Professionals from the Philippines, Malaysia, India, and Sri Lanka are known for warm, clear communication essential in remote HR roles.
Reliable documentation and process execution
Countries like India, Pakistan, Bangladesh, and Vietnam produce HR talent skilled in HRIS updates, policy coordination, and file management.
These strengths support the same hiring patterns described in How US Companies Hire Strong HR Generalists Across South & Southeast Asia.
Team Model 1 Single HR Generalist (Early-Stage Companies)
This model helps companies under 20 employees build basic HR structure.
Responsibilities:
- onboarding
- HR documentation
- HRIS updates
- hiring coordination
- PTO & policy administration
- employee communication
Why it works:
A single Asia-based HR Generalist can stabilize HR operations quickly, improving clarity and reducing administrative bottlenecks.
Team Model 2 HR Generalist + HR Coordinator
Used by companies with 20–40 employees.
HR Generalist:
- own onboarding
- manage documentation
- handle employee questions
- coordinate recruitment
- maintain HRIS
HR Coordinator:
- support admin tasks
- update HR files
- handle scheduling
- manage clerical HR functions
This structure complements many of the operational strengths described in The Real Impact of Asia-Based HR Generalists on Operations, Culture & Employee Support.
Team Model 3 HR Generalist + Recruiter / Talent Sourcer
Used by teams hiring 5–15 people per year.
HR Generalist:
- onboarding
- HR operations
- employee support
- policy updates
- HRIS maintenance
Recruiter or Sourcer:
- sourcing
- screening
- interview coordination
- candidate communication
Why it's effective:
The Generalist keeps operations smooth while the Recruiter focuses on top-of-funnel activity.
Team Model 4 HR Pod Structure (Generalist-Led)
A balanced model for companies with more mature HR needs.
Pod Composition:
- HR Generalist (Asia-based, central role)
- HR Coordinator
- TA Specialist
- People Operations Assistant
Pod Function:
- The HR Generalist acts as the central anchor for onboarding, employee support, and documentation.
- The team distributes execution tasks while the Generalist maintains HR quality and communication clarity.
Team Model 5 HR Generalist + People Operations Integration
Best for companies emphasizing culture, process-building, and workflow consistency.
HR Generalist:
- daily HR operations
- onboarding
- file management
- HRIS updates
- recruitment coordination
People Operations partner:
- engagement surveys
- culture programs
- performance cycle coordination
- process mapping
Outcome:
More structure, improved employee experience, and a stronger foundation for scaling.
Tools Commonly Used Across These HR Models
Asia-based HR Generalists typically have experience with:
- BambooHR
- Zoho People
- SAP SuccessFactors
- Workday
- Notion
- Google Workspace
- Slack
Their familiarity with HRIS and digital tools reduces onboarding time.
How to Choose the Right HR Structure
Consider:
- company size
- hiring volume
- HR operations maturity
- recruitment needs
- desired employee experience
General guidance:
- Under 20 employees: HR Generalist
- 20–40 employees: HR Generalist + Coordinator
- 40–80 employees: HR Generalist + Recruiter
- 80+ employees: HR pod or People Ops integration
- Any size: Asia-based HR Generalists deliver strong communication and reliable HR execution.
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FAQ
Q1: Which HR model is best for small US companies?
Single HR Generalist or HR Generalist + Coordinator.
Q2: Are Asia-based HR Generalists strong in remote communication?
Yes they are known for warm, consistent, and clear communication.
Q3: What tasks do they handle most effectively?
Onboarding, HR documentation, HRIS updates, recruitment coordination, and employee communication.
Q4: Do they fit into both HR and People Ops teams?
Yes hybrid skill sets make them adaptable to many structures.
Blogs recommended for further reading
https://www.shrm.org/topics-tools/news/survey-hr-structure-reflects-organizational-size
