Let me add in something I didn’t see listed yet when I switched from large (10,000 Ees) to small (300 Ees). You will have to fight for HR’s mandate to be carried out. Leadership may question “why does HR need to insert themselves here, this is how we’ve done it for 20 yrs without HR doing this ever before.” You will have to validate why you’re doing things, constantly educating hiring managers and leadership on how to conduct themselves (can’t ask this in an interview, can’t treat employees inconsistently - oh and now you get to write 10 new policies). I absolutely HATED working for a smaller org and feeling like the police that wasn’t supported by leadership. Didn’t help it was old white men in the South and I was a younger woman with only 3 yrs of HR under my belt. Never again for me. If you don’t like the churn & burn work, pick a different function in HR at your larger org - Talent Mgmt, Comp, Learning, etc. and get experiences cross (HR) functionally.