hr job description resume

• • Supported employee relations, handling conflicts and improving satisfaction rates by 15%.
• • Streamlined the onboarding process, reducing time-to-productivity by 25%.
• • Collaborated with managers to enhance performance management, resulting in a 10% improvement in employee performance.
• • Developed and implemented HR policies, ensuring compliance with employment laws and regulations.
• • Led talent acquisition efforts, hiring over 50 employees and reducing time-to-fill by 30%.
• • Maintained accurate employee records and HR databases, ensuring data privacy compliance.
• • Assisted in developing HR programs aligned with company goals and regulatory requirements.
• • Managed employee onboarding and offboarding processes, enhancing the new hire experience.
• • Supported immigration operations by verifying work permits and maintaining records.
• • Facilitated employee training sessions, including orientation and compliance training.
• • Resolved employee inquiries related to HR policies and procedures, ensuring accurate and timely responses.
• • Assisted in maintaining employee records and HR databases, ensuring confidentiality standards.
• • Supported HR projects aimed at improving employee engagement and retention.
• • Conducted initial screenings and coordinated interviews for talent acquisition.
• • Organized employee development programs, contributing to a 12% increase in employee skills.

20 Human Resources Resume Examples & Guide for 2024

Your HR resume must capture your expertise in people management. It should clearly outline your ability to navigate complex employment laws. Demonstrate your knack for talent acquisition and retention within your resume. Showcase any successful initiatives that improved workplace culture or efficiency.

All resume examples in this guide

Human Resources Intern

Entry-Level Human Resources

Junior Human Resources

Human Resources Coordinator

Human Resources Representative

Human Resources Data Analyst

Human Resources Benefits Specialist

Human Resources Specialist

Chief Human Resources Officer

Contracts Manager

Diversity And Inclusion Manager

HR Assistant

HR Business Partner

HR Director

HR Generalist

Human Resources Consultant

Resume Guide

Formatting Tips

Experience Section

Hard & Soft Skills

Education & Certifications

Summary & Objective

Additional Sections

Key Takeaways

Finding yourself on the other side of the hiring process can feel a bit strange. You've been the one making hiring decisions, and now you’re the one looking for a job. But don’t sweat it! The good news is that HR specialist jobs are expected to grow  by 6% from 2022 to 2032, faster than the average for all jobs. So, opportunities are definitely out there. With a top-notch resume, you’ll be back in the hiring seat before you know it!

Let us help you with this. Here’s what our human resources resume guide will teach you:

• How to choose a modern and professional resume template  for human resources.
• How to present past job experiences in alignment with HR positions.
• How to feature key skills on a resume for a human resources position.
• How to underscore important certifications relevant to human resources.
• How to include additional sections to boost your HR resume.

If the HR resume isn't the right one for you, take a look at other related guides we have:

• Transition Manager Resume Example
• HR Analyst Resume Example
• HR Generalist Resume Example
• Talent Manager Resume Example
• HR Business Partner Resume Example
• Contracts Manager Resume Example
• HR Director Resume Example
• Continuous Improvement Manager Resume Example
• District Manager Resume Example
• Recruiter Resume Example

How to format a human resources resume

Your resume's format, structure, and design are essential in making a strong first impression. These elements are not just about aesthetics, they are vital for effectively communicating your professional story.

In human resources roles, as in any profession, there are varying levels of experience and education. Your resume should reflect the job and experience you have.

Here are 3 main resume formats  to consider:

• Reverse chronological resume :  Ideal for HR professionals with a solid work history, this format lists experience starting from the most recent job and working backward. If you have a progressive career path with consistent achievements in HR roles, the reverse-chronological resume can underline your growth and expertise effectively.
• Functional resume :  Human resources professionals transitioning careers, with employment gaps, or early in their HR careers might benefit from a functional layout. This format focuses on skills and accomplishments rather than job chronology, allowing you to highlight relevant competencies and achievements irrespective of job sequence.
• Hybrid resume : Combining elements of both reverse-chronological and functional formats, this hybrid layout allows human resources professionals to show key skills and accomplishments upfront, followed by a concise work history.

To catch the eye of recruiters, organize your resume with these practical tips.

• Bet on a modern template  to maintain a tidy layout. For example, a double-column template  is a popular choice for many roles, including HR.
• Select professional fonts  like Rubik, Lato, or Times New Roman, with font sizes between 10 and 12 points.
• Limit the resume to one page  for early or mid-level careers. A two-page resume  is suitable for more experienced professionals.
• Set 1-inch margins  to maintain a neat and organized appearance.
• Feature your name, phone number, location, and professional email address in the header of your resume .
• Include a photo only if the job ad requests  one and don't forget to save the resume as a PDF  to ensure consistent formatting across platforms.

Study says  that job seekers with up-to-date  LinkedIn profile  links are 71% more likely to get interviews, but under half include this link.

By following these tips, your resume will perform well in ATS systems  and attract recruiters.

Don't miss the chance to give your resume an edge with our intuitive AI resume checker , which provides a free, detailed 16-point assessment.

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Drop your resume here or choose a file . PDF & DOCX only. Max 2MB file size.

With the format finalized, we’ll create resume for human resources that catches recruiters’ eyes, focusing on:

The top sections on a human resources resume:

• Contact information:  It's crucial because it enables recruiters to get in touch.
• Professional summary:  It gives a quick overview of your HR skills and qualifications.
• Work experience: This part is important as it highlights your prior professional experiences in the HR field.
• Skills and competencies:  Human resources is a skill-intensive role and demonstrating your skills is key.
• Education and certifications: This section is necessary as it showcases your formal training and education in human resources.

You probably already know, but we’ll refresh your memory about what recruiters look for in these sections of your human resources resume and how they evaluate your qualifications.

What recruiters want to see on your resume:

• Experience in the field:  This shows that candidates have a solid foundation in human resources practices.
• Knowledge of employment law: It's essential since HR professionals frequently interact with these legal parameters.
• Interpersonal skills:  These are important as human resources roles require a lot of interaction and effective communication.
• Problem-solving abilities:  This is prioritized as HR professionals often have to resolve workplace issues.
• Certifications: They demonstrate a commitment to the HR field and up-to-date knowledge of best practices.

Great vision without great people is irrelevant. HR’s role is to ensure we have great people.

Jim Collins

Typically, the experience section comes first in any resume format. We’ll help you tailor it for a HR resume below.

How to write your human resources resume experience

As an HR specialist, you likely know what works and what doesn't in experience sections. Still, we'll dive even deeper to give you more helpful resume tips . Your experience section is key to presenting your HR skills, successes, and the value you can add to a new position.

Here are some steps to help you develop an impactful experience section:

• Focus on HR-related experience and list the company name, a brief overview, and the employment dates, followed by up to six bullet points per role.
• Emphasize tangible results from your work in each role, using numbers or percentages to showcase your impact.
• Utilize action verbs  to clearly and dynamically describe your responsibilities.
• Highlight your most important and relevant achievements in each job's description.

Let's take a look at a specific human resources job description to better tailor your experience section .

Job title: HR Generalist

Job description:

We are seeking a motivated and proactive HR generalist to join our Human Resources team. The HR generalist will play a key role in supporting various HR functions and initiatives, partnering closely with managers and employees across the organization. This position offers an exciting opportunity for someone looking to develop their HR skills and contribute to the overall success of our company.

What you will do

• Provide support to the SR. HR Business Partner in delivering a wide range of HR services, including but not limited to employee relations, performance management, talent acquisition, onboarding, and offboarding processes.
• Assist in the development and implementation of HR policies, procedures, and programs in alignment with company goals and regulatory requirements.
• Assist in immigration operations in terms of reviewing and verifying work permits, collecting & maintaining up-to-date records, communicating effectively with employees and managers regarding immigration issues and systematic records
• Act as a resource for employees regarding HR-related inquiries, policies, and procedures, ensuring timely and accurate responses.
• Collaborate with cross-functional teams to address employee relations issues, conflicts, and performance management matters in a fair and consistent manner.
• Assist in organizing and facilitating employee training and development programs, including orientation sessions, compliance training, and professional development initiatives.
• Maintain accurate and up-to-date employee records and HR databases, ensuring compliance with data privacy regulations and confidentiality standards.
• Contribute to HR projects and initiatives aimed at enhancing employee engagement, retention, and organizational effectiveness.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 2-4 years of experience in HR or related roles preferred.
• Strong understanding of HR principles, practices, and employment and immigration laws.
• Excellent interpersonal and communication skills, with the ability to interact effectively with employees at all levels of the organization.
• Detail-oriented with strong organizational and multitasking abilities.
• Proactive problem-solver with a customer service mindset.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Proficiency in Microsoft Office Suite and HRIS systems.

Considering this job posting, let's review both a strong and a weak example of how to tailor your experience entries to it.

First, let's take a look at an experience section that could use some improvement.

• • Managed employee records and ensured data accuracy.
• • Conducted recruitment processes, including interviewing and onboarding.
• • Developed and implemented HR policies and procedures.
• • Utilized HR software tools for efficient employee management.

This experience section listed here isn't customized to fit the job posting above. Plus, it’s too vague and lacks the specific details that make a resume appealing to HR recruiters. It doesn't clearly convey the impact or scope of the candidate's responsibilities. Simply stating tasks like "managed employee records" or "conducted recruitment processes" doesn't demonstrate the candidate's effectiveness or the complexity of their role.

You know you can improve this. The second applicant can as well.

Now, let's check out an upgraded version of the same experience entry.

• • Supported Sr. HR Business Partner, resolving 95% of employee issues and improving performance management.
• • Assisted in recruitment processes, including interviewing, onboarding, and offboarding, achieving a 30% reduction in time-to-hire.
• • Reviewed and verified work permits, maintaining up-to-date immigration records with a 100% compliance rate.
• • Acted as a resource for HR inquiries, ensuring 12-hour response time.
• • Collaborated to address employee issues, reducing conflict resolution time by 20%.
• • Organized and facilitated employee training and development programs, including compliance training, resulting in a 90% employee satisfaction rate.

The updated experience section works well for HR roles because it includes:

• Measurable achievements:  The bullet points include specific, quantifiable results  such as "resolving 95% of employee issues," "achieving a 30% reduction in time-to-hire," and "maintaining a 100% compliance rate with immigration records." This quantification is needed to prove the impact of the work done.
• Action verbs: The use of dynamic verbs like "supported," "organized," "reviewed," and "collaborated" portrays each task as proactive and impactful.
• Demonstrated soft skills:   The description implies critical skills for the job. For example, resolving employee issues and improving performance management highlight problem-solving and organizational skills. Additionally, ensuring a 12-hour response time for HR inquiries and achieving a 90% employee satisfaction rate in training programs demonstrate reliability and a strong commitment to employee development.

The updated entry clearly demonstrates what the candidate can do. It aligns the work history with job demands, developing a targeted resume  that passes ATS scans and captures the interest of hiring managers.

How to quantify impact on your resume

Concrete figures and percentages always make a strong impact. They can effectively depict the impact of your human resources initiatives on company success. This strategy highlights your measurable contributions, such as boosting employee engagement or optimizing performance management.

The following are some suggested ideas we’ve come up with to illustrate your accomplishments in prior HR positions.

• Include the percentage of employee turnover reduction you've achieved: This metric showcases that you can maintain a stable workforce, essential to the business.
• Underline the diversity percentages improved during your tenure: It demonstrates your ability to build a diverse and inclusive work environment.
• Feature the rate of successful hiring processes you've implemented: This confirms that you can identify and attract top talent effectively.
• Specify the number of employee training programs developed: It emphasizes your dedication to staff development and long-term investment in personnel.
• Detail cost savings in HR operations you've contributed to: Reducing operation costs is a key concern that will grab a recruiter's attention.
• Indicate the increase in employee satisfaction under your management: I t reflects your talent for creating a positive workplace culture.
• List the amount of process improvements you've instigated:  This can demonstrate initiative and a proactive approach to bettering the company.
• Mention numbers reflecting streamlined HR services:  It shows efficiency and your focus on optimizing HR operations for the benefit of the company.

How do I write a human resources resume with no experience

What you lack in experience, you can make up for with enthusiasm, skills, and a willingness to learn.

Richard Branson

While direct experience is important, there are numerous ways to make your application shine and demonstrate your potential to employers.

Here are some strategies to enhance your HR job application, even without prior work experience :

• Emphasize your education: Highlight your academic achievements, relevant coursework , and any projects completed during your studies. This shows your foundational knowledge and skills.
• Showcase relevant projects  and competitions:  Mention any HR-related projects, case studies, or competitions you have been involved in. Provide details on your role, the tools you used, and the outcomes you achieved.
• Earn certifications: Pursue certifications in HR areas such as SHRM-CP or PHR. Additionally, take online courses to build skills and prove your commitment to continuous learning.
• Gain experience through internships :  Internships, whether paid or unpaid can provide valuable practical experience. Include any relevant work, even if it wasn’t a formal job.
• Join HR organizations or clubs: Participate in HR clubs or professional societies like SHRM . This offers networking opportunities, resources, and experiences to enhance your resume.
• Show personal or freelance HR projects: Mention any HR-related projects you have been involved in. Provide details on your role, the tools you used, and the outcomes you achieved, including any freelance work  you've done in HR to demonstrate your skills and initiative outside a traditional job setting.
• List references from educators or mentors:   Include references  from teachers or mentors who can vouch for your skills and character, or mention that they are available upon request. This adds credibility to your resume.
• Craft a clear objective statement : Begin your resume with a concise 3-4 sentence objective that reflects your passion for human resources and highlights any relevant experiences. This can prove your commitment and enthusiasm for the field.
• Customize your resume and cover letter: Tailor your resume  and cover letter for each job application, focusing on the skills and experiences most relevant to the position.

The cover letter is the introduction and your resume is the details.

Lisa K. McDonald

Every HR professional begins somewhere. By underscoring your enthusiasm, skills, and willingness to learn, you can make a compelling case for yourself and secure that first HR job. Stay motivated and keep pushing forward—your opportunity awaits!

Now that we've reviewed your professional background, let’s focus on highlighting the hard and soft skills that make you a well-rounded and capable HR candidate.

How to list your hard and soft skills on your resume

There is no doubt that including skills on your resume  is crucial, as it emphasizes your qualifications and helps recruiters determine your fit for the HR role. It helps align your profile with the job description , improves your resume's visibility in Applicant Tracking Systems, and demonstrates your value to potential employers.

Let’s start with hard skills .

Hard skills

Listing hard skills on HR resumes is vital as they demonstrate your technical knowledge and proficiency in specific tools and technologies.

Create a specific resume skills section labeled "Hard skills,” and place it near the top or below the work experience section. Be precise and relevant by naming specific tools, software, and methodologies you’re skilled in.

Adapt these skills to the job you’re applying for. If you possess numerous hard skills, consider categorizing them into different sections for better organization.

Here are 20 essential human resources skills  that would significantly benefit your application.

Best hard skills for your human resources resume

• Employee relations
• HRIS (Human Resource Information Software)
• Talent management
• Conflict resolution
• ATS (Applicant Tracking Systems)
• Compensation and benefits planning
• Workforce planning
• Performance management
• Legal compliance
• Onboarding processes
• Payroll management
• Recruiting software
• HR policies and procedures
• Learning management systems
• HR program/Project management
• Diversity and inclusion initiatives
• Data analysis
• Knowledge of employment laws
• Organizational development strategies

Let's now move to soft skills .

Soft skills

Soft skills are essential for your human resources resume as they illustrate your ability to work well with others and adapt to different situations. Rather than placing these skills in a separate section, weave them throughout your resume.

In your summary or objective, emphasize key soft skills and provide specific examples of how you've applied them in real-life situations, such as enhancing employee relations or addressing workplace disputes.

Additionally, underline relevant soft skills in your work experience and education sections, focusing on your teamwork and leadership in an HR setting. Ensure these skills match the keywords from the job ad .

Here are some commonly valued soft skills in human resources that our research has found.

Best soft skills for your human resources resume

• Communication
• Decision making
• Negotiation
• Leadership  
• Critical thinking
• Problem-solving
• Organization
• Adaptability
• Time management
• Active listening  
• Relationship building
• Open mindedness
• Multitasking
• Persuasiveness
• Stress management

Now, we'll focus on crafting education sections that show your academic achievements.

How to list your education and certifications on your resume

To enter the occupation, human resources specialists typically need a bachelor’s degree in HR, business, or a related field. Relevant degrees include human resources management, business administration, psychology, and labor relations.

A solid education in the field is crucial if you aim to climb the career ladder and aspire to become a manager someday. Having a strong educational background will undoubtedly be a significant advantage when crafting your HRM resume.

Your education section should emphasize coursework and training in areas critical to HR, such as employment law, organizational behavior, and compensation and benefits.

Here’s how to present the education section  on your talent acquisition specialist resume:

• Degree title:  List the degree you earned related to human resources or a relevant field.
• Institution name: State the name of the educational institution you attended.
• Graduation year:  Mention the year you graduated or expect to graduate .
• Major:  Highlight your field of study, such as human resources management or business administration, pertinent to HR roles.
• Relevant certifications: Provide details of your HR certifications, such as SHRM-CP or PHR.
• Additional training: Include any extra courses or workshops you’ve completed that boost your HR skills, like diversity training or advanced HR management.
• GPA: Consider listing your GPA  if it exceeds 3.5 to emphasize your strong academic performance.

Here's the best way to outline your education on a resume for a human resources position.

• • Focused on advanced HR strategies and organizational development.
• • Conducted a research project on the impact of remote work on employee engagement and productivity.
• • Specialized in business management and organizational behavior.
• • Completed a capstone project focused on developing effective employee onboarding processes and improving workplace engagement.

In addition to a degree, obtaining relevant certifications can enhance your qualifications.

Showcasing your HR certifications on your resume  emphasizes your credentials and commitment to continuous learning. Make sure to:

• List each certification you’ve earned.
• Identify the organization that granted each certification.
• Indicate the expiration date if relevant.

Consider these prestigious HR certifications.

Best certifications for your human resources resume

• SHRM Certified Professional (SHRM-CP)
• Professional in Human Resources (PHR)
• SHRM Senior Certified Professional (SHRM-SCP)
• Senior Professional in Human Resources (SPHR)
• Global Professional in Human Resources (GPHR)

Now that this is clear, let's move on to customizing powerful resume summaries and objective statements that will grab the attention of potential employers.

MBA on your HR resume

If you have an MBA in HR, make sure it's easy for recruiters to see it on your resume. This degree shows you're ready to take on leadership roles and handle strategic challenges. It’s a great way to demonstrate you’re ready to make a significant impact at a high level.

When featuring your MBA in human resources on your resume, there are several strategic locations to consider to ensure it stands out to potential employers:

• Education section:  This is the most common place to underline your MBA. List your degree, the institution, and your graduation year. For an MBA, it's also beneficial to include any relevant concentrations or specializations.
• Professional summary: Incorporate your MBA into your professional summary at the top of your resume to immediately communicate your qualification. This can be particularly effective if the job listing specifically requires or prefers a candidate with an MBA.
• Certifications: If you have additional space, or if your MBA is especially relevant to the job you are applying for, you can feature it in a dedicated section that lists certifications.

You’ve got a few good places to feature your MBA. Choose the one that best aligns with your overall resume layout and the specifics of the job you are applying for.

How to write your human resources resume summary or objective

When seeking an HR position, an engaging summary or objective can make your resume stand out. Both are crucial for quickly grabbing the recruiter's attention and demonstrating that you're a suitable candidate.

Here's the distinction:

• Summary: Offer a brief overview of your top professional accomplishments and relevant skills in 3 to 5 sentences. This is ideal if you have significant experience in HR.
• Objective statement :  Keep it concise, around 3 sentences, focusing on your career aspirations and why you're interested in this position. This is beneficial if you're new to HR, transitioning careers, or re-entering the workforce.

Check out this great resume summary  sample based on the earlier HR job ad. This one underscores the best way to draft your professional summary.

A resume summary or objective is best crafted without a first-person narrative  to keep it professional.

Next up, let's check out the case of an objective statement.

Follow these recommendations for developing a powerful resume summary or objective for an HR specialist job:

• Customize it: Tailor your summary or objective to the specific HR position and the company’s culture you’re targeting. Show how your skills meet their needs. For instance, "Accomplished HR Manager with 8 years of experience, adept at enhancing employee satisfaction and streamlining HR operations."
• Use specific metrics: Enhance your credibility by quantifying your achievements. For example, "Assisted in recruitment processes, achieving a 30% reduction in time-to-hire" or "Organized and facilitated training programs, resulting in a 90% employee satisfaction rate."
• Highlight technical skills:  Emphasize critical HR skills, such as proficiency in HRIS systems like PeopleSoft and SAP SuccessFactors, as well as strong communication skills for effective employee relations and conflict management.

Investing time in crafting a precise and tailored summary or objective can make your resume significantly more impactful.

Additional sections for a human resources resume

As a person with experience in the field, you've probably noticed that candidates who share more about themselves on their resumes fit in better with the company. To make your HR resume more engaging, consider adding one or two of these extra sections to give recruiters a full picture of your skills and personality:

• Passions: Include your hobbies and activities , such as being part of a reading club or participating in writing classes, to present a well-rounded character.
• Language proficiency: List any languages you speak  fluently to showcase your capability to work with diverse groups.
• Awards :  Feature any recognitions you've earned in the HR sector, such as employee of the month, outstanding HR practices awards, or notable project contributions.

How to put a projects section on a human resources resume

This section highlights key HR projects, detailing their objectives, the strategies used, your role, and the outcomes achieved. It offers a clear view of each project's impact and success.

Here's an example:

• • Developed and implemented an employee engagement program that increased participation by 40% and improved overall job satisfaction by 25%.
• • Conducted comprehensive diversity and inclusion training, reaching over 200 employees and improving workplace inclusivity by 30%.

Including a projects section  in your HR resume is a strategic choice because it highlights your hands-on experience and problem-solving abilities through real-world applications.

This section offers solid examples to bring up in interviews, demonstrating how you manage complex issues and work collaboratively. It’s an effective way to differentiate your resume and showcase your achievements in detail, which can benefit you during interviews—don’t overlook the importance of this section.

Key takeaways

Now that you've learned the basics, let's summarize the essential aspects of your HR resume:

• Maintain a tidy and professional layout using an appropriate resume format.
• Use specific metrics and numbers to enhance your credibility and showcase your impact in previous HR roles.
• Customize your resume for each human resources position, focusing on the skills and experiences most relevant to the job.
• Present your education, relevant coursework, and HR certifications to demonstrate your qualifications.
• Craft compelling resume summaries and objective statements to capture recruiters' attention.
• Include a projects section to highlight hands-on experience and real-world problem-solving abilities.

Looking to build your own HR resume?

• Resume Examples

Frequently asked questions about HR resumes

How long should i make my hr resume, what is the best format for an hr resume, which hr skills are most important to add to your resume, should i include a summary or objective in my hr resume, can i use an hr resume template, how can i make my hr resume stand out, how to list multiple jobs at the same company on a resume, lying on a resume: why you should never do it even if you got the job, 17 catchy resume headlines: tips and examples, how to answer "where do you see yourself in 5 years", resume addendum, what not to put on a resume.

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Here’s How to Write Your Own Resume as an HR Professional (Plus an Example!)

Human resources (HR) is a broad field, encompassing HR generalists as well as many sub-areas including recruiting (also known as talent acquisition), benefits administration, talent management, learning and development, and more. If you’re an HR professional, especially if you work in recruiting, you’ve probably reviewed hundreds or even thousands of resumes. But when it comes to creating a solid resume of your own, it can be just as hard as it would be for a hairdresser to cut their own hair. (And if you’re still looking for open positions to apply to, you can search for HR jobs right here on The Muse .)

Here are some tips to help you write an outstanding resume as an HR professional.

Tailor Your Resume to the Job: Keywords

As you may know if you already work in HR, tailoring your resume to the particular job you’re applying for can make it easier for the reader to see why you’re the right hire. So scrutinize each job description to find out what achievements, skills, and qualifications are most important—and tweak your resume accordingly.

You can highlight your most relevant achievements for each job by moving the bullet points that describe those achievements further up within each experience entry, highlighting key skills in a summary section, and repeating key terms in different sections of your resume (for instance, mentioning names of important software in a bullet point describing your work achievements and repeating them in your “Skills” section).

If you’re an experienced HR pro, you’re likely aware that many companies use an applicant tracking system (ATS) to keep track of resumes from job applicants. These systems allow a recruiter to quickly search resumes for keywords, which typically include acronyms, proper nouns, or phrases from the job description. Therefore, it’s always important to look for these key terms in every job posting and work them naturally into your resume.

You should always default to the keywords you find in a given job posting (and use the same phrasing and language that the company does). But here are some keywords for different types of jobs within HR to get you started; some of the most common terms are listed first, followed by acronyms referring to laws or regulations, key software, and certifications toward the end of each list.

HR Generalist Keywords

• Recruiting, interviewing, hiring, job descriptions
• Orientation
• Personnel files
• Policies, procedures
• Open enrollment
• Performance reviews
• Confidentiality
• Equal employment
• Employee safety
• Organizational charts
• Exit interviews
• Software: Microsoft Excel, PeopleSoft, human resource information systems (HRIS)
• Certifications: PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources), SHRM-CP ( Society for Human Resources Management Certified Professional), SHRM–SCP (Society for Human Resources Management Senior Certified Professional)

Recruiter Keywords

• Candidates, pipeline, candidate experience
• Sourcing (including tools such as LinkedIn, social media, Indeed.com)
• Interviewing, selection, screening
• Hiring managers
• Strategic workforce planning
• Job descriptions
• End-to-end hiring process, full-cycle recruiting
• Recruitment metrics (such as time-to-hire or similar)
• Reference checks
• Background checks
• Offer letters
• New hire packets
• Wage/salary analysis
• College and university relations
• Closing candidates
• Software: ATS, HRIS, Oracle

Benefits and Compensation Keywords

• Leave, paid time off (PTO), vacation days, sick days, personal days, paid holidays
• Benefits : total reward, health insurance, dental insurance, vision insurance, life insurance, Flexible Spending Accounts (FSA), workers compensation, disability, tuition reimbursement
• Voluntary deferred compensation/retirement plans, pension plans, 401(k)
• Eligibility
• Contract negotiations
• Vendor negotiations
• Procurement
• Benchmarking
• Benefit plan administration
• Audits, reconciling, reports
• Disability accommodations
• Leave of absence (LOA)
• Government departments:Department of Labor (DOL), CMS (Centers for Medicare & Medicaid Services)
• Government programs and regulations: Medicare, Medicaid, COBRA, Family and Medical Leave Act ( FMLA ), American with Disabilities Act (ADA), Uniformed Services Employment and Reemployment Rights Act (USERRA), Pregnancy Discrimination Act, HIPAA, Affordable Care Act (ACA), Dependent Eligibility Verification Audit (DEVA)
• Software: ADP, timekeeping systems, Workday Human Capital Management (HCM), HRIS

Employee and Labor Relations Keywords

• Grievances, disputes, investigations
• Disciplinary and termination meetings
• Collective bargaining agreement (CBA)
• Conflict resolution/management
• Arbitration
• Legal and regulatory compliance; Equal Employment Opportunity (EEO), ADA, FMLA
• Wage and hour laws
• Climate surveys

Training and Development/Organizational Development Keywords

• Development and implementation
• Subject matter expert (SME)
• Content, curriculum, e-learning
• Performance improvement/performance management
• Instructional design
• ADDIE model (analysis, design, development, implementation, and evaluation)
• Adult learning theory
• Facilitation guides, course material, training aids, job aids
• Competencies
• Organizational development
• Cultural change
• Software: Microsoft PowerPoint, Learning Management Systems (LMS), knowledge management systems, Oracle, Articulate Suite (Storyline, Rise, Review), Camtasia, SharePoint, Adobe Creative Cloud
• Certifications: Associate Professional in Talent Development Credential (APTD), Certified Professional in Learning and Performance (CPLP)

Make Your Resume Shine: Achievements

The bullet points describing your past experiences have the most potential to show prospective employers who you are as a professional. Framing your bullet points as achievements is essential for a strong resume. Include metrics or examples that illustrate how you contributed to your organization, prevented risk, improved efficiency, or took initiative to solve a problem. Whenever possible, you should quantify your accomplishments, or measure them using numbers, percentages, or dollar amounts. 

In HR it can be hard to quantify your success, but as you think about your achievements look for opportunities to attach metrics to what you’ve done. One way to think about your achievements could be: What did you do that prevented a problem? Another is: What would go wrong if you did a bad job? How can you measure that what you did was better than what was done before or what was done on average?

Once you’ve answered those questions, put it all together. A common formula for a strong bullet point is to start with a strong action verb , then add a description of your work or process, and then end with the outcome or achievement, adding numbers whenever possible so readers can see the scale of your accomplishments.

Here are some ways to frame HR-related achievements as bullet points in the experience section of your resume:

HR Generalist Achievements

• Ensured compliance with a broad range of regulations, including ADA, FMLA, and EEOC, reducing risk and liability for an organization with 15,000 staff in three countries.

Recruiter Achievements

• Reduced time-to-hire by 15% through consistent follow-up with hiring managers in 14 offices, expanded utilization of ATS, and timely outreach to candidates.
• Improved candidate experience, increasing percent satisfied from 50% to 66% through courteous, efficient, and thoughtful communication with candidate pool, resulting in 10% increase in referrals of high-quality applicants by current staff.

Benefits and Compensation Achievements

• Saved 15% of company’s benefits costs in the first year by conducting scrupulous benchmarking research and highly effective contract negotiations with five vendors.
• Accurately audited time and leave tracking for an organization with 500+ staff, ensuring compliance with company policies and FMLA regulations.

Employee and Labor Relations Achievements

• Effectively mediated highly complex employee conflicts, resulting in improved performance and a positive organizational culture as demonstrated through a 25% increase in positive responses to organization-wide climate surveys.
• Negotiated contracts with three different unions, avoiding a highly challenging potential labor dispute and coming to a mutually beneficial contract agreement.

Training and Development/Organizational Development A chievements

• Designed and implemented new leadership curriculum, training 50% of key organizational leaders in 6 weeks and resulting in improved morale and staff retention in units led by managers who participated in training.

Look the Part: Resume Layout and Design

Many resume layout and design tips apply just as much for HR resumes as for candidate resumes in any field. So you’re likely familiar with some or all of the below, but if you’d like a refresher or you’re just entering the workforce, these tips can ensure your resume looks the part.

HR Resume Format and Sections

In addition to writing powerful achievement-focused bullet points and using the right keywords, you might wonder about where to place content within your resume and what sections to include.

Most job applicants should use a reverse chronological resume, which lists your work experiences, academic degrees, and other qualifications in order from most recent to furthest back in time. This type of resume is the most common version used in most industries (including HR) and is helpful for documenting your career growth and progression. If you’re changing careers or returning to paid employment after a career break, you may want to consider a combination , or hybrid, resume format (which helps emphasize your skills in addition to your work experience and dates of employment).

Whether you choose a chronological or hybrid resume, the sections typically included in an HR resume are:

• Header and contact information : your name and contact information, which includes crucial information such as your phone number, email address, and LinkedIn profile URL
• Experience : including work, internship, and sometimes high-level volunteer experience, can be broken up into different sections such as “Relevant Experience” and “Other Experience”
• Education : typically including college and advanced degrees
• Skills : including computer software , technical skills , and languages you speak

There are also optional sections that may show you’re the right candidate for a given job such as:

• Summary : a quick, high-level, easy-to-scan overview of your top achievements and keywords, generally used if you have extensive work experience or are a career changer
• Certifications : including PHR, SPHR, or SHRM certification among others (if you’ve earned them, you can also add these letters after your name in the header for stronger emphasis)
• Ongoing training : including short, on-the-job trainings, online courses that are not part of a degree program, or other professional development that doesn’t fit under education

Resume Design and Formatting

A resume should be easy to read, which means the document itself needs to be well formatted and limited to one or two pages . Many jobs in HR require attention to detail, so it’s especially important for an HR resume to use consistent formatting and design. For instance, be sure that:

• Your bullet points are consistent in size, style, and indentation
• Your fonts and formatting are consistent—if job titles are going to be in bold and italics, make sure that all of your job titles are in bold and italics
• Your design is clean and readable—font size should be no smaller than 10 and keep at least a small amount of white space between sections and entries
• Your name and contact info are centered correctly on the page, if you choose to center them

It’s also important that your resume is easily scannable by an ATS, which can have trouble with columns, overly fancy designs, text boxes, or graphics. So keep it simple and clean and only use formatting elements like bold, underline, italics, and color to emphasize different parts of the text.

Check and Double-Check Your Resume

Once you’ve designed an easy-to-read, keyword-rich, achievement-focused resume, it’s time to edit and proofread the document. Don’t rely on a spellchecker alone. Read the document from the top to the bottom, then read it backward from bottom to top. Ask a friend to read it; bring it to a career coach; show it to people in your network and ask for their unvarnished feedback.

Make sure to quadruple check items which are the most crucial—your phone number and email address—and be sure you check your voicemail and email (and spam folder) constantly when you are actively job seeking.

Put It All Together: Resume Example

Below is an example of an HR generalist resume. This resume is designed for a mid-career HR generalist or HR business partner and highlights key skills relevant to those kinds of roles.

Download example human resources resume

With the right achievement-focused bullet points, keywords, design, and structure, your HR resume can be a powerful tool in landing you more job interviews. As you progress in your HR career, feel free to come back to this list of tips as a benchmark to help keep your resume fresh and tailored to your target positions. And best of luck advancing in your HR career!

Human Resource (HR) Resume - How-to Guide for 2024

HR managers ensure a safe and thriving work environment for employees.

But before you can help the employees, you need to become one yourself.

This involves creating a job-winning HR resume.

But what does a good HR resume look like, anyway?

This is a question that can’t be left answered. 

But don’t worry, we’ve got you covered.

• A job-winning human resources resume example
• How to create a human resources resume that hiring managers love
• Specific tips and tricks for the human resources job industry

Here’s a human resources resume example, built with our own resume builder .

It’s now time to adjust the above example and make it yours.

Check out these resume examples that also might interest you:

• Business Development Manager Resume
• Office Manager Resume
• Operations Manager Resume
• Program Manager Resume
• Project Manager Resume

How to Format a Human Resources Resume

HR jobs are highly sought after.

As such, you need to do everything in your power to stand out.

But before we get to the juicy stuff, you first need to select the correct format.

A well-formatted resume allows the recruiter to instantly see what a great HR manager you are.

With “ reverse-chronological ” being the most common resume format, we recommend this format for HR managers. It shows the peak of your work experience first, and then works back through your history and skills.

You could also try the two following formats…

• Functional Resume – This format focuses on your skills, which makes it the best format for HR that are highly skilled, but have little in the way of HR work experience. 
• Combination Resume – This format mixes both “Functional” and “Reverse-Chronological” formats, which means it focuses on both your HR skills AND work experience. 
• Keep your resume to one-page. This shows the hiring manager that you can keep information brief and precise. Feel free to check out our one-page resume templates .

Use a Human Resources Resume Template

If you’re an office HR manager, there’s a high chance that Word is used on a daily basis.

However, just because you experienced with Word, doesn’t mean it’s the best tool for creating an HR resume.

For an unbeatable result, you may want to use an HR resume template. Select any of the following professional templates and tailor it according to your needs !

What to Include in a Human Resources Resume

The main sections in an HR resume are:

• Contact Information
• Work Experience

For an HR resume that stands out from other applications, add these optional sections:

• Awards & Certification
• Volunteer Experience

Interests & Hobbies

We’re now going to talk about each of the above sections, and explain the best practices for writing them.

For an in-depth rundown on which sections to use, check out our guide on What to Put on a Resume .

How to Write Your Contact Information Section

As a HR professional, you should know that words should be chosen carefully. 

You should take the same level of caution when writing your contact section, as any mistake can render your whole application useless. 

For your contact information section , include…

• Professional Title – This should align with the job description, which is “HR Manager”
• Phone Number – Triple-check this. One small error can really mess up your chances
• Email Address – Make sure to use a professional email address ([email protected]), and avoid that email you created back in 7th grade ([email protected])
• Location – City & Country
• (Optional) Relevant Social Media
• Vanessa Mills - HR Manager. 101-358-6095. [email protected]
• Vanessa Mills - HR Hero. 101-358-6095. [email protected]

How to Write an HR Resume Summary or Objective

Here’s a question:

What takes less than a minute?

Well, a recruiter reading through a typical HR resume. 

This means you have an incredibly short window to catch their attention.

But is this even possible?

Yep! Just use a resume summary or objective .

These are brief, sharp paragraphs that go on top of your resume.

Let’s now look at how the two sections differ:

A resume summary is a short summary of your professional experiences and achievements. It is the best option for individuals who have multiple years of paralegal experience.

• Human Resources Manager with 5+ years of experience seeks to improve employee retention and overall efficiency at XYZ Office. Career highlights include handling all employee relations in a 75-employee finance firm, reducing recruitment lead time by 35%, and increasing employee retention by 17%.

On the other hand, the resume objective focuses on your professional goals and aspirations. It is ideal for entry-level HR candidates or individuals who want a change in their professional career. Although you’re talking about your goals, it is important to relate the objective to your future employer’s gain.

• Motivated Human Resources specialist looking to become the new HR Manager at Law Firm X. Experience includes sitting in on interviews, drafting confidential documentation, and organizing employee events. Enthusiastic to manage the HR department, where my skills can be leveraged for improved employee retention and office efficiency.

So, which one is best for you? 

Well, a summary is suited for HR managers who have previously held the position, whereas an objective is suited for those who are hoping to become an HR manager for the first time (student, graduate, or switching careers).

How to Make Your HR Work Experience Stand Out

For recruiters, finding the best candidate is an odds game.

As such, they are constantly looking to increase their chance of success.

One of the easiest ways to do this is to hire someone with vast HR work experience. 

Sure, your qualifications and personal skills are super important, but your professional experience reigns supreme.

Follow this layout in your experience section:

• Position name
• Company Name
• Responsibilities & Achievements

And it should look something like this:

Human Resources Manager 

03/2017 - 04/2021

• Handled all HR issues in a 75-employee finance firm
• Oversaw the recruitment process, which reduced lead time by 35%
• Increased employee retention by 17% 
• Developed new training programs for a motivated and confident office environment

To show why you’re the best person for the job, make sure to highlight your best achievements.

For example, instead of saying:

“Managed recruitment”

“Oversaw the recruitment process, which reduced lead time by 35%”

So, what’s the difference between these two statements?

So, the candidate managed recruitment… But what is so special about this? Will this make the resume stand out?  

Compare this to the second statement, where it shows the candidate reduced lead time by 35%. This statistic instantly shows the value of hiring the employee, which is something that will stick in the recruiter’s memory.

• Use the job description to your advantage. You can see if there is anything in the job description that matches your work history. If so, definitely include it!

What if You Don’t Have Work Experience?

Maybe you’re a graduate who has never worked full-time before?

Or maybe you’re transitioning from a different industry?

Whatever the situation, there are options if you don’t have experience as a HR manager.

Typically, HR-hopefuls will need to show that they have some HR experience. But this doesn’t mean that you needed to work under the title of “HR Manager”.

For example, let’s say you worked as an office assistant…

You could talk about how you were responsible for keeping records accurate and up to date, which are vital HR skills.

From there, you can take up a temporary position as an HR assistant, where you gain even more on-the-job experience.

For the students read this, you’ll enjoy our guide on how to make a student resume!

Use Action Words to Make Your HR Resume POP!

Since the aim of the game is to make your resume stand out, we’d recommend using some of these power words :

• Conceptualized
• Spearheaded

How to List Your Education Correctly

The next section in any HR resume is the education section.

Now, there is no set path to becoming a professional HR manager, so just be honest and describe your educational path to date. 

• Degree Type & Major
• University Name
• Years Studied
• GPA, Honours, Courses, and other relevant achievements 

B.A. in Human Resources

Boston State University

2013 - 2016

• Relevant Courses: Constitutional/Administrative Law, Criminal Law, Contract Law, Equity & Trusts, EU Law, Public Law, Land Law, Tort Law

Now, you may have a few more questions, here are the most frequently asked questions:

What if I have yet to finish studying?

• Whether or not you’re still studying, you should list every year of education so far

Should I include my high school education?

• Only if you don’t have any higher education. The hiring manager won’t care about your high school education if you have a law degree

What goes first, education or experience?

• If you’re an HR manager, your work experience should come before your education

If you still have questions, you can check out our guide on how to list education on a resume .

Top 10 Skills for an HR Resume

You need a certain set of skills to be a great HR manager.

It’s these skills that the recruiter is scanning for as they read your resume. 

Here are some of the most important HR skills to list on your resume:

Hard Skills for an HR Professional:

• Data analysis
• Evaluations
• HR Software (HRIS)

Soft Skills:

• Emotional intelligence
• Communication
• Collaboration
• Employee relations
• Organization

Looking for a more comprehensive list? Here’s a mega-list of 100+ must-have skills .

Other Resume Sections You Can Include

By this point, you’re likely itching to get your resume out to the companies you want to work for.

After all, your resume is now the best it can be, right?!

Well, not really.

Remember, the #1 goal in the application process is to stand out.

And a resume that looks like a carbon copy of all the others is not going to do that.

If you’ve got your skills and experiences sorted, the following sections may be the deciding factor.

Awards & Certifications

Were you awarded for any projects during university?

Have you finished any HR-related courses on Coursera?

Whatever the recognition, you can improve your resume by including awards and certifications.

• Recruiting, Hiring, and Onboarding Employees -  Coursera Certificate
• Preparing to Manage HR - Coursera Certificate
• Improve Your English Language Communication Skills - First Language School

Whether or not the human resources job requires you to speak a second language, the ability to do so is very impressive.

So, feel free to add a language section if you have space.

Order the languages by proficiency:

• Intermediate

Now, you may be wondering, “why does the recruiter need to know about my passion for art?”

Well, because it shows your personal side.

And you’re more than an HR machine right?! 

As such, include some of your interests to become more relatable.

If you want some ideas of hobbies & interests to put on your resume, we have a guide for that!

Match Your Cover Letter with Your Resume

Oh dear…more writing.

But bear with us for a moment, as it’s for good reason.

Cover letters are still a vital part of the application process .

You can use this guide to write a dazzling HR resume, but failure to include a cover letter still gives your competition the edge.

Cover letters give a chance to talk to the recruiter with more depth and personality. 

Even better, it shows the company that you want THIS job , and you’re not just randomly sending resumes to every company in the local area.

Just like with the resume, the cover letter needs to be structured correctly. Here’s how to do that:

And here’s what goes in each section:

Contact Details

Your personal contact information, including full name, profession, email, phone number, and location

Hiring Manager’s Contact Information

Full name, position, location, email

Opening Paragraph

Your introduction should be very strong. If you don’t manage to hook the hiring manager here, they’re not going to read the rest of your resume. So, mention:

• The specific position you’re applying for
• Your experience summary and top achievements

Once you’ve got the hiring manager hooked, you can go through the rest of your work history and personal background. Some of the points you can mention here are:

• Why you want to work for this specific company
• Anything you know about the company’s culture
• What are your top skills and how are they relevant for the job
• If you’ve worked in similar industries or positions

Closing Paragraph

This is where you:

• Wrap up any points you missed in the body paragraph
• Thank the hiring manager for their time
• End with a call to action. Something like, “I’d love to further discuss how my experience as an X can help the company with Y”

Formal Salutations

To keep everything professional, use formal closing, such as “Best regards” or “Sincerely.”

Creating a cover letter is a craft. But don’t worry, you can call on our how to write a cover letter for guidance.

Key Takeaways

We’re assuming that you followed all of the advice in this guide, and are now about to receive an interview…or five. 

Before you go, let’s go over the main rules when creating a HR resume:

• Select the correct format for an HR resume. Use a reverse-chronological format, and follow the best layout practices to keep everything clear and concise
• Instantly grab the reader’s attention with a summary or objective 
• Prioritize talking about your achievements, instead of your responsibilities
• Match your resume with a HR cover letter that follows the best practises 

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Resume Worded   |  Proven Resume Examples

• Resume Examples
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Human Resources (HR) Generalist Resume Examples: Proven To Get You Hired In 2024

Jump to a template:

• Human Resources (HR) Generalist
• Employee Relations Specialist
• Talent Acquisition Specialist
• HR Business Partner
• Senior HR Advisor

Get advice on each section of your resume:

Jump to a resource:

• Human Resources (HR) Generalist Resume Tips

Human Resources (HR) Generalist Resume Template

Download in google doc, word or pdf for free. designed to pass resume screening software in 2022., human resources (hr) generalist resume sample.

In the world of Human Resources, an HR Generalist is seen as a jack-of-all-trades. You're the go-to expert handling a broad range of responsibilities, from recruitment to employee relations, benefits, and more. Lately, companies are seeking HR generalists who are not only well-versed in traditional HR skills, but also data-driven and tech-savvy. They're eager to find those who can leverage people analytics and HR Information System (HRIS) software to lead data-backed organizational decisions and streamline HR processes. When crafting your resume, remember that it's your personal marketing tool. It's not merely a list of job responsibilities; it's an opportunity to sell your unique blend of skills, experiences, and traits. Show your value proposition - how you can make a difference in the company's HR practices and overall business strategy. Be specific, include relevant achievements, and quantify them if possible.

We're just getting the template ready for you, just a second left.

Recruiter Insight: Why this resume works in 2022

Tips to help you write your human resources (hr) generalist resume in 2024,    highlight tech savviness and analytical skills.

In the skills section, emphasize your proficiency in HRIS, applicant tracking systems, and people analytics. Describe specific instances where you used these tools to improve HR processes or make data-informed decisions.

   Showcase a blend of soft and hard skills

As an HR generalist, you need both people skills and technical know-how. Therefore, strike a balance in your resume. List instances where you managed conflict resolution or employee relations, and also detail your understanding of HR laws and compliance.

Human resources generalists can have wide-ranging responsibilities including hiring, administrative tasks, managing employee performance, and developing company policies. If you’re going for this job, use your resume to highlight your versatility and competence in a variety of different human resources-related duties (such as managing payroll or creating programs to boost employee morale).

   Focuses on human resources experience

Generalists need to be able to perform a variety of responsibilities well. Focusing your resume on similar roles that you’ve done in the past -- even if the duties weren’t identical -- shows that you can wear different hats and are experienced with the type of work that you might do in your new job.

   Good use of action verbs which highlight HR experience

Using clear and specific language also paints a clear picture of what you accomplished at past jobs and how you did it. Action verbs such as “managed”, “developed”, and “structured” are very human resources-specific and showcase relevant skills for the job.

Employee Relations Specialist Resume Sample

Talent acquisition specialist resume sample, hr business partner resume sample, senior hr advisor resume sample.

As a hiring manager who has recruited HR Generalists at companies like Amazon, Google, and Deloitte, I've reviewed hundreds of resumes. The best resumes effectively highlight the candidate's ability to support all aspects of the employee lifecycle, from recruitment to performance management. They also demonstrate strong interpersonal skills and the ability to partner with business leaders. Here are some tips to make your HR Generalist resume stand out:

   Highlight your experience across all HR functions

HR Generalists are expected to have a broad range of skills across various HR functions. Make sure your resume reflects your experience in:

• Recruiting and staffing: Partnered with hiring managers to fill 50+ positions annually, reducing time-to-hire by 20%
• Employee relations: Investigated and resolved 30+ employee relations issues, maintaining a 95% employee retention rate
• Performance management: Implemented a new performance review process for 200+ employees, resulting in a 25% increase in employee engagement scores
• Compensation and benefits: Conducted market analysis and made recommendations for compensation adjustments, resulting in a 10% reduction in employee turnover

Quantify your achievements wherever possible to demonstrate your impact.

   Showcase your ability to partner with business leaders

HR Generalists often serve as strategic partners to business leaders. Highlight examples of how you've collaborated with managers and executives to support business objectives:

• Partnered with sales leadership to design and implement a new commission structure, resulting in a 15% increase in sales revenue
• Collaborated with the operations team to develop and deliver training on new safety protocols, reducing workplace accidents by 30%

Avoid using vague statements like:

• Worked with managers on various HR initiatives
• Supported business objectives through HR programs

Instead, be specific about the initiatives you worked on and the results you achieved.

   Emphasize your interpersonal and communication skills

HR Generalists interact with employees at all levels of the organization, so strong interpersonal and communication skills are essential. Use your resume to highlight examples of how you've:

• Mediated conflicts between employees and managers, resulting in a 90% resolution rate
• Delivered training sessions on topics like diversity and inclusion, receiving an average rating of 4.5/5 from participants
• Presented HR metrics and insights to senior leadership on a quarterly basis

Avoid generic statements like "strong communication skills" without providing specific examples to back them up.

   Tailor your resume to the specific job requirements

While HR Generalist roles share many common responsibilities, the specific requirements can vary depending on the company and industry. Review the job description carefully and tailor your resume to highlight the skills and experience that are most relevant.

For example, if the job description emphasizes experience with a particular HRIS system, make sure to call that out on your resume:

Implemented and managed Workday HRIS for a company of 500+ employees, resulting in a 50% reduction in manual data entry and a 25% increase in employee self-service

If the job requires experience with union contracts, highlight any relevant experience you have in that area.

   Include relevant certifications and professional development

HR Generalists are expected to stay up-to-date on the latest trends and best practices in HR. Include any relevant certifications or professional development courses you've completed, such as:

• SHRM-CP (Society for Human Resource Management Certified Professional)
• PHR (Professional in Human Resources)
• Diversity and Inclusion Certification from Cornell University

Avoid listing irrelevant or outdated certifications that don't directly apply to the HR Generalist role.

   Use metrics to demonstrate your impact

Wherever possible, use metrics to demonstrate the impact you've had in previous HR roles. This could include:

• Reduced time-to-hire from 45 days to 30 days by implementing a new applicant tracking system
• Improved employee engagement scores by 20% through the launch of a new recognition program
• Reduced turnover rate from 25% to 15% by implementing stay interviews and exit surveys

Metrics help to quantify your achievements and make your resume more impactful. Avoid using vague statements like "improved employee engagement" without providing specific numbers to back it up.

Writing Your Human Resources (HR) Generalist Resume: Section By Section

  summary.

A resume summary is an optional section that appears at the top of your resume, just below your contact information. While not required, it can be a valuable addition for HR generalists, particularly if you have several years of experience or are making a career change. A well-written summary can quickly convey your key qualifications and career goals to a hiring manager, making your resume stand out.

When crafting your HR generalist resume summary, focus on highlighting your most relevant skills, experiences, and achievements. Tailor your summary to the specific HR generalist position you're applying for, incorporating keywords from the job description. However, avoid simply repeating information that already appears elsewhere in your resume.

To learn how to write an effective resume summary for your Human Resources (HR) Generalist resume, or figure out if you need one, please read Human Resources (HR) Generalist Resume Summary Examples , or Human Resources (HR) Generalist Resume Objective Examples .

1. Highlight your HR expertise and key skills

In your HR generalist resume summary, emphasize your core HR skills and areas of expertise that align with the job requirements. Consider including:

• Years of experience in human resources
• Specific HR functions you specialize in (e.g., recruiting, employee relations, benefits administration)
• Key skills relevant to the HR generalist role (e.g., HRIS systems, compliance knowledge, talent management)

Here's an example of a summary that effectively highlights HR expertise:

HR professional with 5+ years of experience in full-cycle recruiting, employee relations, and benefits administration. Adept at leveraging HRIS systems to streamline HR processes and ensure compliance. Proven track record of implementing successful talent management strategies to drive employee engagement and retention.

2. Showcase your impact and achievements

While it's important to highlight your HR skills and experience in your summary, avoid making generic statements or using corporate buzzwords. Instead, focus on showcasing your impact and achievements.

Compare these two examples:

• Results-oriented HR generalist with a proven track record of success.
• Highly motivated and dedicated HR professional with strong communication skills.

Instead, quantify your achievements and provide specific examples:

• HR generalist who reduced time-to-hire by 30% through implementing a streamlined recruiting process.
• Developed and delivered training programs that increased employee satisfaction scores by 25%.

By showcasing your measurable impact, you demonstrate the value you can bring to the organization and make your resume summary more compelling.

  Experience

The work experience section is the heart of your resume as an HR generalist. It's where you showcase your relevant skills, accomplishments, and impact in previous roles. Craft this section carefully to demonstrate your value to potential employers.

1. Highlight HR initiatives and projects

As an HR generalist, you've likely led or contributed to various HR initiatives and projects. Showcase these effectively in your work experience section.

Instead of simply listing your responsibilities, describe the specific initiatives you worked on and their impact. Use metrics to quantify your achievements whenever possible.

• Implemented a new applicant tracking system, reducing time-to-hire by 30% and improving candidate experience scores by 25%
• Developed and delivered a comprehensive training program on diversity and inclusion for 500+ employees, resulting in a 15% increase in employee engagement scores

2. Showcase your expertise in key HR functions

HR generalists are expected to have a broad skill set across various HR functions. Use your work experience section to showcase your expertise in areas such as:

• Talent acquisition and recruitment
• Employee relations and performance management
• Compensation and benefits administration
• Training and development
• HR compliance and record-keeping

Provide specific examples of how you've excelled in these areas. For instance:

• Managed the full-cycle recruitment process for 25+ positions annually, sourcing top talent and maintaining a 95% offer acceptance rate
• Conducted thorough investigations into employee relations issues, providing fair and timely resolutions while minimizing legal risks

3. Use strong, industry-specific action verbs

When writing your work experience section, use powerful action verbs that are specific to the HR industry. This helps create a strong impression and highlights your relevant skills.

Instead of generic verbs like 'managed' or 'handled', opt for more descriptive verbs such as:

• Orchestrated - e.g. 'Orchestrated the implementation of a new HRIS system'
• Mediated - e.g. 'Mediated conflicts between employees and management'
• Spearheaded - e.g. 'Spearheaded a company-wide initiative to improve employee wellness'
• Audited - e.g. 'Audited HR processes to ensure compliance with labor laws'

Responsible for onboarding new hires and managing employee records.

Instead, write:

Orchestrated the onboarding process for all new hires, streamlining paperwork and reducing time-to-productivity by 20%. Meticulously maintained employee records, ensuring 100% accuracy and compliance.

4. Tailor your experiences to the job description

While it's important to provide a comprehensive overview of your HR experience, you should also tailor your resume to the specific job you're applying for. Review the job description carefully and highlight the experiences and skills that are most relevant.

For example, if the job description emphasizes experience with employee training and development, focus on your related achievements:

• Created and delivered a leadership development program for high-potential employees, resulting in a 30% improvement in leadership competency scores and 50% reduction in turnover among program participants

On the other hand, if the role requires expertise in HR compliance and risk management, shift your focus accordingly:

• Conducted regular audits of HR policies and practices, ensuring 100% compliance with federal and state regulations. Implemented proactive risk management strategies, successfully avoiding any legal issues or fines.

  Education

Your education section is a key part of your HR generalist resume. It shows hiring managers that you have the knowledge and training to do the job well. Here are some tips for writing a strong education section:

1. Put your degree first if you're a recent grad

If you just finished school, put your education at the top of your resume. This is because your degree is your strongest qualification right now.

• Name of your school
• Location of your school
• Name of your degree
• Graduation year
• GPA (if above 3.5)
• Relevant coursework

For example:

Northwestern University, Evanston, IL Bachelor of Science in Human Resources Management, 2022 GPA: 3.8 Relevant Coursework: Organizational Behavior, Employee Benefits, Talent Acquisition

2. Keep education short if you have 5+ years of HR experience

Once you have a few years of HR experience, your education becomes less important. Hiring managers will focus more on your work history. So keep your education section short and sweet.

Bad example:

• XYZ University Bachelor's Degree in Business Administration Concentration in Human Resources Management Graduated: May 2012 GPA: 3.2

Instead, just include:

• Degree, University

Bachelor of Business Administration, XYZ University

3. Add HR certifications to boost your credentials

HR certifications show that you have specialized knowledge. They can give you an edge over other candidates. Some top HR certifications include:

• SHRM-CP (Certified Professional)
• SHRM-SCP (Senior Certified Professional)
• SPHR (Senior Professional in Human Resources)

If you have a certification, add it to your education section. For example:

Master's in Human Resources Management, ABC University, 2015 Senior Professional in Human Resources (SPHR), HR Certification Institute, 2020

If you have several certifications, you can also create a separate "Certifications" section.

  Skills

The skills section on your human resources generalist resume is where you showcase the specific abilities and knowledge that make you a strong candidate for the role. This section should be tailored to the job description and highlight the most relevant skills that demonstrate your expertise in HR.

When writing your skills section, consider the following tips to make it stand out to hiring managers and applicant tracking systems (ATS).

1. Include a mix of hard and soft skills

As an HR generalist, you need a combination of technical skills and interpersonal abilities to succeed in your role. Make sure to include a balance of both hard and soft skills in your skills section.

Hard skills are specific, measurable abilities that are often learned through training or education. For an HR generalist, these might include:

• Human resource information systems (HRIS)
• Applicant tracking systems (ATS)
• Benefits administration
• Payroll processing

Soft skills, on the other hand, are personal attributes and traits that enable you to work well with others and handle various situations. Important soft skills for HR generalists include:

• Communication
• Problem-solving
• Conflict resolution

2. Categorize your skills for easy scanning

To make your skills section more organized and reader-friendly, consider grouping your skills into categories. This allows hiring managers to quickly scan your resume and identify the most relevant skills for the position.

For example, you might categorize your skills like this:

Human Resources : Employee relations, performance management, onboarding, policy development Compliance : Labor law, OSHA regulations, EEO compliance Technology : HRIS, ATS, Microsoft Office Suite

Avoid simply listing skills without any context or categorization, like this:

Skills: Communication, empathy, HRIS, payroll, benefits, training, compliance, employee relations, conflict resolution

3. Tailor your skills to the job description

One of the most important aspects of crafting an effective skills section is tailoring it to the specific job you're applying for. Hiring managers want to see that you have the particular skills and experience they're looking for in a candidate.

Before writing your skills section, carefully review the job description and make note of any specific skills, tools, or qualifications mentioned. Then, incorporate these keywords into your skills section wherever applicable.

For example, if the job description emphasizes experience with a particular HRIS like Workday, make sure to include it in your skills section:

Technology : Workday HRIS, ADP Workforce Now, Microsoft Office Suite

4. Highlight your level of proficiency

In some cases, it may be helpful to indicate your level of proficiency for certain skills, especially if you're highly experienced or an expert in a particular area. This can help you stand out from other candidates and demonstrate the depth of your knowledge.

One way to do this is by using proficiency levels next to your skills, like this:

Performance management (Expert) Employee relations (Advanced) Benefits administration (Intermediate) Workday HRIS (Beginner)

However, be honest about your proficiency levels and avoid overstating your abilities. Only use 'Expert' or 'Advanced' if you truly have extensive experience and knowledge in that area.

Skills For Human Resources (HR) Generalist Resumes

Here are examples of popular skills from Human Resources (HR) Generalist job descriptions that you can include on your resume.

• Accounts Receivable (AR)
• Financial Reporting
• Accounts Payable
• Financial Accounting
• General Ledger
• Account Reconciliation
• ADP Payroll

Skills Word Cloud For Human Resources (HR) Generalist Resumes

This word cloud highlights the important keywords that appear on Human Resources (HR) Generalist job descriptions and resumes. The bigger the word, the more frequently it appears on job postings, and the more likely you should include it in your resume.

How to use these skills?

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Resume Guide: Detailed Insights From Recruiters

• Human Resources (HR) Resume Guide & Examples for 2022

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Human Resources (HR) Generalist Resumes

• Template #1: Human Resources (HR) Generalist
• Template #2: Human Resources (HR) Generalist
• Template #3: Human Resources (HR) Generalist
• Template #4: Employee Relations Specialist
• Template #5: Talent Acquisition Specialist
• Template #6: HR Business Partner
• Template #7: Senior HR Advisor
• Skills for Human Resources (HR) Generalist Resumes
• Free Human Resources (HR) Generalist Resume Review
• Other Other Resumes
• Human Resources (HR) Generalist Interview Guide
• Human Resources (HR) Generalist Sample Cover Letters
• Alternative Careers to a Human Resources Manager
• All Resumes
• Resume Action Verbs

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Jobscan > Resume Examples > Human Resources Resume Examples, Skills and Keywords > HR Generalist Resume Examples, Skills, and Keywords

HR Generalist Resume Examples, Skills, and Keywords

As an HR generalist you know that going the extra mile will help you get noticed by potential employers. Use these HR generalist resume samples and skills to help you land your dream job.

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HR Generalist Resume Sample

If you’re an HR generalist, looking for a job may seem like a fairly easy endeavor. After all, you’re a people person and you already know the secret tips and tricks to bypass the applicant tracking system (ATS) and land an interview. Still, looking for a job can be an intimidating task regardless of your HR expertise and experience. It’s best not to overthink the resume-writing process too much, though. Use your HR wisdom in your favor.

Let your HR generalist skills shine through by writing a stellar resume that hits all the skills and keywords a hiring manager will be looking for. If you need a little extra push, we’re here to walk you through the whole process and help you get that job. All you need to do is complement what you already know with the below suggestions on how to put together an HR generalist resume that stands out from the rest.

To get you started, check out this recruiter-approved HR generalist resume example. This can help you get a good idea of how to format your resume.

New Orleans, LA 70032 • (555) 555-1234 • [email protected] • linkedin.com/in/g-kilgariff

HUMAN RESOURCES (HR) GENERALIST

Professional Human Resources Manager with over 13 years’ experience in diverse HR assignments, including talent acquisition, employee relations, performance management, and Alternative Dispute Resolution (ADR). Exceptionally skilled at administering corporate HR initiatives, and prioritizing and managing multiple projects and deadlines concurrently.

Talent Acquisition & Development | Engagement | On-Boarding| Performance Evaluation | Leadership Development | Program Management | Operational Performance | Process Improvement HRIS – SAP | Oracle | Peoplesoft | Payroll / ADP | Regulatory Compliance | Data & Analytics

Drive efficacy in the SAP payroll system by analyzing payroll data. Process a full range of payroll transactions including garnishments, benefit deductions, overtime, bonus payments, and commissions, bi-weekly for over 5,000 exempt and nonexempt employees in multiple states.

• Complete weekly and bi-weekly payroll, including adjustments when required, effectively utilizing HR/Benefits software
• Collaborate closely with Director of Payroll and IT staff to maintain the integrity of employee data and relevant payroll and benefits data
• Responsible for all HR related vendor invoices including auditing and preparation for remittance of all weekly, bi-weekly, monthly, and quarterly vendor invoices
• Liaise with Payroll department, benefits broker and carriers to resolve employee payroll and benefits matters • Serve as a consultant for difficult situations; provide best practices to workplace disputes, coach and drive positive organizational change, and maintain high ethical standards and confidentiality

Managed talent acquisition, onboarding, payroll administration, and records management. Maintained and updated employee benefits and records; collaborated with an accountant to ensure accurate payroll.

• Developed and implemented internal HR processes, FMLA and other LOA processes and recruiting procedures, including: classification of positions, job postings, interviews, and applicant tracking system
• Designed a more comprehensive and coordinated approach to the recruitment and talent acquisition process, which yielded improved alignment of job postings, interviews, orientation, and training
• Managed HRIS system and assisted employees at all levels with work related issues including FMLA, workers’ compensation, benefits, career development and employee relations issues
• Administered on-boarding process for new employees and new-hire orientation program • Assisted in the development of training programs and delivery of various supervisory and employee training Reduced employee-related driving incidents by 85%.

Coordinated 20-30 volunteers for a newly created childcare program. Established Parent Liaison role to act as a link between employees and parents, to cultivate trust and develop sound partnerships.

• Facilitated Human Resources (HR) functions, including on-boarding, new hire orientations and trainings; scheduling and conducting interviews, creating weekly volunteer schedules, and managing all correspondence

Established and managed the HR function for a newly created non-profit organization. Managed staff recruitment, orientation, and benefit programs, including healthcare, dental, retirement, life insurance, disability, and unemployment insurance.

• Developed and administered human resources plans and procedures for all company personnel, and assisted in driving company culture
• Planned and developed policies, annual goals/objectives, and the financial program set by the Board of Directors
• Contributed to setting the foundation for company success by serving as a member of the Performance Evaluation Team, and on the first Strategic Planning Committee
• Implemented and updated compensation program, rewrote job descriptions, developed salary budget, analyzed compensation monitored the performance evaluation program
• Evaluated results in relation to established goals, and recommended new approaches, policies and procedures to effect continual improvements in efficiency

Society for Human Resources Management (SHRM)

Professional Human Resources Certification

Resume written by Lezlie Garr

Why this resume works

HR Generalist Resume Skills and Keywords

As an HR generalist, you’re likely well-acquainted with ATS already, but it’s always good to brush up on your skills. Below are some HR generalist resume keywords to help you bypass any ATS that recruiters and hiring managers may be using. These are the most common HR generalist resume skills to look for within any job description. When you see these skills listed, incorporate them into your resume to increase your chances of getting hired.

Top 30 HR Generalist Resume Skills

• Technical recruiting
• Customer service
• Employee benefits
• Company policies
• Evaluations
• Job postings
• Employment law
• Interviewing
• Research data
• Microsoft Office
• Performance appraisal forms
• Recruiting strategies
• Human resource planning
• Applicant tracking systems
• Employee handbooks
• Equal employment opportunity compliance
• New hire paperwork
• Active listening
• Communication
• Accountability
• Time management
• Attention to detail
• Multitasking

5 Resume Writing Tips for HR Generalists

Now that you’ve put together a list of your skills and the appropriate keywords, you’re one step closer to landing any job you want in the HR generalist field. But before you start writing your HR generalist resume, make sure to take the following tips into account.

1. Follow the application instructions thoroughly

Don’t start writing your resume before you know what the recruiter is looking for. Some hiring managers ask for specific things from all applicants before they will consider them. Failing to follow instructions accordingly might automatically disqualify you from the application process. This means you won’t even make it to the ATS stage and all your hard work will be in vain.

Examine the job post with extreme care and look for:

• Special formatting requests
• Particular keywords
• Questions you might need to answer
• Information to avoid

2. Make sure your writing is flawless

As an HR generalist, you already know how hard it is to make a good first impression, especially on paper. You don’t want to blow your chances of getting hired by showing little attention to detail. Spelling mistakes, typos, and poor grammar will kick your resume to the bottom of the pile. Always make sure that your writing is free of mistakes. If not, you’ll come across as an unprofessional candidate.

Of course, sometimes it’s hard to spot errors in your own writing. It can be helpful to let your resume simmer overnight once you’re done and come back to it with a fresh set of eyes in the morning. You can also use a spelling or grammar checker, but those won’t catch everything. If you can, find someone you trust to proofread your document. Whatever you do, don’t submit your resume until you’re 100% satisfied with it.

3. Catch any prospective employer’s eye with the right language

The way you present your experience and skills will set a good resume apart from just an okay one. Stay away from generic language that will make your document look like everybody else’s. Steer clear from cliched terms like:

Instead, use more proactive language and incorporate action words . Avoid using passive voice. You want to keep the focus on the person of the hour: you. This will make your document engaging and a lot easier to read.

4. Customize your HR generalist resume

You’ve probably heard this tip a million times before: Sending the same resume to all prospective employers won’t get you very far. Most hiring managers can spot a general resume immediately. A tailor-made resume will show recruiters and hiring managers that you did your homework and that you want to work exclusively for them . A customized resume with just the right job-specific keywords will also give you a better chance to bypass the ATS.

5. Tell your dream employer what you’re looking forward to

Sure, talking about your past achievements is extremely important if you want to properly showcase your HR expertise. But you should also add a small section to talk about what you want to learn and accomplish moving forward. This extra bit of information will give you an edge over other candidates. It will show your prospective employers that you see yourself working with them long term and that you’re already thinking about what you can bring to the table.

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13 Human Resources Resume Examples for Your 2024 Job Search

Human resources managers understand how important it is to make hiring decisions based on qualification and fit. As an HR manager, your resume should clearly exhibit your effectiveness with the specific areas of people management that the organization needs. Today we'll examine 11 human resources manager resumes and take a close look at what really makes a strong resume.

Resume Examples

Resume guidance.

• High Level Resume Tips
• Must-Have Information
• Why Resume Headlines & Titles are Important
• Writing an Exceptional Resume Summary
• How to Impress with Your Work Experience
• Top Skills & Keywords
• Go Above & Beyond with a Cover Letter
• Resume FAQs
• Related Resumes

Common Responsibilities Listed on Human Resources Resumes:

• Administering health benefits, retirement plans and other employee incentives.
• Developing job descriptions.
• Supporting recruitment efforts.
• Ensuring compliance with labor laws and regulations.
• Responsibility for new employee onboarding and orientations.
• Assisting in organizational goal setting/strategic planning.
• Developing and delivering training materials/workshops.
• Assessing staff performance and conducting performance evaluations.
• Managing employee relations issues such as disputes and disciplinary measures
• Partnering with departments on hiring needs and talent development initiatives
• Creating and enforcing workplace policies and procedures
• Maintaining employee records and documentation
• Handling employee inquiries and grievances
• Analyzing HR metrics and providing reports to upper management

You can use the examples above as a starting point to help you brainstorm tasks, accomplishments for your work experience section.

Human Resources Resume Example:

• Successfully managed the recruitment process for multiple departments, resulting in a 25% increase in employee retention rate.
• Developed and implemented new employee retention and engagement programs, resulting in a 15% increase in employee satisfaction and engagement.
• Led the design and implementation of a new performance management system, resulting in a 20% increase in employee performance.
• Constructed employee survey to evaluate job satisfaction, garnering 1,000 responses and detailed analysis.
• Implemented and managed employee retention and engagement programs, resulting in a 10% increase in employee satisfaction and engagement
• Developed and executed recruitment strategies, resulting in a 15% increase in the quality of new hires
• Worked with cross-functional teams to develop and execute on-time and on-budget projects and initiatives
• Assisted with 15+ job fairs and recruiting events, successfully recruiting 200 potential candidates for HR roles
• Assisted in the management of recruitment process, resulting in a positive impact on the company's overall performance
• Demonstrated strong attention to detail, resulting in a 25% decrease in errors
• Provided support to senior human resources managers, resulting in a positive impact on the company's overall performance
• Recruiting & Hiring
• Talent Acquisition
• Performance Management
• Employee Retention
• Employee Engagement Strategies
• Analytical & Critical Thinking
• Conflict Resolution
• Training & Development
• Data Analysis & Interpretation
• Communication & Interpersonal Skills
• Budgeting & Cost Analysis
• Project Management & Execution
• Event Planning & Organization
• HR Processes & Policies
• Regulatory Compliance
• Negotiation & Mediation
• Coaching & Mentoring
• Change Management
• Cultural Sensitivity & Awareness
• Customer Service & Relationship Building
• Human Resource Management
• Business Administration

Beginner Human Resources Resume Example:

• Spearheaded successful interview processes, led orientation events, and managed onboarding activities for more than 20 new hires, enhancing morale and performance in the organization.
• Introduced a comprehensive employee recognition system, resulting in improved employee morale and a reduction of turnover rate by 20%.
• Facilitated the design and execution of an employee communication program, helping to improve two-way dialogue between senior management and the workforce.
• Recruitment & Selection Processes
• Training & Onboarding
• Orientation Programs
• Employee Relations & Engagement
• Conflict Resolution & Mediation
• Benefits & Compensation Administration
• Behavioral Interview Techniques
• Employee Recognition & Rewards
• Salary & Job Negotiations
• Employee Retention & Turnover Reduction
• Policies & Procedures Development
• Conflict Management & Investigation
• Labor Law & Employment Regulations
• Data Analysis & Report Writing
• Public Speaking & Presentation Skills
• Auditor & Compliance Management

Entry Level Human Resources Resume Example:

• Improved general HR database accuracy and data security by updating 10,000+ records through an automated system.
• Developed detailed diversity and inclusion initiatives that increased gender-specific hiring initiatives by 7%.
• Coordinated the tasks for onboarding for over 50 new employees, reducing the process by 40%.
• Created a streamlined performance review process, resulting in consistency and accuracy throughout the company
• Developed and implemented a completely new HR policy manual, increasing compliance with state-wide labor laws
• Compiled and organized employee data for a secure and easy to access database
• Implemented a detailed payroll management system that secured employee payment accuracy and confidentiality
• Streamlined leave of absence processes resulting in a 25% decrease in the number of return employees
• Assisted in the recruitment of top talent through rigorous job posting campaigns and consistent interviewing processes
• Database accuracy and data security
• Diversity and inclusion initiatives
• Onboarding processes
• Performance review processes
• HR policy manual development and implementation
• Payroll management
• Leave of absence process management
• Recruitment and interviewing
• Job posting campaigns
• Organizational and communication skills
• Time management and multitasking
• Conflict resolution
• Research and analytical skills
• Professional demeanor and customer service
• Attention to detail and results-driven
• Communication

Experienced Human Resources Resume Example:

• Spearheaded the development of the company’s HR strategy, integrating corporate and global objectives and driving organizational performance.
• Streamlined and designed the onboarding process, decreasing employee onboarding time by 40% and increasing employee satisfaction by 30%.
• Saved 123 hours a year in administrative time by researching, implementing and managing a modern HR system that improved employee record keeping.
• Successfully created an employee engagement strategy with the sole purpose of increasing retention rates by 50%
• Organized comprehensive onboarding and training processes that improved employee knowledge of company policies and procedures and reduced onboarding time by 25%
• Negotiated and reached a successful collective bargaining agreement with union representatives that was backed and ratified by all parties
• Assisted in the development of the HR department’s strategic objectives, integrating them with the corporate goals of the organization and increasing performance outcomes by 15%
• Developed a standards-based disciplinary process and successfully addressed three high-level grievances cases through successful resolution
• Managed employee records and facilitated seamless transition by designing and implementing an automated Human Resources systems that increased efficiency by 20% and saved the organization over $50K annually
• Strategic Planning
• Organizational and Resource Management
• Employee Engagement
• Negotiation
• Onboarding and Training
• HR System Administration
• Employee Record Keeping
• Data Analysis and Reporting
• Collective Bargaining Agreements
• Industrial Relations
• Disciplinary Processes
• Recruitment and Selection
• Communication, Interpersonal and Leadership Skills
• Organizational Development
• Employee Relations

Fresher Human Resources Resume Example:

• Developed and maintained personnel files, including employee reviews and attendance records, to capture workforce trends.
• Assisted in the evaluation of 10 potential external vendors, resulting in a successful partnering agreement.
• Established effective communication channels between management level positions and employees, resulting in an increase in employee engagement.
• Contributed to the implementation of new, innovative HR practices, allowing the university to meet compliance regulations.
• Organizational Skills
• Vendor Selection/Management
• Compliance/Regulatory Knowledge
• Strategic Planning & Execution
• Data Entry & Analysis
• Performance Measurement & Improvement
• Effective Communication & Interpersonal Skills
• Problem-solving & Troubleshooting
• Multi-tasking & Time Management
• Training & Development Programs
• Payroll & Benefits Administration
• Talent Retention & Motivation Strategies
• Risk Management & Organizational Safety
• Diversity & Inclusion Practices
• Change Management Strategies
• HR Technology Solutions (e.g. ATS systems)
• Team Building & Leadership Development

HR Assistant Resume Example:

• Successfully facilitated the efficient recruitment process for 50+ positions, leading to a 77% decrease in open vacancy times.
• Streamlined payroll systems to ensure compliance with all federal, state, and local regulations.
• Developed and implemented HR strategies and initiatives that resulted in a 10% decrease in employee attrition rate.
• Established a comprehensive onboarding program for new hires, ensuring minimal disruption to existing operations and a successful transition for new employees
• Effectively managed employee relations issues in a timely yet sensitive manner, resulting in a 30% decrease in HR complaints
• Created exit interviews process, allowing Human Resources to better understanding employee reasons for leaving
• Recruitment & selection
• Compensation & benefits management
• Employee relations
• Performance management
• Organization & project management
• Payroll processing
• Onboarding & exit interviews
• Compliance & regulations
• Training & development
• HR analytics & reporting
• Change management
• Time & attendance tracking
• Records management
• Employee engagement
• Employee motivation
• Microsoft Office Suite
• Recruiting software
• Database management

Human Resources Generalist Resume Example:

• Spearheaded recruitment and onboarding process, propelling the organization toward increased candidate retention and efficiency driven success
• Posted job ads and organized interview logistics for 200+ applicants, resulting in a successful onboarding rate of over 89%
• Designed and implemented a comprehensive performance management system to evaluate employee progress, resulting in a 15% increase in staff retention and a 12% reduction in workplace grievances
• Established key performance indicators and implemented corrective policies to streamline employee development objectives
• Optimized employee compensation and benefits package, resulting in a 17% reduction in expenditures while still strengthening incentives to attract and retain top talents
• Sourced an array of benefit plans and maintained compliance with all applicable employment laws
• Conceptualized and implemented a benefit package, including insurance and retirement plans, to increase employee satisfaction and retention
• Designed a human resource database system to register, monitor, and evaluate personnel changes; resulting in a 25% increase in efficiency
• Created an efficient recruitment process that filled positions faster and at a lower cost, enabling the organization to stay competitive
• Recruitment and onboarding
• Performance evaluation and management
• Employment legislation/compliance
• Benefits packages/compensation optimization
• Human resources database systems
• Resourceful decision-making
• Organizational skills
• Interpersonal communication
• Analytical thinking
• Negotiation/influencing
• Data analysis
• Problem-solving
• Time management/planning
• Discretion and confidentiality
• Adaptability
• Training and development

Human Resources Intern Resume Example:

• Coordinated and facilitated 3 successful workshops, resulting in 20% shift in employee morale.
• Spearheaded recruiting and interviewing process, priming over 20 candidates for consideration.
• Implemented tracking system monitoring employee benefit performance, leading to increased efficiency in overall HR operations.
• Developed comprehensive orientation program for new hires, providing onboarding materials in 3 languages
• Organized training sessions for current staff, implementing detailed feedback system for continuing improvement
• Constructed KPIs for recruitment progress, enabling team to reach desired hiring quota in under 3 months
• Excellent communication and interpersonal skills
• Strong organizational abilities
• Resourceful problem-solving skills
• Data analysis proficiency
• Knowledge and experience of HR policies and procedures
• Ability to create recruiting strategies
• Ability to promote team collaboration
• Familiarity with Applicant Tracking System (ATS)
• Proficiency in tracking and performance monitoring
• Ability to customize training programs
• Ability to handle confidential information
• Knowledge of legislation, regulations and organizational rules
• Ability to plan and coordinate successful events
• Knowledge of techniques for promoting employee morale
• Multi-lingual skills for orienting new hires
• Punctuality and strong time management skills
• Detail-oriented and highly accurate
• Adept at conflict resolution
• Familiarity with performance appraisal systems
• Ability to assess and review applicants
• Familiarity with recruiting platforms and job boards

Human Resources Coordinator Resume Example:

• Spearheaded the onboarding process of new hires, reducing onboarding time by 25%
• Assisted in developing a performance management and career development program
• Designed a cohesive employee recognition and reward system for staff retention
• Conducted employee relations and conflict resolutions, resulting in a decrease of 15% in HR-related grievances
• Analyzed survey responses from employees and implemented changes accordingly
• Developed and implemented an efficient timesheet, insurance, and payroll process
• Established protocols to ensure compliance with labor laws and legal regulations
• Liaised between managers and employees on various Human Resources matters
• Handled disciplinary and grievance cases, improving employee satisfaction by 10%
• Ability to create, implement and maintain HR systems
• Exceptional communication and interpersonal skills
• Excellent organizational and time management skills
• Ability to assess employee performance and recommend improvements
• Expertise in employee relations and conflict resolution
• In-depth knowledge of labor laws and regulations
• Familiarity with environmental and safety standards
• Proven ability to onboard new hires
• Ability to design and execute employee reward and recognition programs
• Experienced with employee survey analysis
• Skilled at developing performance management and career development programs
• Proficiency in managing payroll, insurance and timesheets systems
• Human Resources Management

Junior Human Resources Resume Example:

• Developed and executed a vastly improved recruitment strategy, resulting in a 47% reduction in candidate acquisition process time
• Improved networking tactics to drive traffic to job posts, increasing applications by 38% Played an instrumental role in the onboarding process for 250 new hires in 2019
• Spearheaded the design and implementation of a comprehensive HR database with the complete restructuring of structured data
• Utilized existing resources and tools to increase data accuracy
• Minimized redundancies
• Streamlined reporting processes
• Measured employee performance
• Managed the payroll process for 200+ employees, creating an automated system that ensured accurate and timely payments
• Cultivated employee satisfaction
• Successfully administered 401K plan enrollments and benefit selections
• Improved compliance rates by 15%
• Recruitment & Networking Tactics
• Analytical & Strategic Thinking
• Database Design & Management
• Performance Measurement
• Automation Process Design & Implementation
• Candidate Acquisition
• HR Database Restructuring
• Onboarding Process Creation
• Data Accuracy & Streamlining
• Employee Satisfaction
• Process Improvement & Efficiency
• Compliance & Regulation

Senior Human Resources Resume Example:

• Developed and implemented an organizational performance management system that increased employee engagement by 25% in 6 months
• Established a training program within the HR department to ensure cross-functional skills development, resulting in a better utilization of employees by 20%
• Partnered with managers and leadership to drive strategic workforce planning and succession initiatives that promoted long term organizational success
• Constructed a robust applicant tracking system that improved the candidate selection process by 40% in the past year
• Created a corporate onboarding program to provide new hires with a seamless transition into the organization that increased their productivity by 10%
• Implemented new initiatives to improve employee collaboration and engagement initiatives, resulting in greater employee satisfaction and more productive work environments
• Seamlessly refreshed and managed the employees’ compensation and benefits program, increasing employee morale and loyalty by 30%
• Led lively Human Resources meetings, workshops, and seminars to cultivate a better understanding of HR processes and guidelines amongst staff
• Mentored and coached junior Human Resources staff in their career development and job function, building a better overall understanding of Human Resources operations
• Training program development
• Strategic workforce planning & succession initiatives
• Applicant tracking system
• Corporate onboarding program
• Employee engagement & collaboration initiatives
• Conducting seminars/workshops
• Mentoring & coaching staff
• HR operations
• Recruiting & hiring
• Project management
• Risk management
• Regulatory compliance
• Talent management
• Organizational development
• Budget & financial planning
• Policy & procedure development

Human Resources Specialist Resume Example:

• Developed and implemented a comprehensive employee engagement program, resulting in a 25% increase in employee satisfaction scores and a 10% decrease in turnover rate.
• Managed the recruitment and selection process for a high-volume call center, reducing time-to-fill by 30% and increasing candidate quality by 20%.
• Implemented a performance management system that aligned individual goals with company objectives, resulting in a 15% increase in overall team productivity.
• Developed and executed a diversity and inclusion strategy, resulting in a 50% increase in diverse hires and a 20% increase in employee satisfaction scores.
• Managed the benefits program, negotiating a 10% reduction in healthcare costs while maintaining the same level of coverage for employees.
• Implemented a training and development program that increased employee skill sets, resulting in a 15% increase in promotion rates and a 5% increase in employee retention.
• Developed and implemented a compensation strategy that aligned with industry standards, resulting in a 10% increase in employee satisfaction scores and a 5% decrease in turnover rate.
• Managed the HRIS system, streamlining processes and reducing administrative time by 20%.
• Ensured legal compliance by conducting regular audits and implementing necessary changes, resulting in zero legal violations over a two-year period.
• Recruitment and selection
• Diversity and inclusion
• Benefits administration
• Compensation strategy
• HRIS management
• Legal compliance
• Talent acquisition
• Workforce planning
• Onboarding and orientation
• HR analytics
• Employment law
• Succession planning
• HR policy development

Fresher HR Resume Example:

• Developed and implemented an employee engagement program that resulted in a 10% increase in employee satisfaction scores within the first six months.
• Collaborated with hiring managers to streamline the recruitment process, reducing the time-to-hire by 20% and increasing the quality of hires by 15%.
• Conducted a training needs assessment and developed a training program that improved employee performance by 25% in targeted areas.
• Managed the onboarding process for new hires, resulting in a 90% retention rate for employees within their first year.
• Developed and implemented a performance management system that improved employee productivity by 15% and reduced turnover by 10%.
• Collaborated with the finance team to analyze and optimize the company's benefits program, resulting in a 5% reduction in costs while maintaining employee satisfaction.
• Conducted a comprehensive review of the company's HR policies and procedures, identifying areas for improvement and implementing changes that increased compliance by 20%.
• Collaborated with the leadership team to develop and implement a diversity and inclusion program, resulting in a 10% increase in diversity within the company.
• Developed and implemented a talent management program that improved employee retention by 15% and increased employee satisfaction scores by 10%.
• HR policy development and compliance
• Retention strategies
• Collaboration and teamwork
• Analytical and problem-solving skills
• Time management and organization
• Communication and interpersonal skills
• Adaptability and flexibility

Benefits Consultant Resume Example:

• Revamped a major client's benefits package, leading to a 15% reduction in overall costs while enhancing coverage, which improved employee satisfaction scores by 22%.
• Negotiated with insurance carriers to secure a 10% reduction in premium rates for the client's workforce, without compromising on the quality of benefits, thereby maintaining a 98% employee enrollment rate.
• Implemented a comprehensive analytics system to track benefits utilization, resulting in a 30% increase in strategic decision-making efficiency for the client's HR department.
• Designed a tailored benefits strategy for a technology firm, aligning with their culture and demographics, which resulted in a 40% increase in talent retention over two years.
• Led a series of employee benefits training sessions that increased HR personnel's proficiency by 35%, enabling them to manage benefits inquiries and issues more effectively.
• Ensured full compliance with new healthcare legislation, avoiding potential fines of up to $500,000 for the client, while maintaining a 100% audit pass rate.
• Orchestrated the seamless transition of a client's benefits plan to a new vendor, achieving a 20% improvement in plan features and a 5% cost saving, as reported in the first year's financial review.
• Collaborated with cross-functional teams to develop and launch a wellness program that decreased employee absenteeism by 18% and enhanced overall productivity by 12%.
• Managed the benefits renewal process for a portfolio of clients, utilizing data analysis to negotiate terms, which resulted in an average of 8% cost savings across all accounts.
• Benefits strategy development
• Cost-benefit analysis
• Negotiation with insurance carriers
• Employee satisfaction enhancement
• Benefits utilization analytics
• Strategic decision-making
• Compliance with healthcare legislation
• HR training and development
• Vendor management
• Wellness program development
• Data analysis and reporting
• Benefits renewal negotiation
• Client relationship management
• Knowledge of employee benefits laws and regulations
• Effective communication skills

Human Resources Manager Resume Example:

• -Spearheaded a company-wide HR transformation initiative, resulting in a 40% improvement in employee engagement scores and a 25% reduction in staff turnover within the first year.
• -Implemented a robust performance appraisal system, leading to a 15% increase in employee productivity and the identification of key talent for leadership development programs.
• -Negotiated with benefits providers to enhance the employee benefits program, achieving a 20% cost saving while simultaneously increasing employee satisfaction with benefits by 30%.
• -Led the HR aspect of a merger, successfully integrating two corporate cultures and retaining 95% of key personnel through targeted communication and retention strategies.
• -Developed and executed a strategic recruitment campaign that filled 100% of critical roles within a three-month period, reducing time-to-hire by 50% and improving the quality of hire as measured by performance metrics by 20%.
• -Championed a diversity and inclusion program that increased the representation of underrepresented groups in the workforce by 35% and was recognized with an industry award for excellence in diversity practices.
• -Designed and facilitated targeted training programs that addressed skill gaps, resulting in a 30% increase in team efficiency and a 50% reduction in external training costs.
• -Conducted a comprehensive review and overhaul of HR policies and procedures, ensuring 100% compliance with changing labor laws and reducing potential legal risks by 75%.
• -Utilized HR analytics to provide data-driven insights to senior management, influencing strategic decisions that led to a 10% improvement in overall organizational performance.
• Strategic Human Resources Planning
• Employee Engagement and Retention
• Benefits Administration and Negotiation
• Change Management and Organizational Development
• Merger and Acquisition (M&A) HR Integration
• Talent Acquisition and Recruitment
• Diversity and Inclusion Initiatives
• Training and Development
• HR Policy Formulation and Compliance
• HR Analytics and Data-Driven Decision Making
• Leadership Development
• Employee Relations and Communication
• Conflict Resolution and Mediation
• Project Management
• Legal Knowledge in Employment Law
• Stakeholder Management
• Financial Acumen for HR Budgeting
• Technology Proficiency (HRIS, ATS, etc.)
• Cultural Competency

HR Analyst Resume Example:

• Orchestrated a comprehensive workforce analysis, leading to the development of a strategic HR dashboard that tracked and visualized key metrics, resulting in a 15% improvement in decision-making efficiency for HR leadership.
• Conducted a thorough compensation analysis that informed a company-wide salary adjustment, ensuring market competitiveness and compliance with pay equity laws, which decreased turnover by 10% in high-attrition roles.
• Played a pivotal role in refining the performance evaluation process by creating robust tools and metrics, which contributed to a 20% increase in employee satisfaction with performance management.
• Designed and implemented an employee engagement survey that provided critical insights, driving targeted initiatives that boosted overall employee engagement scores by 12% within one year.
• Enhanced talent acquisition strategies by analyzing recruitment data, identifying the most efficient sourcing channels, and optimizing the hiring process, reducing time-to-fill by 18%.
• Assisted in the optimization of the HR information system, ensuring a 30% increase in data processing efficiency and a significant reduction in errors during HR transactions.
• Developed predictive analytics models that accurately forecasted HR trends, aiding in workforce planning and resulting in a 25% reduction in understaffing during peak operational periods.
• Facilitated succession planning initiatives through in-depth analysis of employee demographics and performance data, leading to a 15% increase in internal promotion rates.
• Coordinated with the HR team to enhance compliance reporting, successfully navigating labor law changes with zero penalties or compliance issues over a two-year period.
• HR Analytics and Data Visualization
• Compensation Analysis and Pay Equity
• Performance Management Systems
• Predictive Analytics and Forecasting
• Talent Acquisition Strategy
• Employee Survey Design and Analysis
• HR Information Systems (HRIS) Management
• Workforce and Succession Planning
• Training Program Development and Skill Gap Analysis
• Decision Support and Strategic Planning
• Statistical Analysis and Reporting
• Compliance and Regulatory Understanding
• Stakeholder Engagement and Communication
• Process Improvement

HR Associate Resume Example:

• Revamped the recruitment process by implementing an ATS, leading to a 30% reduction in time-to-hire and a 25% decrease in hiring costs within the first year of adoption.
• Orchestrated a comprehensive onboarding program that accelerated new employee ramp-up time by 50%, significantly enhancing productivity and retention rates.
• Developed and executed an employee satisfaction survey that informed a new engagement strategy, resulting in a 20% improvement in overall employee morale scores.
• Administered a benefits restructuring initiative that increased employee enrollment in health and retirement plans by 40%, while maintaining cost neutrality for the organization.
• Facilitated a company-wide performance review process, introducing a 360-degree feedback system that led to a 15% increase in performance ratings' accuracy and managerial effectiveness.
• Played a key role in the implementation of a new HRIS, leading to a 35% reduction in administrative time spent on employee data management and reporting.
• Successfully mediated and resolved a series of employee relations issues, resulting in a 60% decrease in formal grievances and a more harmonious workplace environment.
• Coordinated professional development programs that upskilled 200+ employees, contributing to a 10% increase in internal promotions and a more competent workforce.
• Ensured 100% compliance with employment laws by conducting regular audits and updating HR policies, mitigating legal risks and maintaining the company's reputation as a fair employer.
• Applicant Tracking System (ATS) Management
• Recruitment Process Optimization
• Onboarding Program Development
• Employee Engagement Analysis
• Benefits Administration
• Payroll Processing and Accuracy
• Human Resources Information System (HRIS) Implementation
• HR Policy Development and Compliance
• Stakeholder Collaboration
• Legal Risk Mitigation

HR Officer Resume Example:

• Streamlined recruiting and staffing logistics, leading to a 30% reduction in time-to-hire and a 15% increase in candidate satisfaction through the implementation of an applicant tracking system and enhanced communication protocols.
• Developed and executed a comprehensive new employee orientation program that accelerated the integration process, resulting in a 20% improvement in new hire productivity within the first three months.
• Administered a company-wide performance review program, contributing to a 10% increase in employee retention by identifying and fostering career development opportunities.
• Overhauled the employee benefits program, negotiating with providers to enhance offerings while reducing costs by 18%, thereby increasing employee enrollment in health and retirement plans by 25%.
• Implemented a digital employee records management system, ensuring 100% compliance with legal standards and reducing paperwork processing time by 40%.
• Facilitated the resolution of numerous complex employee grievances and conflicts, maintaining a 95% success rate in conflict resolution without escalation to legal disputes.
• Designed and led targeted training and development initiatives, identifying skill gaps and delivering programs that resulted in a 35% increase in overall employee competency scores.
• Conducted insightful exit interviews, creating a feedback loop that led to strategic organizational changes and a 10% decrease in voluntary turnover.
• Collaborated with payroll and finance departments to streamline payroll processing, achieving a 99.8% accuracy rate and reducing payroll discrepancies by 50%.
• Applicant Tracking Systems (ATS) Management
• Recruitment & Selection
• HR Information Systems Implementation
• Data Protection & Compliance
• Employee Benefits Administration
• Conflict Resolution & Mediation
• Retention Strategy Development
• Training Program Design & Facilitation
• Exit Interview Analysis
• Stakeholder Communication
• Analytics & Reporting
• Team Leadership
• Problem Solving
• Time Management
• Interpersonal Skills

High Level Resume Tips for Human Resourcess:

When creating a resume for a Human Resources role, it’s important to emphasize your leadership skills, organizational track record, and ability to work with employees from a broad range of backgrounds. Make sure to use concrete examples of your accomplishments and successes in previous roles to help illustrate your value. It’s best to focus on specific results, such as improvements in employee satisfaction, cost savings, and efficiency gains. Demonstrate your understanding of employment law and ability to stay on top of relevant developments. Highlight your ability to maintain human resources data and guide effective personnel decisions. Don’t forget to include the soft skills necessary for success in a Human Resources role such as communication, organization, conflict resolution, and problem-solving. Be sure to tailor your resume to each job you apply for, emphasizing the skills and experiences that make you a strong fit for the specific role and company. This can help you stand out from the competition.

Must-Have Information for a Human Resources Resume:

Here are the essential sections that should exist in a human resources resume:

• Contact Information
• Resume Headline
• Resume Summary or Objective
• Work Experience & Achievements
• Skills & Competencies

Additionally, if you're eager to make an impression and gain an edge over other human resources candidates, you may want to consider adding in these sections:

• Certifications/Training

Let's start with resume headlines.

Why Resume Headlines & Titles are Important for Human Resourcess:

Human resources resume headline examples:, strong headlines.

Experienced Human Resources Professional with 4+ Years of Experience

Strategic Human Resources Manager Skilled in Employee Relations

What makes the good headlines good is that they are concise and demonstrate relevant skills and experience without unnecessary fluff. The headline should draw the employer's attention to the most important aspects of the applicant's background and qualifications. In the examples above, the good headlines specifically highlight job-relevant experience and qualifications, such as “Experienced Human Resources Professional”, “Strategic Human Resources Manager”, and “Employee Relations”.

Weak Headlines

Happy–Go–Lucky Human Resources Professional

Human Resources Professional: Four Years on the Job

What makes the bad headlines bad is that they lack proper focus and do not effectively communicate the applicant’s experience or skills. The phrases “Happy-Go-Lucky Human Resources Professional” and “Four Years on the Job” are generic, overly descriptive, and come off as unprofessional. Also, the second bad headline does not mention the applicant’s qualifications, which detracts from the resume’s impact and does not differentiate the HR professional from the other applicants.

Writing an Exceptional Human Resources Resume Summary:

A resume summary is a crucial aspect of a Human Resources Manager's resume, providing a brief yet impactful overview of their skills, experiences, and achievements in the field. As a Human Resources Manager, your summary should emphasize your expertise in personnel management, talent acquisition, and employee relations, as well as your ability to create and implement HR policies and programs that support organizational goals.

Here are a few tips for writing an effective summary for a Human Resources Manager:

• Tailor the summary to the specific job you are applying for by highlighting the most relevant skills and experiences.
• Include quantifiable accomplishments, such as reducing turnover rate, improving employee satisfaction, or launching successful employee engagement initiatives.
• Use relevant HR industry terms and keywords to demonstrate your proficiency in the field and to make your resume stand out to both humans and applicant tracking systems (ATS).
• Keep the summary concise and to-the-point, around 4 sentences or less.
• Avoid using generic statements and cliches, focus on concrete details.

Human Resources Resume Summary Examples:

Strong summaries.

• Experienced Human Resources Manager with 4+ years of experience in recruitment, employee relations, and worker development. Skilled in creating and implementing policies and procedures to promote a positive work environment.
• Proactive Human Resources Manager with 4+ years of experience in building and leading teams, and providing organizational support. Adept at utilizing data-driven insights to develop effective strategies for talent acquisition and retention.

Why these are strong:

• Both summaries are concise, feature the required experience, and provide specific examples of skills and expertise. This provides the reader with a clear understanding of the Human Resources Manager's abilities and experience.

Weak Summaries

• Experienced Human Resources Manager with 4+ years of experience. Skilled in recruitment, employee relations, and worker development.
• Human Resources Manager with 4+ years of experience. Adept at creating and implementing policies and procedures.

Why these are weak:

• Both of these resume summaries are very general and don't provide any specific information about the candidate's skills or accomplishments. They also don't show any understanding of how HR can support business goals, or how the candidate has contributed to their previous organizations. Additionally, the first example only mentions basic computer skills and recruiting, which are likely to be requirements for most HR roles, while the second example doesn't provide any information beyond the candidate's desire for a challenging role.

Resume Objective Examples for Human Resourcess:

Strong objectives.

Dedicated Human Resources professional with 1+ years of experience in the field seeking to leverage my skills in recruiting, employee relations and corporate training to join a progressive organization in a Human Resources role.

Results-driven Human Resources professional eager to use my 1+ years' experience in organizational development, staffing implementation and problem-solving to take on new challenges and help a company meet its goals.

• What makes the great resume objective great is that it explains the applicant's qualifications and what they are hoping to get out of the opportunity. It also provides an example of the experience that the candidate brings to the role.

Weak Objectives

Recent college graduate looking for Human Resources position to gain experience and learn from others.

Experienced Human Resources professional with 1+ years in the field looking for a job.

• The poor objectives do not give enough information about the applicant's background and experience and does not delineate what they can bring to the table.

Write a More Targeted Resume with AI

Speed up your resume creation process with the resume builder . generate tailored resume summaries in seconds., how to impress with your human resources work experience:, best practices for your work experience section:.

• Focus on demonstrating tangible, value-driven results (for example, increased sales, improved customer service ratings, streamlined processes, enhanced customer satisfaction).
• Prioritize the most relevant and recent work experiences to the position.
• Use strong action words to illustrate accomplishments, such as “managed”, “coordinated”, or “implemented”.
• Showcase soft skills or transferable skills that may be applicable to the position (for example, problem-solving, communication, negotiation).
• Include measurable results that illustrate success such as “increased profits by 25%” or “cut costs by 10%”.
• Limit each work experience entry to 3-6 bullet points illustrating the duties and responsibilities.
• Incorporate phrases that show value to the employer, such as “Communicated effectively with clients” or “Managed daily operations with minimum supervision”.
• Ensure that each statement focuses on the impact that you have made in each job (e.g. “Developed and implemented successful customer experience strategy”).
• Quantify achievements, where possible, to maximize impact.
• Be concise and clear in the descriptions and don’t use filler words.
• Prioritize what is important to this specific role and omit any irrelevant experience.

Example Work Experiences for Human Resourcess:

Strong experiences.

Developed and implemented a new employee training program that reduced onboarding time by 30%, resulting in a higher retention rate and increased productivity.

Conducted a thorough analysis of the company's compensation and benefits structure, resulting in a new plan that increased employee satisfaction and reduced turnover by 25%.

Implemented new HR policies and procedures that increased compliance with state and federal regulations and reduced risk for the company.

Led a successful company-wide diversity and inclusion initiative, resulting in a 20% increase in minority hires and a more inclusive work environment.

Worked closely with hiring managers to streamline the recruitment process, resulting in a 40% reduction in time to fill positions and improved candidate experience.

Designed and executed an employee engagement survey that increased employee satisfaction by 15% and provided valuable insights for the leadership team to improve workplace culture.

• In these examples, the Human Resources Manager demonstrates their ability to create impactful programs and initiatives that benefit the company and its employees. They provide specific metrics and outcomes to showcase their success and highlight their ability to work collaboratively with other teams to improve processes and achieve common goals. These bullet points are clear, concise, and provide a strong understanding of the manager's achievements in their previous roles, making them stand out to potential employers.

Weak Experiences

Conducted new hire orientations for XYZ Inc.

Maintained employee files for ABC Inc.

Assisted with conducting employee performance evaluations for DEF Inc.

Was responsible for creating and updating HR policies for GHI Inc.

Was in charge of conducting employee background checks for XYZ Inc.

Assisted with handling employee benefits enrollment for ABC Inc.

Worked on conducting employee exit interviews for DEF Inc.

Was responsible for organizing company events for GHI Inc.

• These work experiences focus primarily on tasks and responsibilities, rather than achievements and impact. The language used is generic and does not demonstrate specific HR skills or results. These experiences do not clearly show the individual's contribution or value to the company.

Top Skills & Keywords for Human Resources Resumes:

Top hard & soft skills for human resourcess, hard skills.

• Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)
• Human Resources Management software (HRIS, ATS)
• Problem-solving and Conflict Resolution

Soft Skills

• Interpersonal skills
• Communication skills
• Conflict resolution skills
• Problem-solving skills

Go Above & Beyond with a Human Resources Cover Letter

Human resources cover letter example: (based on resume).

Dear [Hiring Manager], I am excited to apply for the Human Resources Manager position at [Company]. With over [number of years] years of experience in human resources management, I have a strong track record of successfully managing recruitment processes, employee engagement programs, and performance management systems. In my most recent role, I led the recruitment process for multiple departments, resulting in a 25% increase in employee retention rate. Additionally, I developed and implemented new employee retention and engagement programs, resulting in a 15% increase in employee satisfaction and engagement. These accomplishments are a testament to my ability to develop effective strategies that help organizations attract, engage, and retain top talent. I am also proud of my work in designing and implementing a new performance management system, which resulted in a 20% increase in employee performance. I constructed an employee survey to evaluate job satisfaction, garnering over 1,000 responses, which allowed me to gain detailed insights into employee experiences and drive continuous improvements. My ability to work with cross-functional teams, manage multiple projects on-time and on-budget, and provide support to senior human resources managers, has consistently resulted in positive impacts on the company's overall performance. I am confident that my strong attention to detail, coupled with my ability to identify and resolve challenges proactively, will make me a valuable addition to the [Company] team.

Thank you for considering my application. I look forward to the opportunity to further discuss my qualifications with you. Sincerely, [Your Name]

A cover letter is a valuable tool for any job seeker, and this is especially true for Human Resources professionals. Human Resources is a highly competitive field, and a cover letter can help you stand out from other applicants. It can showcase your communication skills, highlight your relevant experience, and demonstrate your enthusiasm for the position.

While a resume provides a summary of your skills and experience, a cover letter allows you to personalize your application and connect with the hiring manager on a deeper level. It's an opportunity to tell your story, explain why you're passionate about Human Resources, and show how you can add value to the organization.

Here are some of the key reasons for pairing your Human Resources resume with a cover letter:

• It demonstrates your communication skills: As a Human Resources professional, communication is key. Your cover letter provides an opportunity to showcase your ability to write clearly and concisely, and to convey your ideas effectively.
• It shows your enthusiasm for the position: A well-written cover letter can demonstrate your passion for the role and the organization. This can make a big difference in the hiring manager's decision-making process.
• It highlights your relevant experience: Your cover letter allows you to explain how your skills and experience align with the requirements of the job. This can help the hiring manager understand why you're a good fit for the role.
• It sets you apart from other applicants: A well-crafted cover letter can help you stand out from other applicants who may have similar experience and qualifications.

We understand that writing a cover letter may seem daunting, but it doesn't have to be. Remember that the cover letter is an extension of your resume, so you can use the same format and content as your resume. It's also a chance to address any gaps or questions that the hiring manager may have after reading your resume.

Tips for aligning your cover letter with your resume:

• Use the same header as your resume: This will help the hiring manager identify your application as a complete package.
• Align the content of your cover letter with the requirements of the job: Use the job description as a guide to highlight your relevant skills and experience.
• Use keywords from the job posting: Incorporate relevant keywords from the job posting to help your application get past applicant tracking systems (ATS).
• Keep your cover letter concise and focused: Aim for one page and avoid repeating information from your resume.
• Proofread carefully: Errors in your cover letter can undermine your credibility, so make sure to proofread carefully before submitting your application.

Resume FAQs for Human Resourcess:

How long should i make my human resources resume.

The ideal length for an Human Resources resume depends on the experiences and qualifications of the individual. Generally, a resume should be between one to two pages, with more succinct content tailored to the specific position they are applying for. It is important to showcase only your most relevant experiences and qualifications, so as not to overwhelm the prospecting employer with an unnecessarily lengthy resume. Ultimately, quality remains more important than quantity when creating a Human Resources resume.

What is the best way to format a Human Resources resume?

The best way to format a Human Resources resume is to ensure that it is clear and easy to read. Use headings to separate sections, as well as action words to showcase different skills. Ensure that the resume is concise and output-oriented. Finally, include specific information and metrics whenever possible, to show the potential of your achievements.

Which Human Resources skills are most important to highlight in a resume?

When creating a resume as a Human Resources professional, it is important to include certain hard skills that demonstrate your qualifications and knowledge. Some of the most important hard skills to include when crafting a Human Resources resume are: 1. Employment Law Knowledge: It is essential to understand the regulations and laws that govern the hiring and management of employees. 2.Employee Recruitment And Selection: This skill involves understanding the recruitment process, what to look for in potential employees, and how to choose the right hires. 3. Human Resources Administration: The ability to effectively manage the day-to-day operations of the Human Resources department is key. 4. Performance Management: You should be able to understand how to properly assess employee performance, handle their career development, and provide guidance accordingly. 5. Compensation and Benefits: Being able to set up and administer compensation and benefit plans is an important skill that any Human Resources professional should have. 6. Diversity and Inclusion Practices: Human Resources professionals must be well-versed in diversity and inclusion principles, and know how to properly implement anti-discriminatory practices in the workplace. 7. Training and Development: Being able to create training and development initiatives, as well as assess their success, is essential for Human Resources professionals. 8. Working with Technology: It is important to be comfortable using HR software and other technology to manage different aspects of the job.

How should you write a resume if you have no experience as a Human Resources?

If you have no formal experience in Human Resources, you should focus on other experiences that have prepared you to transition into an HR role. Painting a picture of your transferable skills by highlighting examples of where you have utilized problem solving to develop a solution, demonstrated effective communication or people management skills, or had any roles dealing with recruitment, onboarding, or payroll can help you showcase your ability to move into the Human Resources role. Additionally, the educational path you have taken or the certifications you've earned can help to bridge any gaps in your experience. Lastly, be sure to highlight the research you have done relating to the field, any books you've read, or any programs you have attended.

Compare Your Human Resources Resume to a Job Description:

• Identify opportunities to further tailor your resume to the Human Resources job
• Improve your keyword usage to align your experience and skills with the position
• Uncover and address potential gaps in your resume that may be important to the hiring manager

Related Resumes for Human Resourcess:

Beginner human resources resume example, entry level human resources resume example, experienced human resources resume example, fresher human resources resume example, hr assistant resume example, human resources coordinator resume example, human resources generalist resume example, human resources intern resume example, junior human resources resume example, senior human resources resume example, human resources resume example, human resources specialist resume example, fresher hr resume example, more resume guidance:.

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Home › HR Career Path › Human Resources (HR) Resume Examples to Inspire You

Human Resources (HR) Resume Examples to Inspire You

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Trying to land a human resources job? 

Well, the first step is creating a remarkable HR resume. After all, you will have rough examiners: HR managers, HR coordinators, or even the HR director.

You have just a few seconds to impress your potential teammates — six seconds , to be more precise. 

To make every second count, you must optimize every section of your resume. These HR resume examples and pro hints will set you in the right direction to ace your resume and land a job interview on the company you want.

HR Resume Examples that Win Job Interviews

After many years of going through resumes, I found that the most effective resumes are composed in the following structure:

• Contact information
• Academic background

Profile Statement

Relevant skills, professional experience.

To help you build your own champion HR resume, I will go over each section, with examples for inspiration. Let’s dive in:

Contact Information

There’s no secret on the first component of your resume. You should include your contact information on the top of the page, emphasizing your name but making sure that this section doesn’t take too much space of your resume.

You should include:

• current address
• phone number
• professional email

Example of the Contact Information Section:

Academic Background

The second section of your resume should briefly highlight your education. 

Most human resources jobs require at least a bachelor’s degree in human resources management, business administration or a related field. Some intermediate and senior positions require a master’s degree.

I’ve seen a few people trying to stand out on this section by adding coursework, and even projects they worked on while they were in college. But let me tell you: this section should be kept simple.

The reality is that recruiters just want to know whether your human resources knowledge started with a solid foundation or not. You should include:

• Educational institution name
• Degree or program
• Field of study
• Years of completion

Wondering about the GPA? 

Well, if you are applying for an entry-level position and you have a GPA higher than 3.5, then it is a good idea to include it. If that is not the case, save the seconds you have to shine on the other sections.

Example of the Academic Background Section:

This section’s purpose is to summarize your strongest points for the job at stake in a couple of sentences. 

Remember the 6 seconds you have? If you can convince the hiring manager that you are a good fit with the profile statement, there is a good chance that these seconds will be extended to a more careful read.

A great profile statement includes a mix of the following points:

• A concise description of your human resources work history.

Example: Human Resources manager and SHRM-CP with 4 years of experience in the technology industry.

• Results in the human resources industry backed by numbers.

Example: Increased employee retention rate at Front Inc. by 25% and decreased cost-per-hire by 17%.

• Proof that you understand what it takes to thrive in the role.

Example: Seeking to increase employee satisfaction and training engagement at Slack.

The idea is to make it easy for the recruiter to picture you succeeding in the position. 

Example of the Profile Statement Section:

The secret of this section is focusing on quality over quantity. Recruiters won’t go over a long list of skills searching for the right ones.

To catch the recruiters’ eyes, you must list the most relevant skills for the job. The best way to do that is by looking at the job description and finding out what are the skills necessary to succeed in the human resources position that you are applying for.

Some job postings include a “required skills” section, which makes it easy for you to understand what particular qualifications to showcase on your human resources resume. 

Once you find out what skills are crucial for the job, make sure to make them as specific as they can be. For example, instead of adding “communication skills”, you can add “conflict-management” as a skill.

Tailoring your skills to the job that you are trying to land will help your resume stand out from the other candidate’s resume.

Every human resources specialist needs a mix of soft skills and hard skills, with an emphasis in a specific area of HR. These are some skills necessary to thrive in most HR jobs in a variety of industries:

Soft Skills

• Emotional intelligence
• Conflict management
• Ability to have difficult conversations
• Leadership acumen
• Ethics acumen
• Organizational abilities
• Employee relations
• Decision-making
• Employee development
• Performance management

Hard Skills

• ATS and CRM software
• Online sourcing
• Salary administration
• HR Software (HRIS)
• Contract negotiations
• Talent acquisition
• Background Checks
• Affirmative action
• Benefits administration
• Data analysis
• Employee evaluations

Entry-level applicants tend to have more soft-skills showcased on their resume since they did not get the chance to learn many HR-related hard skills yet. 

If you are applying for an upper-level position, you should explore the hard skills more in-depth. 

Examples of the Skills Section:

The resume format above shows the expertise level for each skill, which helps the recruiter to understand how far your capabilities in each area go.

The resume sample below would suit an applicant for a human resources generalist position with a focus on compensation and benefits. 

This last example below includes many soft skills, which means that it would be best for a human resources entry-level position. 

This is the most critical section of your resume. 

If you manage to catch the hiring manager’s attention with your profile statement and with your skills, they will want to look for proof. 

And your professional experience is what will give them the assurance that you can thrive on the role. 

The key to master this resume section is to include concrete results.

Saying “Managed training programs” is different than saying “Managed training programs that contributed to a 26% increase in employee retention rates”

The second option not only tells that you are result-driven but also makes the recruiter want to hear more about how you accomplished that — which means securing an interview.

Another critical aspect to keep in mind is: make this section relevant to the job you are applying for — just like you did on the skills section.

You don’t have to include all the responsibilities that you had in your previous jobs. Instead, add only the ones that are meaningful to the HR job at stake.

Each bullet point should increase the recruiters’ confidence that you are the right person for the job. 

These are some of the job responsibilities that human resources recruiters will look for underneath your previous job titles:

• Developed training materials and improved employee performance by X %
• Managed staffing processes for X departments from resume and cover letter screening to new hires onboarding
• Oversaw compliance with local, state, and federal regulations
• Created a compensation strategy based on market research and surveys
• Investigated and managed employee conflicts and brought up solutions on a daily basis
• Provided project management support in order to organize employee engagement survey action planning, talent reviews, manager capability development programs
• Generated data to base decisions which led to a decrease in employee turnover rate by X %
• Managed paid leaves, employee visa sponsorship, terminations, accommodation requests, and other administrative HR programs
• Utilized the HRIS and other tools as necessary to provide, track and maintain data
• Planed events and implement programs that increased employee engagement by X %
• Conducted initial orientation to newly hired employees which increased onboarding satisfaction by X %

Keep in mind that recruiters’ expectations of your previous experience vary according to the position you are applying for. For example, if you are applying for a HR Assistant position, you won’t be expected to have years of experience developing training materials, planning events, and managing compensation. But if you are applying for a HR Generalist or HR Manager position, you will be expected to have a background managing HR processes.

Example of the Professional Experience Section:

Use These Human Resources Resume Examples to Win an Interview

If you want to build a successful career in human resource management, you must start by being a master resume builder. 

There are many resume templates available online but if you want to stand out, you must make your HR resume customized to the position you are applying for. To impress your potential employer, make sure to follow these tactics:

• Find a few main keywords on the job posting and use them on your resume’s skills section and experience section.
• Use measurable results when describing your work experience.
• Organize your resume on a reverse chronological order, which means listing the most recent and relevant facts first.
• Keep the composition simple and easy to read. 
• Write a compelling human resources profile statement or resume objective
• Save your resume as a PDF to ensure its structure will remain the same on your recruiter’s computer.

These strategies will put you ahead in the resume-building game. 

If you are new to Human Resources and are looking to break into a HR role, we recommend taking our HR Certification Courses, where you will learn how to build your skillset in human resources, build your human resources network, craft a great HR resume, and create a successful job search strategy.

We offer a wide variety of programs and courses built on adaptive curriculum and led by leading industry experts.

• Work on projects in a collaborative setting
• Take advantage of our flexible plans and community
• Get access to experts, templates, and exclusive events

Become a Certified HR Manager. The HR Management Certification helps to demonstrate knowledge and skills in best practices for managing employees, handling disciplinary action, and other important aspects of the job.

Become a Certified HR Generalist. After taking this certification course, you'll better understand how to become a great HR Generalist and a letter of certification to showcase to employers and colleagues.

Become a Certified HR Business Partner. The certificate has become a popular credential because it can help individuals seeking advancement within their current organization and those looking to change jobs or industries.

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3 Human Resources (HR) Job Description Templates

• Human Resources Job Description
• Human Resources Manager Job Description
• Human Resources Director Job Description
• Write a Human Resources Job Description

Are you searching for that exceptional HR professional who can strategically recruit, hire, and train employees while maintaining and even improving the company culture and morale?

For best results, avoid the standard bland job descriptions that belong in the stack of other insomnia cures.

Instead, let us walk you through a better writing process with examples based on research so you can find the best person for this important role. You’ll be amazed by the quality of the  human resources cover letters , and  HR resumes  that land on your desk when you’ve got an informative and appealing human resources job description.

Human Resources Job Description Template

USE THIS TEMPLATE

Microsoft Word

Google Docs

Why this job description works

• Using jokes or puns in your job description’s intro can be a bold move, but sometimes that’s just what you need to filter out people who wouldn’t fit well within your company culture.
• While your JD can be humorous, include some informative facts about your organization’s history and environment, too. 
• If there’s any place to be well organized, it’s in your requirements description—ensure that you give applicants a taste of various situations they might work with.
• Be upfront about the scope of the job by focusing on a well-rounded list of  job skills . And look for a similar set of skills on an eye-catching applicant’s  human resources resume !

Human Resources Manager Job Description Template

• A candidate who’s qualified for management may include a  resume summary , which you can look to for a similar snapshot of how their personality will jive with your environment.
• Include both hard and soft skills in your requirements and qualifications sections since both pop up daily for managerial employees! 

Human Resources Director Job Description Template

• A quick overview of the company culture is a great lead-in, and it’s smart to let people know exactly what they’ll be doing there next.
• Quickly laying out the benefits will keep readers hooked, too, leading them fluidly into the qualifications they need for the job. 
• Highlighting your organization’s mood also nudges candidates to pick a human resources director  resume template  that fits your work setting—see how well they reflect your vision.

Writing an Effective Human Resources Job Description 

Too many job descriptions are either generic, excessive, or vague. Believe it or not, we actually ran across a two-line job description! These two fragments read, “urgently requirement for snappy Auto insurance company work for home…dm me only United States people.” What’s even more amazing than those incredible lines of text is the fact that four people applied for this if LinkedIn is to be believed.

This isn’t the only bad job description we’ve run across. We’ve seen job descriptions with formatting errors so bad they’re unreadable, bad jokes that don’t relate to the job, and company bios that require you to continuously scroll. One of the worst included a story about the compliments someone would receive on their company t-shirt.

Job descriptions are the first interaction between a company and its future employee. Some applicants may apply no matter what, like the four who applied for the job listed above, but your ideal candidate will not be one of them. First impressions matter, so it’s important your job description stands above the competition. 

HR professionals especially understand the importance of job descriptions. Excellent job descriptions can be used throughout an employee’s career and can protect a company from employment claims. In an  article for the Society for Human Resources Management , the Director of HR Operations at Insperity, Janet Flewelling, said, “If you have an up-to-date job description, you can use it for recruiting, performance management and compensation.”

A stellar human resources job description should not only be updated frequently, but it should give applicants everything they need to know about the company: who works there, what problems they solve, and what the company values. Great job descriptions should be as personal as a great cover letter—they should be a true reflection of what hiring managers expect and what the job looks like.

But how to start writing such an amazing job description? No problem! Follow the outline this guide provides, then go section by section, adding details as you go. Make sure to hit why you’re hiring and what your company values in addition to its goals. 

Then, it’s time to revise. Get rid of filler, shorten sentences, and pay attention to your tone. Be specific with word choice, and remember, although you’re talking to HR professionals, you don’t need to come off as stale. You can add some personality, but do keep it professional.

After your first round of revision, have someone else (preferably multiple someones) read it and give constructive criticism. This is a great place to discuss why you included what you did and what works well for the audience. Then, make the necessary edits based on their feedback.

The last step is to hit “submit” and pat yourself on the back for a job (description) well done!

This process might sound lengthy, but job applicants read lots of job descriptions. Spending time crafting an intriguing job ad will help you rise above the competition. Overall, when writing a human resources job description, keep it focused and brief but personal. With a well-crafted job description, you’ll be well on your way to receiving high-quality applications and  HR resumes , thus, one step closer to hiring your ideal applicant.

Basic Human Resources Job Description Outline

When the blank page becomes overwhelming, use this outline to organize your job description to perfection.

Job details

Introduce your company and what you’re looking for in an HR professional. Start with what your company does and what they value, and avoid using complicated terminology. After a sentence or two about your company, sum up the HR professional’s role in an umbrella statement. You can add some personality, but remember to not go crazy.

About the company

Many job descriptions place this section first, but this isn’t a wise move.  OnGig  advises against it because applicants don’t care about your company until they’ve decided it’s worth their time and because Google places higher importance on your first paragraph than the rest of the document. How does it sound when the first 100 words are only about you? Not appealing.

The company bio is still important, though, since it tells the applicant more about the type of company they might soon be working with. Don’t write a complicated biography. Instead, limit yourself to a short section, listing your company’s purpose, vision/mission statement, and a few achievements. Again, see the examples above to get a good feel for how to do this.

What you’ll be doing

Title it whatever you want, but make sure this section is clear. Be direct about the HR employee’s tasks, using active verbs and specific nouns, but keep it concise.

• Oversee employee performance and collaborate with management to evaluate underperforming employees
• Meet with management and department heads to discuss employee feedback and strategize solutions
• Ensure compliance with employment laws and labor policies

Qualifications

Next to Requirements, this is the most important section. Applicants won’t bother to apply unless they feel they meet the qualifications, so you need to be upfront about what you expect. Are there any special certifications, technology requirements, or education requirements needed to do the job? Whatever you do, don’t list all the qualities of your “dream” candidate, as it can turn away applicants who feel they’ll never live up to your expectations.

• Bachelor’s degree in human resources management
• Preferred 3 years HR experience, minimum 1 year
• Intermediate experience with Microsoft Excel and PowerPoint
• Strong written and verbal communication skills

This section can be moved nearly anywhere in the job description, but it should be included at least somewhere in the document. Part of selling your company to the applicant is explaining how your company will make this job worth their while. Keep this section limited to definable benefits, like insurance or paid overtime. Include special perks if you have them, like wellness programs or discounted products.

Various Responsibilities in Human Resources

HR professionals are the glue that holds employees together. They keep the company from falling apart where it matters most. As such, they fill a lot of roles on the job.

Below are some sample functions an HR professional might experience on the job. One HR professional might not fill all these roles, but this will serve as a guide as to what you might include.

• Ensure up-to-date documentation of training processes and policies, research organizational effectiveness strategies, collaborate with management to update job descriptions as needed, and conduct market research on compensation packages and current HR practices.
• This role will require strong organizational and time management skills to work on multiple projects at once. Will also require proficiency with Microsoft Office Suite.

Administrator

• Write formal reports, maintain and create employee files, complete payroll paperwork, develop employee surveys, and prepare employment documentation, including contracts for new hires. May also be asked to help manage team budget.
• This role will require strong attention to detail, organizational skills, and written communication skills. Intermediate experience with Microsoft Office Suite required.

Culture cultivator

• Organize and initiate team building activities, establish clear definitions of company culture with department heads/management, encourage communication across departments, collaborate with department heads/management to develop rewards programs for specific departments, host weekly meetings, conduct exit interviews, and communicate with employees to incorporate feedback into relevant systems.
• This role will require strong interpersonal communication skills and an open, friendly demeanor, in addition to a strong focus on relationships and company vision.

Conflict resolver

• Assist employees with questions about benefits, payroll, or company policies; handle employee complaints and communicate feedback to relevant leadership; resolve arguments between staff; write and submit incident reports; and communicate with employees and management frequently to determine any ongoing issues.
• This role will require strong interpersonal communication skills, critical thinking skills, and attention to detail. Must adhere to company guidelines and code of conduct.
• Ensure all employees are paid (including overtime) in accordance with state laws, enforce breaks according to state laws, display required government posters in the workplace, ensure all employees comply with OSHA regulations and company guidelines, and answer questions concerning company policies and federal/state laws. 
• This role will require strong negotiation and interpersonal communication skills with intermediate knowledge of workplace laws at the federal and state levels.

• Identify gaps in the onboarding process, develop a comprehensive compensation package, collaborate with department heads to determine hiring needs, and consult with leadership to establish strategies based on employee strengths and feedback.
• This role will require strong critical thinking, organizational, and verbal/written communication skills.

Talent seeker

• Oversee the entire recruitment process, develop hiring criteria for positions, update job descriptions, evaluate current employee performance, collaborate with managers to determine hiring needs, and streamline the onboarding process in collaboration with department heads.
• This role will require strong interpersonal communication skills, a creative mindset, and previous experience with recruitment.

HR job description

Human resources (HR) professionals manage, develop and support employees within an organisation.

They handle all the issues, policies and processes related to people, such as recruiting and hiring staff, training and developing employees and managing performance, compensation and benefits.

This complete guide includes a full human resources job description and discusses everything you need to know about HR careers, including the typical HR career path, skills and qualification requirements, salary potential and more.

Guide contents

How much do HR professionals earn?

What does a hr professional do.

• Requirements, skills and qualifications

Who employs HR professionals?

• Which junior jobs progress to HR roles?

CV templates 

HR co-ordinator | Click City Marketing

About Click City Marketing

We’re a creative and strategic digital marketing agency with offices in London and Manchester. We’ve been helping clients to drive sales and conversions for over 20 years via our ever-evolving, new-age digital marketing solutions.

About the role

Due to continued expansion, we are now looking for a HR co-ordinator to support our small HR team with the day-to-day operations of recruitment, staff development, payroll, and help us to support a happy, healthy and productive team — reports to the HR manager.

Responsibilities

• Managing all day-to-day HR administration tasks; ensuring that all employee and HR records are accurate and up to date
• Assisting with the end-to-end recruitment process
• Creating employee training materials under the guidance of the learning and development manager
• Assisting with monthly payroll and resolving payment issues
• Preparing job offer emails and employment offer contracts
• Supporting the development of performance review processes and reward schemes
• Taking full responsibility for all annual leave and attendance records
• Inducting new staff and overseeing probationary periods

Location & commitments

• Full-time (Monday-Friday, 40 hours per week) role — flexi-time between 8 am and 6 pm
• Based in our Manchester Picadilly office – 5 mins walk from the station
• Overtime may occasionally be required during busy periods

Candidate requirements

• CIPD Qualified to Level 3, 5 or 7 or willing to study towards certification alongside employment
• 1+ years of experience of working in a junior HR position, with good knowledge of general HR principles and practices
• Up to date knowledge of employment law and legislation
• Confident communicator with sound interpersonal skills; capable of establishing strong connections with employees across all levels of the company
• Experience of using key HR software and systems — or tech-savvy and able to get to grips with them quickly
• A degree (or equivalent) in HR, business administration or a related subject

Contact us to apply

To apply, contact our HR manager, David Williams, at [email protected] . Send us an up to date CV and a short cover letter telling us why you would be a great fit for our HR team.

Build your CV now 

A career in human resources is usually well-paid – the average salary of a HR Generalist in the UK is:

Average HR salaries in the UK

• Human Resources Administrator : £23,000
• Human Resources Assistant: £25,000
• Human Resources Officer: £32,500
• Human Resources Generalist: £42,500
• Human Resources Director: £52,500

Source: TotalJobs

Human resources salaries will vary hugely depending on:

• The role seniority – As with all roles, salaries increase as workers rise up the ranks and gain promotions
• The HR specialism – Some HR professionals will specialise into specific areas, such as learning and development, talent acquisition or employee relations — with salaries varying between specialisms
• The industry and size of the employer – As HR spans across companies of all shapes and sizes, salaries vary dramatically — for example, a large corporate company will typically pay more than a small company, and the charity sector will typically pay less than the financial services industry

For example, a HR assistant or administrator is likely to earn significantly less than a HR manager, officer or director. Additionally, a HR professional working for a large, international company will typically earn more than a HR professional working for a small-medium sized company.

The figures listed above have been compiled from average figures taken from job advert samples. Therefore, they do not include extra benefits such as bonuses and non-financial benefits such as car allowances and healthcare.

Breaking down the job description , HR professionals will typically carry out a range of the following duties, tasks and responsibilities:

• Developing HR policies & procedures – Writing and regularly reviewing a series of HR policies and procedures and updating the employee handbook
• Managing the recruitment process – Coordinating the entire recruitment process, including creating job advertisements, shortlisting candidates, conducting interviews and selecting suitable recruits
• Onboarding new staff – Onboarding and inducting new staff by formally introducing them to the company, their colleagues and their new role and helping them to settle in
• Training and developing staff – Determining the training and development needs of staff, as well as organising and (sometimes) conducting training sessions
• Organising pay and benefits – Determining and developing employee compensation and benefits and working with payroll staff to ensure employees get paid on time and correctly
• Monitoring staff performance – Monitoring and evaluating employee performance in order to pinpoint training needs and set plans and goals to increase performance
• Managing employee relations – Managing the relationship between employees and dealing with any minor disputes and disagreements
• Dealing with grievances – Dealing with grievances (when an employee raises a formal complaint or concern about their employer) and trying to reach an amicable resolution
• Promoting equal opportunities – Encouraging equality and diversity as part of the company culture and recruitment strategy
• Ensuring legal compliance – Making sure that the company remains compliant with current employment law, policies and regulations

What do HR professionals need?

Human resources professionals need a range of skills, experience and — sometimes — qualifications in order to carry out their role to a high standard.

There are many different types and levels of roles within HR, meaning specific requirements will depend on the job type. However, here’s a general overview of what’s needed in the sector:

Junior general HR roles (such as HR administrator or assistant) are generally entry-level positions and therefore require no prior experience. However, previous experience in any type of administrative or HR role can act as an advantage during the hiring process.

Mid-level general HR roles (such HR officer or manager) will usually require the candidate to have gained between two and five years experience within a junior HR role, such as HR administrator or assistant.

Senior-level HR roles (such as head of HR or HR director) will typically require between seven and ten+ years of experience within general HR roles, including proven experience of managing a team.

Specialist HR roles (such as learning and development officer or employee relations manager) generally require two to five years of general HR experience, with significant exposure to the chosen speciality area. Some specialities/function will require more experience than others, so this largely comes on a role-by-role basis.

HR professional skills

Human resources professionals need a number of different skills in order to perform their roles to a high standard. These include:

• Communication: Communicating with and advising employees, line managers and senior managers on a wide range of tasks and personnel issues
• Active listening: Listening attentively to staff and management in order to gauge points of view, show empathy and focus on finding appropriate solutions
• Approachability: Being professional yet friendly and approachable to ensure that employees feel comfortable sharing their thoughts, problems and concerns
• Decision making: Making quick, effective and confident decisions during recruitment, redundancy and grievance procedures
• Conflict management: Dealing with tense and uncomfortable situations such as interviews, grievances and negotiations in a calm, fair and professional manner
• Time management: Juggling numerous time-sensitive tasks, such as payroll and employment contracts, without missing deadlines
• Discretion: Handling sensitive employee and company information with confidentiality and discretion
• Human resources information software (HRIS): Working with various HRIS tools and technologies such as SAP and Oracle to record, track and document HR information
• Recruitment: Attracting the right candidates to roles and selecting suitable talent
• Data analysis: Interpreting data from HR reports and analysing the data in order to refine strategies and make better decisions

HR qualifications

While aptitude and experience alone are highly valued within HR, qualifications can certainly help professionals to learn the technicalities of the industry and speed up progression into higher-paying roles.

A HR position can still be gained without qualifications (normally as a trainee, administrator or assistant), but employers are increasingly seeking professional qualifications for senior-level HR roles.

There a wide range of training and qualification opportunities within the HR world, but here are some of the most credible and highly sought-after:

Degrees and master’s degrees

As the world of human resources is generally quite competitive, having a degree or HND can be a huge advantage.

A relevant degree is sometimes — but not always — an essential requirement for HR roles. It’s still possible to enter the field without one, but it may just be a little more challenging to find a suitable job and progress within the industry.

Trainee and graduate schemes within HR are generally available to graduates with a degree in any subject, as long as it is of a good standard (employers typically expect a 2:1 or a 1:1). However, a more relevant degree topic can be a huge advantage for competitive roles and schemes. These include:

• Human resources management
• Business or management subjects

Additionally, masters or postgraduate degrees in human resources management provide a more advanced level of HR knowledge and experience, as well as full CIPD membership — making them highly attractive to future employers. Generally speaking, those with a masters degree in HR can expect to enter the profession at a higher level of seniority.

Chartered Institute of Personnel and Development (CIPD) qualifications

The CIPD is recognised by employers all over the world. It is the main professional body for HR and offers a range of professional qualifications, teaching up-to-date industry knowledge, skills and best practices.

Many employers insist that their HR candidates — especially those who will be working at management level — are CIPD qualified. Studies also show that CIPD-certified professionals earn more than their unqualified colleagues.

CIPD offer a wide range of qualifications to suit different levels, including:

• CIPD Level 3 Foundation qualifications : Equivalent to A-Level — for those just starting out or working in a support role
• CIPD Level 5 Intermediate qualification : Equivalent to graduate level — for those with some experience who’re looking to advance their skills
• CIPD Level 7 Advanced qualification : Equivalent to postgraduate level — for those looking to become chartered and move into a strategic-level role

Online HR courses

While CIPD courses are the most well-recognised within the industry, there are also plenty of HR courses available online.

Generally speaking, these courses don’t go into the same level of detail as a HR degree, and don’t hold as much weight as being CIPD certified.

However, they’re still a good way to learn valuable HR skills and knowledge, especially for those who’re just starting out — and they’re generally more affordable, too.

Some common options include:

• HR Fundamentals : FutureLearn & CIPD
• HR Short Course : Oxford Home Study
• Diploma in Human Resources : Alison
• Various HR & Administration courses : NCC Home Learning

What is expected of HR professionals?

Human resources professionals will typically be expected to commit to the following:

• Full or part-time hours – Most HR roles (especially at management level) will be full-time (35 – 40 hours per week), but part-time opportunities are occasionally available
• Standard office hours – Jobs are likely to be offered on a traditional Monday-Friday, 9-5 schedule, though some sectors (such as factories and warehouses, who often work 24/7) may require some shift and/or weekend work
• Possibility of additional working hours – Senior roles can be demanding and may require additional work outside of the core office hours to meet deadlines and demands
• Location – Normally based at the employer’s head office
• Some travel – Depending on the nature of the job, travel to other company premises to visit employees or managers may be required

HR professional benefits

Human resource professionals are highly valued and generally receive good benefits packages. Packages will inevitably vary depending on the employer and role seniority, but common perks include:

• Bonuses – based on company performance
• Company mobile phone and laptop
• Car allowance – generally for senior roles
• Company discounts – dependant on the company
• Flexible working options

Human resources professionals work in any organisation that employs enough staff to warrant the function of a HR department. They are employed in both the public and private sectors, across all industries.

They tend to work in offices company head offices in most cases, although could technically be based wherever they are needed by the employer. Opportunities are available across the UK, but as with most industries, employment opportunities are more widely available in larger towns and cities.

Typical HR employers include companies within (but are by no means limited to):

• HR consultancies – Companies who provide outsourced HR services to other businesses
• Financial services
• Utility services
• Manufacturing
• Recruitment
• Agriculture
• Marketing & PR
• Oil and gas

HR roles are more common within larger companies. Generally speaking, the bigger the company, the bigger the HR team. Large HR departments are more likely to employ a range of HR specialists to manage each specific area of human resources, such as:

• Talent acquisition: Recruiting and retaining suitable candidates and employees
• Learning and development: Pinpointing training needs and co-ordinating employee training and development
• Employee relations: Managing and resolving any employee problems, issues or concerns
• Compensation and benefits: Managing employee’s salary and benefits packages and salary increases
• Diversity & inclusion: Creating plans and processes to encourage diversity within an organisation
• HR information systems: Managing and maintaining HR tools and technologies

Smaller companies may not have any form of HR department at all or may simply employ a single HR generalist (someone who manages all HR tasks, policies and procedures, rather than specialising in  a specific area of HR) to look after their employees.

Which junior jobs progress to human resource manager roles?

The following roles are considered junior or entry-level and make a great way for new starters to kick start their HR career and slowly progress into senior roles:

Human resources administrator

HR administrators support the HR department on — as the name suggests — administrative tasks. Tasks include managing and maintaining employee records, updating databases and processing reports and paperwork. This is generally the lowest role in the HR ranks, but offers great progression opportunities with time.

Human resources assistant/coordinator

HR assistants and co-ordinators work directly underneath senior HR staff to assist with day to day HR functions and duties. Tasks include screening job applications, checking references, updating records, preparing reports and inducting new employees. They usually train on-the-job and gradually gain more responsibility.

Which senior jobs do HR professionals progress to?

A career in human resources offers fantastic opportunity for progression, with senior roles offering salaries far above the UK national average. After gaining experience (and, often, CIPD qualification), employees naturally progress into the roles of:

Human resources manager

HR managers are typically ‘generalists’ who manage the day-to-day HR operations of a company as a whole. Tasks generally include managing the junior HR team, recruiting and terminating employees, planning training and development, coordinating compensation, rewards and benefits and more. It’s typically a very hands-on and demanding job, but often eventually leads to promotion into senior management.

HR specialist

HR specialists or advisors specialise in a particular HR function, such as talent acquisition, people analytics or employee experience. HR professionals generally take this leap after gaining  a few years of general HR experience and discovering which area they find the most rewarding. Salaries in specialist roles vary, but can be high due to the specialist knowledge and, in some cases, additional training required.

Human resources director

HR directors manage and lead the entire human resources department of a large business. Tasks generally include working on higher-level strategies, policies and procedures, rather than working on the smaller, daily tasks. HR directors have a huge amount of responsibility and ultimately answer directly to the CEO of the business — however, the role can attract salaries well into the 6-figures.

HR job description – conclusion

Companies of all shapes and sizes require teams to look after their employees, meaning HR professionals will continue to be in high demand for the foreseeable future.

While it’s possible to work up the HR ladder without professional qualifications, employers are increasingly asking for HR candidates to be certified with the CIPD.

Overall, a career in HR can be challenging, rewarding and potentially lucrative, with fantastic opportunities for career progression.

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• Functional Resume: Writing...

Functional Resume: Writing Guide, Examples, & Template

11 min read · Updated on August 28, 2024

What is a functional resume, and is it suitable for your job search?

Submitting the best resume possible is essential regardless of the job you're applying to. Selecting the proper format for your unique circumstances is one aspect of ensuring that's the case. Many turn to the common chronological resume format. But what happens if your work history and skills don't fall neatly within that format? Then, a functional resume might be an option.

Below, we answer, “What is a functional resume?” and share tips with a template, as well. 

What is a functional resume?

The functional resume format emphasizes your skills over your work history. The goal of a functional resume is to craft your carer history in such a way that proves how the skills you've acquired align with the job you want. It's these skills that will stand out first and foremost to the hiring team. 

You still include your work history in a functional resume, though you don't go into detail about your accomplishments for each specific position. Instead, you include your accomplishments within each skill category. 

FORESHADOWING: We have a functional resume example at the end of this post you can refer to and see how this works. 

A functional resume tends to be a last-resort format for a couple of reasons:

Applicant tracking systems sometimes have a difficult time reading a functional resume format. 

Since the functional format is not that common, it can be more difficult for recruiters and hiring managers to find the information they're seeking quickly.

Still, if you don't have a traditional work history but have many skills relevant to the job you're applying for, a functional resume could be the best choice for you. 

What is a functional resume vs. a chronological resume?

The chronological resume, also referred to as a reverse chronological resume, is the most commonly used resume format. This format focuses on your work history instead of skills like the functional format. 

In the chronological format, you will include your most recent job first, with the rest of your experience in reverse chronological order. Each position will have a set of bullets that flesh out your achievements in that role. 

A chronological resume is an ATS-friendly format when it's written correctly. It also tends to be the most popular among hiring teams since they're familiar with the format and can easily locate the information that matters to them. 

Related reading: How to Use a Reverse Chronological Resume Format

What is a functional resume vs. a hybrid resume?

A hybrid resume, also called a combination resume, blends aspects of the chronological and functional resume formats. The goal of a hybrid resume is to equally emphasize your skills and work history. 

The hybrid resume has become a popular format choice for candidates since it gives the opportunity to emphasize the skills you have in combination with your work history. It's also a format that tends to be easily read by ATS and human readers. 

Related reading: The Best Resume Format to Get You Hired

When should you use a functional resume?

Now that we've answered “What is a functional resume?” let's discuss when you should and shouldn't use this format option.

A functional resume might work well for you if:

You have been out of the workforce for a while. Suppose you're reentering the workforce after some time. In that case, you might not want that fact to be the first thing prospective employers notice about your resume. Instead, you'd prefer they see your impressive categories of skills. 

You have a large gap in your employment history. Similar to being out of the workforce for a while, a functional resume helps to emphasize your relevant skills first to give a positive spin on your resume, helping to take the emphasis off of your employment gap(s). 

You have held jobs that span a lot of different types and industries . If your employment record is all over the place regarding the industries and types of jobs you've held, it might not be easy for a hiring team to connect your experience to the job you're applying for. A functional resume will allow you to emphasize that you have the skills necessary for the job first, so your diverse employment record isn't called into question (hopefully) as much. 

You have little to no work experience. You might not have much work experience if you're right out of college. You do likely, however,  have a lot of skills you've acquired through school activities, sports, part-time work, or school clubs. A functional resume allows you to be creative in the skills you represent first, helping to grab the attention of hiring teams with what's most relevant.

Your skills have been acquired through means other than traditional work experience. Suppose you have relevant skills acquired through things like hobbies, interests, or volunteer experience over conventional work experience. In that case, a functional resume will allow you to emphasize these skills so they stand out better than they would in a chronological format. 

When should you not use a functional resume?

If any of the following pertain to you, then it's likely in your best interest to choose a hybrid or chronological resume format:

You have a traditional employment career trajectory. If you have plenty of work experience related to the job with a typical career growth path, then a chronological or hybrid resume is the way to go. 

You're changing careers and want to emphasize transferable skills. If you've gained a lot of transferable skills and are making a career shift, a hybrid resume is an excellent way to highlight your transferable skills first, with your work experience coming in second. 

Your most recent employment history is relevant. If your most recent employment is relevant to the job, even if some of the rest of your work history isn't, you'll likely do better with a hybrid or chronological format over a functional one. 

What to include in a functional resume

Here are the sections to include in a functional resume:

Start with your contact information

Regardless of the format you select, you'll start it off with your contact information. This includes your name, cell phone number, email address, and location (city, state, zip code). You can also include your LinkedIn or professional website URL. 

Kick it off with a resume summary

Another common element across all resume formats is starting it off with a resume summary . Your summary should encapsulate what your resume is about. You want to grab the reader's attention enough for them to want to learn more. Include three to five essential skills and one to two accomplishments, with some powerful adjectives to describe you. 

Categorize your skills

The bulk of your resume for a functional format will be your Professional Skills section. Here's where you'll categorize your skills and include key accomplishments from your experience to showcase how you applied those skills successfully in the past. 

Incorporate your work history

Following your Professional Skills section, include your work history. Here, include the name of the employer, your position, and the dates you were employed. Where you would include bullet points of your accomplishments below each position for a chronological and hybrid format, you will leave those off in the functional format. You've already covered key accomplishments within your categories of skills.

Close it off with education

Like other resume formats, your functional resume will end with your Education section . An exception to this is if you are a new hire with little to no work experience and a few skills to highlight. In that case, you'll emphasize your education by listing it first, followed by your Skills section and then your work history. 

Your Education section should include your degree and where you obtained it. You can also include any honors you might've achieved. 

Many also choose to include any relevant certifications in their Education section. Or, you can opt to include a separate Certifications section if you have more than one to highlight.

Include additional sections as appropriate

You may include additional sections on your resume depending on your unique circumstances. Additional sections could include Volunteer Experience, Hobbies and Interests, Certifications, Special Projects, and Technical Skills.

Tips for writing your functional resume

Here are a few additional tips to help you craft a job-winning resume:

Tailor your resume to each job. Refer to the job description and tailor your resume to include keywords and information that aligns with your skills and experience. 

Use power verbs. Begin each work accomplishment bullet point with a power verb . 

Include as much quantifiable information as possible. When describing your accomplishments, include results and use data to quantify those results as much as possible. 

Example of a functional resume 

Here is an example of a functional resume for someone pursuing an HR-related job. You'll see this individual has a brief employment gap and a bit of an unconventional career path, making a functional resume a suitable option.

Kendra Smith

555.555.5555 | [email protected] | Morgantown, WV 26250 

Intuitive professional with multi-dimensional expertise in Human Resources for diverse group of industries, including oil & gas, finance, Internet marketing, and real estate. Timely and efficient with the ability to work with all levels of staff within an organization. Influential in working with leadership teams to support the best interests and wellbeing of employees. Expertise includes recruiting, employee relations, training and development, and performance management. 

PROFESSIONAL SKILLS

Staffing & Recruiting

• Partnered with recruiters to rebuild workforce after a 40% reduction due to Hurricane Katrina relocation
• Counseled management while going through a reduction in force for 150+ positions
• Recruited for over 500 positions in multi-faceted environments
• Utilized applicant tracking system (ATS) software, including Taleo, JobVite, and SAP, to monitor resume submissions and data
• Designed a one-stop shop website to assist new hires in assimilating to the community and company

Employee Relations & Performance Management

• Managed employee relations for global and domestic client groups totaling 500-700 employees for multi-million dollar companies
• Designed and implemented new company-wide Service Award Program
• Developed new Performance Management process resulting in more effective employee development, documentation, and communication
• Directed relocation project and successfully transferred 300+ positions from Austin to Houston, TX

Communications & Policy Design

• Prepared and administered 40+ HR-focused policies, including performance management, non-solicitation, harassment, education reimbursement, annual MVR reviews, and discipline for $4.5B start-up company
• Partnered with HR & Legal departments to develop and present materials for pertinent employee communications, including Austin relocation, benefits open enrollment, and policy updates
• Presented HR updates, including goals and projects, for monthly Leadership staff meetings
• Drafted and wrote 200+ employee, HR, and CEO communications

Training & Development

• Developed 30+ training modules focused on HR Foundational skills for supervisors and managers, including union avoidance, effective communication, performance management, employment law, recruiting, and employee development
• Spearheaded culturally sensitive technical and professional career development plans for 100 international and domestic employees
• Trained HR colleagues on I-9 government compliance

WORK EXPERIENCE

HR SME Copywriter:  IESquared, LLC, Houston, TX, 6/2020 - Present 

Public Relations Specialist:  PrimeWay Credit Union, Houston, TX. 4/2017 - 6/2020 

HR Recruiter:  HighMount E & P, Oklahoma City, OK, 11/2012 - 5/2013

HR Operations Manager:  Dominion E & P, Houston, TX, 9/2010 - 10/2012

EDUCATION   

West Virginia University – Morgantown, WV

• Master of Science in Human Resources and Industrial Relations
• Bachelor of Science in Business Administration

Is a functional resume right for you?

Now that you know the answer to “What is a functional resume?” it's time to decide if it's the right option for you. If you have a traditional work history, recent relevant work, or are applying for a job where your work history is necessary to include in detail, then you should forgo the functional resume format. If you fall into any of the other categories above where a functional resume could be of value, then go for it. And, when in doubt, you can always hire a resume writer to help. Good luck!

Are you using the right format for your resume? Find out by submitting it for a free resume review . Our experts will review it and provide specific tips to help improve it and get past an ATS!

Recommended reading:

How to Check If My Resume Is ATS-Friendly for Free

15 Expert Tips to Working with Recruiters

Strategic Job Search Planning: Land Your Dream Job

Related Articles:

How to Write a Short Bio? (With Examples)

7 Best Personal Skills for Your Resume (With Examples)

Great Jobs for Teens: Top Picks for 16-Year-Olds

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Job description: Definition, how to write one, and templates

Safira Adnin

Have you ever had a surge of applicants for a job opening, yet struggled to find even one or two who fit the bill? This could well be the result of an inaccurately crafted job description.

Creating the right job description helps candidates identify the specific skills or abilities needed to excel in a given role. A well-written job description acts as a gateway to attracting quality, relevant applicants.

In the professional realm, a job description is commonly utilized to outline the duties and responsibilities associated with a specific job role. It’s important to note that this differs from job specifications. What are these differences?

Table of Contents

What is a job description?

A job description is a document detailing the responsibilities, tasks, qualifications, and job requirements that an individual is expected to fulfill in a specific position.

Much like a map guides a traveler, a job description provides a clear and detailed guide for employees about what is expected of them in their daily tasks.

It also includes information on how a job fits within the organizational framework. Job descriptions reflect the working relationships that will be formed, whether it involves collaboration with colleagues, interaction with supervisors, or cooperation with external parties.

In a job description, you typically find detailed information about:

• Job Role : Provides a general overview of the role and responsibilities held by the position.
• Duties and Responsibilities : Defines specific tasks to be performed by the worker, including daily activities, special projects, and involvement in teams or work groups.
• Qualifications : Describes the educational background, experience, or specific skills needed to perform the job effectively.
• Working Relationships : Outlines the job’s relationship with colleagues, supervisors, or others within or outside the organization.
• Performance Standards : Establishes expectations or targets that the employee is expected to achieve in their role.

Why job description are important?

Job descriptions are often used by human resources departments and management to craft job advertisements, conduct the recruitment and selection process, and serve as a guideline for employees in their duties.

Broadly, as LinkedIn summarizes, the main functions of a job description include:

• Defining the skills and responsibilities needed for the position.
• Providing a benchmark for identifying ideal training and development needs.
• Assisting the company and candidates in evaluating job performance.
• Serving as a basis for employment contracts with selected candidates.
• Enabling the establishment of employee growth plans within your company.

Kate Reilly, a marketer and content strategist, points out, “The bad news: 99% of job descriptions are too long and terribly boring.”

What’s the difference between a job description and a job specification?

Job descriptions and job specifications are two interrelated elements used to define a job role, but they focus on different aspects and contain different types of information. Here’s a comparison of the differences between a job description and a job specification:

In practice, job descriptions and job specifications are often used together to provide a comprehensive overview of the available job positions. The job description details the tasks and responsibilities of the job, while the job specification identifies the qualifications and requirements that suitable candidates must possess for the position.

This combined use ensures that both employers and potential employees have a clear understanding of what the job entails and what is expected from candidates, facilitating a better match between job requirements and applicant capabilities.

Elements of a job description

The job title is a designation given to a particular position within an organization or company.

Ensure that the job title you create is specific and aligns with the duties and responsibilities carried by the employee, and is generally recognized by many potential candidates. This is because the job title can influence one’s perception of the level of responsibility and salary received.

A survey found that 36% of job seekers use generic job titles when searching for job openings on job sites. Therefore, use accurate and commonly known key phrases to simplify the search for potential employees.

Avoid using internal jargon that might confuse job seekers. Use standard experience levels like “Senior” instead of “VI” or other less commonly recognized terms.

Job Summary

A job summary provides information about the duties and responsibilities to be carried out by an employee in a specific position, in brief.

This section is crucial as it helps potential applicants understand the role and responsibilities they would take on if hired by the company. A task summary also aids HR in drafting a clear and effective job description.

Start creating the job description with a compelling summary that encourages potential candidates to read through to the end. This summary should provide an overview of the company and the expectations for the position.

Duties and Responsibilities

Job responsibilities refer to the obligations and tasks that must be performed by an employee in a specific position within the company.

These duties are typically listed in concise, clear, measurable points that relate to the business goals of the company.

When writing, ensure that the job responsibilities cover daily tasks and responsibilities in projects that need to be completed effectively and efficiently.

Educational Qualifications and Experience

Educational Qualifications and Experience are requirements set by the company for applying to a specific position. Educational qualifications include the required level of education, such as a bachelor’s or master’s degree.

Work experience refers to relevant experience in the industry or similar positions, which can be measured in months or years.

Clear and relevant educational and experience requirements help the company attract qualified applicants and minimize time and costs in the recruitment process.

Soft Skills and Hard Skills

The next section includes the skills and abilities needed to perform job tasks well and achieve desired outcomes.

Skills and abilities listed in a job description can include technical and interpersonal skills such as:

• Ability to operate specific software or machinery
• Communication skills or teamwork capabilities
• Time management and prioritization skills

By outlining the necessary skills and abilities, candidates can evaluate whether they have the appropriate expertise for the position and decide whether to apply for the job. This helps to minimize unsuitable candidates based on skill-set.

Company Culture

Company culture is a summary of the values, beliefs, and practices clearly visible in how employees communicate and carry out their daily work.

Company culture is important because it can affect employee satisfaction and performance, as well as the company’s attractiveness to potential candidates. A positive and inclusive culture can enhance productivity, collaboration, and employee retention.

To integrate company culture into the job description, include information about the company’s values and practices, and activities or events that depict a positive culture.

How to create an effective job description

A job description is a essential for companies as it forms the first impression for potential employees. It should not only list the main responsibilities but also convey the company’s values and the benefits of joining your team.

Research , like the “Effect of Job Description on Employee Performance”, indicates that effective job descriptions can motivate employees to work hard and fulfill their duties. Furthermore, they aid management in handling their human resources efficiently.

Forbes outlines 7 key methods to craft an effective job description:

• Write with Simple, Understandable Copy: Ensure the description is easy to read and grasp.
• Emphasize Brand and Culture Originality: Use language that reflects your brand’s identity and company culture.
• Use Inclusive Language: For instance, use ‘need’ instead of ‘want’ to appear less demanding.
• Detail Required and Desired Skills: Clearly specify what skills are necessary and which are preferred.
• Clearly Outline Job Expectations: Let candidates know exactly what their role would entail.
• Highlight Exciting Aspects of the Job: Make the position appealing by pointing out the unique opportunities it offers.
• Include Performance Metrics: Define how employee performance will be assessed.

Examples of effective job descriptions

1. business development specialist.

We are looking for an experienced and enthusiastic Business Development Specialist in B2B sector. As a part of our business development team, you’ll play a key role in identifying new opportunities, building relationships with potential clients, and forging partnerships.

Job Description:

• Scout for new business opportunities (B2B) to introduce the company and enhance the client pipeline through various channels like cold-calling, emails, and events.
• Research to identify business prospects and follow up on existing opportunities.
• Build solid relationships with clients, identify their challenges, issues, or business potentials, and tailor business proposals to their needs.

2. Business Development Manager

We are looking for an experienced and visionary Business Development Manager to join our team. You will be responsible for devising both long and short-term business development strategies to meet the company’s sales targets.

• Define long and short-term business development strategies to meet sales targets.
• Maintain good partnerships with clients and identify new business opportunities.
• Lead the team and direct business development activities involving market analysis, product offerings, and sales strategies.

3. Sales & Business Development Executive

We are seeking a talented Sales & Business Development Executive to join our team. If you have relevant experience and enthusiasm for finding new business opportunities, we invite you to join our team and play a crucial role in the company’s growth.

• Identify new business opportunities (B2B) to introduce the company and boost the client pipeline through various channels such as cold-calling, emails, and events.
• Build good relationships with clients ensuring customer satisfaction.
• Maintain client data and business opportunities, generate sales reports, and provide inputs for product development and sales strategies.

4. Digital Marketing Specialist

We are seeking a Digital Marketing Specialist responsible for developing digital marketing strategies to increase brand visibility and maximize sales results. If you have relevant experience and a high enthusiasm for digital marketing, we invite you to join our team and play a vital role in the company’s growth.

• Plan, execute, and monitor digital advertising campaigns including PPC, social media, and email marketing.
• Conduct market research to understand consumer behavior and latest industry trends.
• Develop and maintain the website, including SEO optimization and user experience.
• Analyze and report on campaign performance data, recommending strategy improvements based on results.

5. Product Manager

We are looking for a Product Manager responsible for end-to-end product development and product strategy. If you have relevant experience and a high enthusiasm for product development, we invite you to join our team and play a crucial role in the company’s growth.

• Establish product vision and strategy, develop product launch and update plans.
• Coordinate with development and design teams to ensure high-quality products are launched on time.
• Gather and analyze market and user data to understand customer needs and develop required features.
• Build short and long-term product roadmaps and create budgets for product development.
• Monitor market competition and develop strategies to win market share.

6. Content Writer

We are looking for a Content Writer responsible for producing high-quality, engaging, and relevant content for the company’s target audience. If you have relevant experience and a high enthusiasm in content writing and the beauty industry, we invite you to join our team and play a significant role in the company’s growth.

• Write content for websites, blogs, social media, email marketing, and other marketing campaigns.
• Analyze keywords and implement SEO strategies to enhance content visibility on search engines.
• Conduct research and interviews to understand topics and create original, engaging content.
• Edit and proofread content to ensure quality and language accuracy.
• Manage the content calendar and develop successful content strategies.

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