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26 Human Resources (HR) Resume Examples for 2024

• Human Resources Resumes
• HR Resumes by Experience
• HR Resumes by Role

Writing Your HR Resume

A company’s most valuable resource is its employees, but it takes a great human resources manager to find, manage, and help those employees succeed within an organization.

From hiring to onboarding to benefits, you know how to help colleagues succeed within a company. When it comes to being a successful human resources (HR) professional, you put people first. But although you can spot a great resume from a mile away,  building a resume  of your own is an entirely different beast.

Our HR resume examples and guide have helped HR professionals learn  how to write a resume  and make a cover letter to  land highly coveted jobs with companies like Facebook and Lyft.  Writing an amazing human resources resume has never been easier!

Human Resources (HR) Resume

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Why this resume works

• If you have more than 10 years of experience, you can add a  resume summary  (also called a career summary) to list your HR experience and biggest achievements.
• Space is limited on your resume, but don’t worry—you’ll have more room to discuss the context of your experience in your  human resources cover letter , so you don’t have to try and cram everything onto your resume.
• Whenever possible, quantify the scale or impact of your work on your human resources resume. For example, how many employees did you help hire or onboard? What was the scale of the compensation plan you managed? How many disputes did you resolve? Numbers speak louder than words!

Human Resources (HR) Manager Resume

• Start by listing your hard skills (the tools and technologies you know) and the areas of HR in which you’re an expert, such as Disability or FMLA.
• Don’t make your skills section a laundry list; only include skills that you can readily demonstrate if asked. Honesty is key!
• You can help the reader out by  formatting your resume  with your most recent experience first. That way hiring managers see your best roles right away, which will encourage them to keep reading.

Human Resources (HR) Intern Resume

• Don’t be afraid to showcase your work and accomplishments! Use strong action words like “developed”, “spearheaded”, or “operated” to show hiring managers that you have what it takes to move into roles with more responsibility. 
• In just two to four sentences, let hiring managers know what company you want to work for, the job title you’re seeking, and what specific skills you have that will be an asset to the company.
• The key word here is  specific.  A vague resume objective won’t do you any favors!

Entry-Level Human Resources (HR) Resume

• Have you started a club, held an internship, or had a part-time job? These can all be valuable on your  entry-level human resources resume !
• You can also highlight your academic abilities by listing your GPA or any awards you won during college. You can even list relevant courses to really show off your skills!
• Some employers prefer resumes in different formats, so check the  Human Resources job description  if you need to use a  Google Doc template  or a  Microsoft Word template  to format your entry-level human resources resume correctly.

Junior Human Resources (HR) Generalist Resume

• Woah, cowpoke! Hold off for a minute and use our  resume checker  to ensure your Jr. human resources generalist resume is formatted correctly and that you’re using all the gold-standard grammar and punctuation rules.
• Leverage metrics about the number of employees at each company you’ve worked for, the percent increase in efficiency after implementing a new HR tool, the number of new hires you’ve added, or the increase in qualified applicants you’ve driven through recruitment strategies

Human Resources (HR) Assistant Resume

• Above all, be specific. A generic, vague objective only wastes valuable space. Instead, talk about your qualifications for the position at hand, then mention why you want this particular role with this specific company.
• For example, did you help plan an event that brought in an extra $3K in revenue? Or maybe you collaborated with your HR team to develop new onboarding processes that decreased the cost-per-hire by 21%. Whatever you did, find a way to tell the employer why your efforts mattered on your  human resources assistant resume .

Senior HR Manager Resume

• Tell your story with the help of your past work experiences! Enrich your senior HR manager resume by depicting the growth in your career. Mention your early career and how you’ve managed to go from simply revisiting policies to finally improving employee satisfaction rate as a manager.

Senior Human Resources Analyst Resume

• A senior human resource analyst resume that gleams with moments you introduced new processes, designed more effective systems, developed better problem-solving strategies, or launched products shows that you’re innovative. And guess what, recruiters have a thing for such candidates.

HRIS Analyst Resume

• As long as you list tools like Tableau, Oracle HCM Cloud, or even TSheets, you’ll be able to convince a would-be employer that you know the ins and outs of visualizing employee data that help an organization reduce its turnover rates.

HR Analyst Resume

• Make your HR analyst resume more eye-catching by choosing the “Standout” template and picking a yellow tone that is cool on the eyes. Back this visual appeal with a degree such as a Bachelor’s in Organizational Behavior and Human Resources that you’ve accomplished and show that you’re a professional in handling employee behavior and data.

HR Compliance Resume

• Use and highlight bullet points like “lowering instances of compliance violations by 17%” in your previous roles. These metrics will do the job of solidifying your interest and ability to ensure all workspace operations are compliant with state and federal laws.

Human Resources Recruiter Resume

• For example, you must show your unmatched competencies in skills and tools that track, assess, and help onboard new hires smoothly.

Human Resources Administrator Resume

• A great example you can use in your human resources administrator resume is underscoring your input in achieving a 42% increase in promotion rates for employees under your supervision.

Human Resources Associate Resume

• However, it’s not enough to state that you’re a team player; your human resources associate resume must also show your contribution in identifying, interviewing, and onboarding new hires.

Human Resources Executive Resume

• For instance, integrating Tableau’s HR data analytics dashboard to support decision-making would give recruiters a reason to pick your human resources executive resume ahead of others.

Human Resources (HR) Director Resume

• Use your work experience bullet points to showcase a variety of skills, like management, collaboration, data analysis, and mentorship. Think of each bullet point as a separate skill you want to showcase.
• Using a  resume template  can help you easily change stylistic elements to suit your fancy, like colors, font types, and layouts. Be creative and go for it!

Human Resources (HR) Coordinator Resume

• Set a timer for six seconds. Now, read through your resume until the timer runs out. What stands out the most?
• Hopefully, “numbers” was your top answer. Numbers are easier to scan, and they’re great at showing how you improved your workplace, so include them when you can!
• Try to include rates like ROIs, time and cost per hour, the staff you oversee, reviews, error reductions, efficiency improvements, and employee retention time.
• While you don’t have to use an outline, we would recommend it, especially if you haven’t  written a resume  in a while.

Human Resources (HR) Generalist Resume

• Use small amounts of color (and different font types) to break up an otherwise-monotonous page of black text and draw attention to section headers.
• However, if you personalize your summary by calling out the employer and the role by name, as well as listing your most relevant achievements, you should add it in to help make a great first impression!

Human Resources (HR) Representative Resume

• While that’s understandable when you make a  resume outline , your resume must be polished and customized to highlight past experience that is applicable to the new job you desire.
• In general, we recommend including three to four work experience listings total so you can expand on each. Any more than four, and it starts to get pretty overwhelming!
• This way, you can quickly review your resume against the job description to  build a customized resume  for every job for which you apply!

Human Resources (HR) Data Analyst Resume

• Always double (and even triple)  check your resume  for any typos or grammatical errors before you turn it in. Even areas that you think are perfect, like your Contact Information, might have a missed “t” or an extra period.
• We’d recommend having a friend or colleague read your resume, too, since they’re more likely to notice mistakes. 
• Font : are you using two fonts, one for your body text and one for your headers?
• Layout : is your resume easy to read? Do you have headers for each section? 
• Style : does your resume convey your personality? If not, consider adding some color and different font types, provided your resume is still readable afterwards.

Human Resources (HR) Benefits Specialist Resume

• Numbers will encourage hiring managers to slow down and carefully read your text. Plus, they take less space then words and can demonstrate your capabilities faster. So, if you want to demonstrate your capabilities quickly, use numbers! 
• For example, adding a  resume objective  usually isn’t the best option unless you’ve just changed careers or are starting out in the HR field.

Human Resources (HR) Business Partner Resume

• That internship you had back when pagers and Razr phones were a thing? Probably not relevant—instead, pick three to four recent positions where you’ve showcased your leadership abilities. 
• We’d recommend listing your experience in reverse-chronological order (aka putting your most recent work experience at the top) to increase the chances of making a good first impression right away.

Human Resources (HR) Recruitment Coordinator Resume

• That’s right. Your resume doesn’t need to be boring to command respect. In fact, a bold color can demonstrate confidence and individuality, which can make you an even more desirable candidate. 
• A note of caution: While more companies are valuing individuality and personality, there are times when muted colors (think deep navy, slate gray, or hunter green) may be more appropriate. This may be especially true if you’re applying to work in HR for a legal or investment firm.

Human Resources (HR) Specialist Resume

• If yes, use our human resources specialist resume to add a dedicated section where you can add certs and improve your chances of being hired.

Chief Human Resources (HR) Officer ( CHRO ) Resume

• With a cluttered template, you run the risk of leaving an employer overwhelmed and unsure of where to look on your resume. Using a clean template, like our Elegant, Official, Standout, or Professional templates, will let a recruiter focus on what’s important and help you put your best foot forward.

VP HR Resume

• If you’re applying for a senior-level position, like Vice President of HR, you’ve probably got a ton of experience under your belt. Still, your resume should ideally fit into one page, so select your most substantial achievements at each role to mention under your work experience in your VP HR resume.

Related resume guides

• Office Administrator
• Talent Acquisition
• Operations Manager

You could be an employer’s dream candidate, but you won’t be hired if your resume isn’t readable or logical. So before your professional resignation letter hits your current employer’s desk, walk through our guide on the top resume formats, what to include in your contact header, and how to make your HR resume readable for employers and ATS.

Top resume formats

The top three  resume formats  for 2024 are reverse-chronological, functional, and combination/hybrid. Each format showcases your aptitude for the job in different ways.

• Reverse-chronological : This format stresses your career progression by putting your most recent job at the top. It’s easy to skim, but it can reveal gaps in employment or career changes.
• Functional : Skills are the name of the game with this format, which highlights position-related and transferable skills alike. However, it can confuse ATS and recruiters since it’s not common.
• Combination/hybrid : It’s the best of both worlds with an in-depth skills section and a work history section, but it can be hard to format and isn’t ATS-friendly.

We believe the reverse-chronological format, as shown below, is the best choice for a human resources resume because it’s easy for ATS and recruiters to read quickly and tells a consistent, steady of your career.

Include the right details in your contact header

Your contact header is where you list (surprise, surprise) your contact information. In this section, you’ll want to include the following:

• Job title you’re seeking
• Email address
• Phone number
• City/State (optional)
• Professional links (optional but recommended)

Since your contact header is the first thing recruiters will read, you need to design it carefully. Place your contact header at the top of your resume, either centered or left-aligned, to make it easy to spot. If you’re struggling to fit everything, remove the optional elements or go down a font size.  Just make sure it’s no smaller than your resume body text . 

You should also adjust the color, font style, and layout. Giving your name a different font and a color block outline can showcase your personality and desired role. No matter what you do with your contact header, just ensure it’s easy to read and looks professionally appealing.

Our resume examples can offer inspiration if you’re struggling to format your contact header.

Make your HR resume readable for software and people

HR professionals know the hiring process is complex, so ATS can be a lifesaver when used well. That means that when you write your HR resume, keep ATS in mind to avoid getting the boot.

Our tips on formatting elements can help you format your resume to impress ATS and employers.

• Margins : Avoid margins smaller than half-inch or larger than one inch to give your resume a professional and clean appearance.
• Fonts : Sans-serif fonts are the best for ATS readability, but unusual fonts aren’t a good choice. Choose safe standards like Arial, Verdana, and Helvetica.
• Font sizes : Overly large or small fonts are overwhelming and hard to read. Use 10 or 12-point font sizes to keep reading a cinch.
• Header names : ATS systems aren’t programmed to recognize creative header names, so stick to industry standards like “work experience” and “skills.”
• Skills:  Include skill keywords listed on the job description to ensure your resume passes ATS inspection.
• Logical order : ATS and recruiters read resumes quickly, so organize your resume according to industry recommendations. Namely, put your contact header at the very top and put your work experience in the middle.
• One page : Recruiters have limited time to read endless qualifications, so keep your resume to a single page. 
• File type : Some ATS won’t recognize .dot, .txt, .jpg, or other file types that aren’t .docx. Submit your resume as a Word document and PDF to cover all your bases.

Write a Winning HR Resume

Writing an effective resume  is an overwhelming process, but human resource professionals can get it done in no time by writing only a section at a time.

In the following sections, we’ll introduce:

• Using an objective/summary effectively
• Listing your HR experience
• Choosing the appropriate skills
• Writing the education section and adding optional elements
• Tailoring your HR resume
• Editing your resume for maximum impact

Determine whether you should use an objective/summary

Many people will argue that a  resume objective  or summary is a waste of space that’s “me-centric.” Yet, a worthwhile objective or summary can showcase your qualifications and give a snapshot of  how  you can impact a business. 

Good objectives and summaries tell the recruiter why you should be hired in three sentences or less. They should highlight your skills while expressing how you’ll use your unique experience in the role for which you’re applying. 

Objectives are typically used when you’re changing careers or just starting out, and they focus on your strengths and transferable skills. Summaries are used for those who have been in their career field for some time, and they function as a snapshot of your long-standing career.

You may not need a summary or an objective, but if you do choose one, always tailor it to each job for which you apply. 

For example, generic objectives give nothing more than buzzwords like this:

• Talented human resources professional seeking new opportunities. Skilled at hiring, management, and communication.

This doesn’t tell the recruiter anything about the candidate’s unique experience (or  anything  about the candidate at all). A good objective is specific and personable, like this example:

• Compassionate and detail-driven HR professional with 3 years of experience. I want to use my interpersonal communication skills and conflict resolution abilities to increase employee satisfaction at CORE. My goal is always to foster relationships from the start of the onboarding process, resulting in a 15% decrease in ETR. 

Similar to the example above, notice how this savvy candidate tailors the career objective to the target business.

Summaries are excellent tools if you’re further along in your career. If you’re SHRM-SCP certified or have been in management for years, you should use a  summary for your resume . Summaries can be difficult, though, because you have to cram in years of experience, often resulting in something that looks like this:

• Experienced HR professional who is organized and passionate about people. I am certified and ready to bring my 10+ years of communication, training, and administration skills to your company. 

It’s not bad per se, but it’s vague and not tailored to the company. The one below gives examples of the applicant’s skills and what they’ll provide for their employer:

• Onboarding and employee training are my specialties as a PHR-certified manager with 10+ years of HR experience. I’m passionate about talent acquisition, coaching, interviewing, and compensation/benefits. I wish to use my skills to increase employee satisfaction and training effectiveness while decreasing time-to-hire and time-to-productivity at CORE.

Like the visual below, the above summary explains goals, specialties, and what the candidate can do for their future employer. When writing your objective or summary, make sure it’s detailed and concise to showcase your best qualities.

List your HR work experience

HR professionals wear a lot of hats, so it can be tempting to cram in as many past jobs as you can to showcase your adaptability and skills. This results in a resume that’s overloaded without a clear focus.

Instead, list  two to four of your most relevant job experiences . Doing so provides a clear story of your career and gives you room to expand on the responsibilities and skills you obtained from each position. 

If you lack formal job experience, list internships, volunteer/leadership work, and projects related to your desired HR position.

Write actionable bullet points

Bullet points are the bread and butter of your experience section, so your writing should be as specialized as possible in this area. Use active verbs and targeted language without resorting to personal pronouns to create the most impact. Consistency is key, so match your verb tenses and either use punctuation or avoid it altogether.

Excellent bullet points for an HR resume are distinct and concise. Use the following examples to help you craft amazing bullet points on your resume: 

• Enforced compliance with federal, state, and company employment laws
• Created individualized employee performance reviews in collaboration with management quarterly
• Educated employees on company policies, procedures, and compensation during employee training
• Established a standard set of onboarding processes, including interviewing, office setup, and software training

These bullet points showcase your specialized skills and highlight your accomplishments most effectively and efficiently. 

Harness the power of numbers

Metrics are frequently missed in HR resumes, but they’re a huge asset. They’re definitive proof that you’ve done your job well. So, you should aim to include metrics on 50 percent of your job description bullet points.

When discussing your job responsibilities, try to include some of the following  HR metrics :

• Improved time-to-hire
• Increased employee retention
• Increased employee satisfaction
• Increased employee performance

Below are some sample job description bullet points using the above metric types. 

• Established improved hiring processes, including quarterly job description updates, sourcing plans, and training/development opportunities for current staff, reducing the time to hire by 7 days
• Provided individualized guidance through weekly one-on-one meetings with new staff members, resulting in 13% higher employee retention than in previous years
• Distributed satisfaction surveys in meetings and incorporated feedback into procedures over 6 months, resulting in 50% higher satisfaction rates than the previous year
• Encouraged employees in weekly meetings with special shout-outs and consistently pointed employees to HRIS records in case of concerns regarding payroll, benefits, or training, resulting in 15% higher employee performance than the previous quarter

Choose your HR skills selectively

The skills section on an HR resume presents your attributes and qualifications in an easy way to read. Regardless of your experience, this section showcases why you’re the best candidate for the job because you possess the traits and knowledge the employer is seeking. 

This is why ATS prioritizes skill keywords to weed out candidates, so nailing this section is crucial. To ensure you stay on the recruiter’s list, choose skills that appear in the job description or those related to similar HR positions. 

Below are some good examples of hard and soft skills HR recruiters desire:

• Microsoft Office Suite
• Legal Compliance
• Conflict Resolution
• Performance Management
• Compensation and Benefits
• HRIS or HRMS
• PHR Certification
• Planning and Strategy

These  resume skills  show experience in multiple areas, like recruiting and payroll, while also listing some hard skills like ATS knowledge. 

Include education, and decide on optional sections

As displayed in the visual below, you’ll need to include education, as most HR positions require a BA in Human Resources Management or associated degrees. Depending on your education level, years in the workforce, and any specializations and certifications, you may need to include different sections on your resume.

For example, if you have multiple certifications, it may not be wise to crowd them all in your objective/summary. Instead, list them in your skills section. 

You may wonder if you should add a  hobbies and interests section to your resume , but most HR resumes shouldn’t include these. Interests and hobbies can be useful in tipping the scale in your favor, but most often, they don’t increase your chances significantly.

However, if the job description or ad mentions company culture or the importance of interests, you should include an interests and hobbies section. For example, if you apply for an entertainment company position, including your love of Harry Potter and Star Wars might be beneficial.

Adjust your HR resume accordingly

Every job is different, so each resume you submit should also be unique. Human resources jobs will have things in common, so you don’t need to revamp your resume completely. Still, pay attention to the differences with each position. Tailor your  objective/summary ,  your skills , and  your work experience bullet points  to match the job description or ad for every job to which you’ve applied.

Edit your HR resume for optimal impact

Although it’s tempting, don’t submit your resume right away! Even though it’s technically complete, there could be mistakes you’ve overlooked.

Walk away for a day or two and let others read it. Once you’ve refreshed your mind, come back and  check your resume  one last time for any errors. Then make the necessary changes until your HR resume is spotless.

Nail the interview and get hired

The last step is to celebrate and prepare for your interview! You can use our  resume checker  to upload your resume and check it against our AI-powered tips or use our  resume builder , which allows you to create resumes from scratch. Just remember, whenever you apply for a job, you’ll want to tailor your resume again. Good luck—we’re rooting for you!

• • Developed HR strategies that contributed to a 15% increase in employee engagement scores across the organization
• • Implemented talent acquisition processes improving retention by 20% and reducing hiring time by 25%
• • Spearheaded a diversity and inclusion initiative resulting in a 40% increase in minority representation within the leadership team
• • Facilitated leadership development programs, boosting management performance metrics by 30%
• • Conducted comprehensive compensation and benefits analysis to ensure market competitiveness, influencing a 10% reduction in turnover
• • Managed complex employee relations cases, maintaining a 99% resolution rate without escalation to legal action
• • Orchestrated the rollout of a new performance management system for a region of over 1,000 employees
• • Led succession planning processes, identifying and developing high-potential employees for future leadership roles
• • Drove HR policy compliance, decreasing infractions by 35% through targeted training initiatives
• • Coordinated with senior management to realign HR strategies supporting business objectives
• • Improved employee satisfaction metrics by 18% through the introduction of flexible working options
• • Managed a portfolio of HR projects leading to a 50% improvement in process efficiency
• • Administered benefits programs, ensuring 100% compliance with regulatory standards
• • Collaborated on the development of an employee wellness program that reduced healthcare costs by 12%
• • Delivered HR analytics reports that informed leadership decisions, optimizing workforce planning

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

Resume Format Tips

Resume Experience

Skills on Resume

Education & Certifications

Resume Summary Tips

Additional Resume Sections

Key Takeaways

One specific resume challenge faced by HR professionals is sifting through the high volume of applicants to find the most qualified candidates. Our comprehensive guide outlines efficient screening techniques and key criteria to consider, helping you streamline the process and pinpoint top talent with greater accuracy.

• Sample industry-leading professional resumes for inspiration and hr resume-writing know-how.
• Focus recruiters' attention on what matters most - your unique experience, achievements, and skills.
• Write various resume sections to ensure you meet at least 95% of all job requirements.
• Balance your hr technical expertise with personality to stand out amongst candidates.

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

HR resume format made simple

You don't need to go over the top when it comes to creativity in your HR resume format .

What recruiters care about more is the legibility of your HR resume, alongside the relevancy of your application to the role.

That's why we're presenting you with four simple steps that could help your professional presentation check all the right boxes:

• The reverse-chronological resume format is the one for you, if you happen to have plenty of relevant (and recent) professional experience you'd like to showcase. This format follows a pretty succinct logic and puts the focus on your experience.
• Keep your header simple with your contact details; a headline that details the role you're applying for or your current job; and a link to your portfolio.
• Ensure your resume reaches an up-to-two-page limit, only if you happen to be applying for a more senior role or you have over a decade of relevant experience.
• Save your HR resume as a PDF to retain its structure and presentation.

Upload & Check Your Resume

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

If you're in the process of obtaining your certificate or degree, list the expected date you're supposed to graduate or be certified.

The key to your hr job-winning resume - present your expertise with these sections:

• A header to make your resume more scannable
• Snapshot of who you are as a professional with your resume soft skills, achievements, and summary or objective
• Job advert keywords in the skills section of your resume
• Resume experience quantifying your past job successes with metrics
• A relevant education, certification, and technical sills section to provide background to your technological/software capabilities

What recruiters want to see on your resume:

• Demonstrated knowledge and experience in HR laws and regulations
• Proven track record in talent acquisition, employee retention strategies, and workforce management
• Strong proficiency in HRIS (Human Resource Information System) and Applicant Tracking Systems (ATS)
• Excellent interpersonal and conflict resolution skills with a focus on fostering positive employee relations
• Experience in developing and implementing HR policies and procedures that align with the company's strategic goals

Essential tips for crafting your hr resume experience section

The experience section is indeed the core of your hr resume . It's where you present your past and current job roles. But how should you approach this crucial part?

A common error is treating the experience section as merely a list of job duties. Many candidates fall into the trap of detailing what they did without illustrating the impact of their actions.

To effectively write your hr resume experience section, consider these guidelines:

• Emphasize your achievements, supported by concrete metrics such as percentages, revenue increases, or customer satisfaction rates;
• Avoid using generic buzzwords like communication, hard work, or leadership. Instead, demonstrate how these skills added value in your previous roles;
• Begin each bullet point with a strong action verb, followed by a skill, and then the result of your actions;
• Tailor your resume for each job application by selecting the most relevant experiences, responsibilities, and successes.

We have an array of resume examples that illustrate how to optimally curate your hr resume experience section.

• Led the implementation of a comprehensive HRIS system, improving personnel data management and accessibility for a 1,000+ employee organization.
• Cultivated a company culture that reduced annual employee turnover by 25% through targeted retention strategies and enhancing employee engagement programs.
• Managed a cross-functional team that redesigned the performance evaluation process to align with strategic goals, increasing overall workforce productivity by 15%.
• Streamlined recruitment processes to fill an average of 100+ positions annually, while maintaining a diversity hire rate of 30%.
• Negotiated health and benefits contracts resulting in a cost reduction of 20% without compromising employee benefits.
• Delivered comprehensive training programs for leadership development, reaching over 500 managers and executives, improving leadership effectiveness across the company.
• Implemented a talent acquisition strategy that saw an increase in qualified candidate flow by 40%, significantly cutting down the time to hire.
• Developed a successful employer branding campaign, enhancing the company’s image and attractiveness to potential talent in a competitive market.
• Spearheaded an employee wellness initiative that led to a 30% decrease in reported stress-related absences.
• Coordinated with department heads to create a unified onboarding experience, reducing new hire ramp-up time by 40%.
• Optimized HR operational processes using Lean Six Sigma methodologies, resulting in a 25% increase in department efficiency.
• Championed a diversity and inclusion program that increased minority representation in leadership roles by 18% within the company.
• Administered benefits enrollment for over 500 employees, ensuring compliance with federal and state regulations and achieving a 98% satisfaction rate.
• Collaborated with senior leadership to develop a succession planning framework that identified and prepared high-potential employees for advancement.
• Conducted comprehensive job analyses and revised job descriptions for 200+ roles to reflect current needs and industry standards.
• Facilitated the transformation of the performance management system, incorporating continuous feedback mechanisms that improved employee morale and productivity.
• Orchestrated a company-wide salary benchmarking exercise, leading to a more competitive compensation structure and a 10% decrease in salary-related grievances.
• Initiated an upskilling program for the HR team focused on data analytics, resulting in enhanced reporting capabilities and informed decision-making.
• Played a pivotal role in expanding the company's workforce by 50% over a three-year period, through strategic talent acquisition and workforce planning.
• Reduced HR-related inquiries to management by 60% by implementing a self-service employee portal and comprehensive FAQ repository.
• Launched a mentorship program that paired junior and senior employees, leading to increased cross-departmental collaboration and knowledge transfer.
• Directed the global mobility program, successfully relocating 50+ employees internationally while ensuring legal compliance and high satisfaction rates.
• Developed and executed an analytics-driven recruitment campaign using social media and advanced data tools, improving reach by 200% and applicant quality by 35%.
• Created a comprehensive employee assistance program which led to a significant improvement in employee well-being and a reduction in health-related absences by 20%.

Quantifying impact on your resume

• Include the number of employees you've successfully recruited and onboarded to demonstrate your ability to fill positions efficiently.
• State the percentage decrease in employee turnover after implementing new retention strategies to highlight your influence on staff satisfaction.
• Specify the average time saved per recruitment cycle through your optimized processes, showcasing operational efficiency.
• Mention the exact amount of money saved by negotiating better rates with benefits providers or other HR vendors.
• Quantify the increase in employee engagement scores as a result of HR initiatives you have led or contributed to.
• Report the number of training sessions conducted and the total number of employees trained to establish your impact on workforce development.
• Present the diversity statistics before and after your inclusion efforts to underline your commitment to creating a balanced workplace.
• Reveal the scale of HR projects managed, such as the number of locations or departments involved, to convey your capability to handle complex tasks.

Action verbs for your hr resume

HR resume without experience: a walk-through guide

If you don't happen to have any relevant experience yet, you can substitute this with:

• Short-term gigs and stunts - like month-long internships, that you have done during your university days
• Contract work - be specific about the relevance and outcomes of each role you include
• Resume format that prioritizes your skills - the functional-skill-based format or hybrid format could work
• Research roles - feature those especially prominently if you've participated in a noteworthy project or your role was of utmost importance to the project's success.

Recommended reads:

• How to List GPA on Your Resume
• How To List Certifications On A Resume (Examples Included)

Bringing your hr hard skills and soft skills to the forefront of recruiters' attention

Hard skills are used to define the technological (and software) capacities you have in the industry. Technical skills are easily defined via your certification and expertise.

Soft skills have more to do with your at-work personality and how you prosper within new environments. People skills can be obtained thanks to your whole life experience and are thus a bit more difficult to define.

Why do recruiters care about both types of skills?

Hard skills have more to do with job alignment and the time your new potential employers would have to invest in training you.

Soft skills hint at how well you'd adapt to your new environment, company culture, and task organization.

Fine-tune your resume to reflect on your skills capacities and talents:

• Avoid listing basic requirements (e.g. "Excel"), instead substitute with the specifics of the technology (e.g. "Excel Macros").
• Feature your workplace values and ethics as soft skills to hint at what matters most to you in a new environment.
• Build a separate skills section for your language capabilities, only if it makes sense to the role you're applying for.
• The best way to balance hr hard and soft skills is by building a strengths or achievements section, where you define your outcomes via both types of skills.

There are plenty of skills that could make the cut on your resume.

That's why we've compiled for you some of the most wanted skills by recruiters, so make sure to include the technologies and soft skills that make the most sense to you (and the company you're applying for):

Top skills for your hr resume:

Employee Relations

HRIS (Human Resources Information Systems)

Performance Management

Recruitment/Talent Acquisition

Compensation and Benefits

Employment Law Compliance

Training and Development

HR Policy Formulation

Workforce Planning

Diversity and Inclusion Strategies

Communication Skills

Problem-Solving

Negotiation

Adaptability

Time Management

Conflict Resolution

Decision-Making

HR-specific certifications and education for your resume

Place emphasis on your resume education section . It can suggest a plethora of skills and experiences that are apt for the role.

• Feature only higher-level qualifications, with details about the institution and tenure.
• If your degree is in progress, state your projected graduation date.
• Think about excluding degrees that don't fit the job's context.
• Elaborate on your education if it accentuates your accomplishments in a research-driven setting.

On the other hand, showcasing your unique and applicable industry know-how can be a literal walk in the park, even if you don't have a lot of work experience.

Include your accreditation in the certification and education sections as so:

• Important industry certificates should be listed towards the top of your resume in a separate section
• If your accreditation is really noteworthy, you could include it in the top one-third of your resume following your name or in the header, summary, or objective
• Potentially include details about your certificates or degrees (within the description) to show further alignment to the role with the skills you've attained
• The more recent your professional certificate is, the more prominence it should have within your certification sections. This shows recruiters you have recent knowledge and expertise

At the end of the day, both the education and certification sections hint at the initial and continuous progress you've made in the field.

And, honestly - that's important for any company.

Below, discover some of the most recent and popular HR certificates to make your resume even more prominent in the applicant pool:

The top 5 certifications for your hr resume:

• Professional in Human Resources (PHR) - HR Certification Institute (HRCI)
• Senior Professional in Human Resources (SPHR) - HR Certification Institute (HRCI)
• Society for Human Resource Management Certified Professional (SHRM-CP) - Society for Human Resource Management (SHRM)
• Society for Human Resource Management Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM)
• Associate Professional in Human Resources (aPHR) - HR Certification Institute (HRCI)

Bold the names of educational institutions and certifying bodies for emphasis.

• How to List a Major & Minor on Your Resume (with Examples)

Deciding between a resume summary or objective for your hr role

Understanding the distinction between a resume summary and an objective is crucial for your hr resume.

A resume summary, typically three to five sentences long, offers a concise overview of your career . This is the place to showcase your most pertinent experience, key accomplishments, and skills. It's particularly well-suited for those with professional experience relevant to the job requirements.

In contrast, a resume objective focuses on how you can add value to potential employers. It addresses why they should hire you and outlines your career expectations and learning goals. Therefore, it's ideal for candidates with less experience.

In the following section of our guide, explore how resume summaries and objectives differ through some exemplary industry-specific examples.

Resume summaries for a hr job

• Seasoned HR professional with over a decade of experience specializing in talent acquisition and employee relations across various industries. An expert in deploying HRM systems, keen analytical aptitude, and proficient in legal compliance, having successfully navigated challenging legal disputes and reduced company risk through meticulous policy development.
• Versatile leader transitioning from a senior management role in retail to human resources bringing 15 years of team leadership, stakeholder engagement, and strategic planning skills. Skilled at fostering a collaborative work environment and recognized for exceptional ability to drive operational efficiency through effective personnel management.
• High-achieving marketing executive seeking to leverage extensive background in campaign coordination and cross-functional team management into a human resources career. Distinguished for catalyzing revenue growth by 200% through innovative strategy implementation, ready to enhance employee engagement and retention with data-driven approach.
• Dedicated customer service supervisor with 8 years in managing dynamic teams in high-pressure environments, aiming to transition into human resources to focus on workforce development and organizational culture enhancement. Proven track record in improving customer satisfaction rates and adept at identifying training needs.
• Aspiring HR coordinator eager to apply a fresh perspective and keen understanding of interpersonal communications honed from a history in educational settings. Looking to contribute passion for talent development and employee support to initiate rewarding workplace dynamics in line with cutting-edge HR practices.
• Graduate with a Bachelor’s in Psychology intent on launching a career in Human Resources, armed with a rich blend of academic knowledge and internship experience. Exceptional listener and communicator, poised to delve into employee relations, talent management, and organizational development to foster a welcoming and efficient work environment.

Other hr resume sections to support your expertise and skills

Recruiters are always on the lookout for that hr candidate who brings about even more value to the role.

This can be either via their personality or additional accreditations they have across the industry.

Add to your resume any of the four sections that fit your profile:

• Projects for your most impressive, cutting-edge work;
• Awards or recognitions that matter the most;
• Publications further building up your professional portfolio and accreditations;
• Hobbies and interests to feature the literature you read, how you spend your time outside of work, and other personality traits you deem may help you stand out .

Key takeaways

We've reached the end of our hr resume guide and hope this information has been useful. As a summary of our key points:

• Always assess the job advert for relevant requirements and integrate those buzzwords across various sections of your hr resume by presenting tangible metrics of success;
• Quantify your hard skills in your certificates and skills section, while your soft skills in your resume achievements section;
• Ensure you've added additional relevant experience items, such as extracurricular activities and projects you've participated in or led;
• Use both your resume experience and summary to focus on what matters the most to the role: including your technical, character, and cultural fit for the company.

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, resume for a 16-year-old, how to answer the "how did you hear about this job" interview question, what should you name your cover letter file, how to answer "are you a risk taker" interview question, influencing the recruiter with a resume website, how to send an introduction email to a recruiter (sample included).

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Taking a flight to search for jobs in this highly competitive job market, a strong resume is your passport to job opportunities. But what makes a resume stand out from the crowd? It’s the skills that you build over time that make you a valuable asset to your potential employer. Whether you are a professional with years of experience or a fresher looking to start your career journey, knowing the art of selecting the right job skills is paramount.

This blog will take you on a journey to discover the 15 best skills to put on a resume. These skills are divided into soft skills and hard skills, along with examples that reflect your character and technical expertise. Let’s board on this flight of secrets to creating a winning resume that captures attention and swiftly lands the job of your dreams!

On a resume, hard skills are technical abilities or industry-specific skills that require knowledge and qualifications. These skills are typically quantifiable and can be learned through training, education, and work experience. For example, programming languages, data analysis, coding, and project management.

Soft skills, on the other hand, are personal skills and qualities that do not require training. These are character traits and creative abilities of an individual that come naturally and help you adapt to a workplace. For example, communication, teamwork, and time management.

While hard skills demonstrate technical expertise and soft skills highlight your interpersonal strengths, both are important skills to include on a resume. These key skills are essential for achieving professional success and should be strategically incorporated into your resume to demonstrate that you are a capable and well-rounded candidate.

Read More: How to Write a Good Resume Objective? (With 10+ Samples)

• Soft Skills Example – Best Soft Skills to Put on Your Resume

Effective communication is an important skill in any workplace to convey ideas clearly and collaborate with others effectively. This is a must-have skill for a job at all levels.

Leadership qualities help you foster a positive environment in a workplace. This skill set involves guiding and motivating a team to achieve common goals resulting in increased team productivity.

Time management is a very important skill to have in the workplace. This job skill is an ability to prioritize and use time efficiently to meet specific deadlines and complete tasks to achieve goals. This skill helps you plan your work accordingly and to stay productive throughout the process. 

Problem-solving involves critical thinking, identifying problems and complex issues analyzing them, and implementing innovative solutions to overcome those challenges. 

Adaptability is a great skill to possess. It’s an ability to adjust and adapt to new situations, tasks, and work environments. Adding this skill to your resume will help your employer know that you can navigate between different projects and industries and that you can fit well with the workspace and culture.

This is a great skill to put on a resume. Employers are always on the lookout for a candidate who is an amazing team player. Teamwork involves collaborating with the team to achieve common goals and projects. A team player helps build a supportive work environment through active participation and idea-sharing.

Giving out quality work is a required skill at any job. Attention to detail involves thoroughness and accuracy in tasks to ensure quality outcomes are achieved. 

An organization hunts for candidates who think out of the box, and can bring innovative ideas and creative solutions to the table, and therefore is a good skill to list on your resume.

Organizational skills are the ability to multitask and manage competing priorities effectively, resulting in streamlined workflows and increased productivity.

• Hard Skills Examples – Best Hard Skills to Put on Your Resume

Being well-versed with a diverse range of technical tools and software adds significant value and strength to your resume. Proficiency in Microsoft Office Suite, Adobe Creative Suite, and project management platforms such as Asana and Trello are just a few examples of essential technical skills. These tools can help you work more efficiently and show that you can easily adjust to different technology setups.

Employers seek candidates who possess a solid aptitude for analyzing data metrics, recognizing industry trends, and discovering patterns and insights that guide business choices. Having expertise in data analysis tools and methodologies is an extremely valuable hard skill to showcase on your resume.

Project management is a hard skill that allows you to plan, implement, and manage projects from start to finish, ensuring they are completed on time and within budget. Showcasing this skill on your resume proves your capability to manage complicated tasks, collaborate with colleagues, and juggle various projects simultaneously.

If you like attracting customers and promoting products and services then marketing strategy is the best skill to put on a resume.

If you are proficient in programming languages such as Python, java, and C++ and possess experience in developing software applications and websites then adding this hard skill to your resume can significantly enhance your candidacy.

Knowing multiple languages like English, Spanish, German, or any other Indian regional language shows that you are culturally aware, adaptable, and can connect with people from various backgrounds. Being fluent in different languages can be advantageous in the business world.

Now that you’ve had a quick look at these resume skills, it’s time to customize your resume to match the job you’re applying for. By incorporating these skills effectively, you can boost your chances of landing your dream job. Make sure to showcase your top skills and accomplishments to stand out as a top candidate in the eyes of recruiters.

Read More: Resume Headline For Freshers: 30+ Examples and Tips

Crafting attractive resumes is now easier than ever, generate creative resumes with Apna’s resume builder effortlessly with just one click to impress your recruiters.

The Apna App is your one-stop destination for finding jobs , connecting with HRs, creating resumes , and preparing for interviews with ease. Download the Apna App today and elevate your career.

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Human resource management (HRM)

• Human Capital Management
• Human Resource Management

It’s often said that people are an organization’s greatest resource. Yet, until fairly recently, human resource  management was not considered as critical to success as other business operations, like marketing, finance or sales. This notion has been largely altered by new technology, globalized markets and changes in organizational hierarchies. Today, business leaders place great emphasis on hiring the right people and keeping them engaged.

What is human resource management?

Human resource management involves creating personnel policies and procedures that support business objectives and strategic plans. Central to this mission is fostering a culture that reflects core values and empowers employees to be as productive as possible.

What are the functions of human resource management?

HR functions can vary depending on industry, businesses size and the types of workers employed. In most cases, the primary objectives are to acquire and cultivate talent and improve communication and cooperation among workforce members. Other key human resource management functions include:

• Job analysis Determining the skills and experience necessary to perform a job well may make it easier to hire the right people, determine appropriate compensation and create training programs.
• Workforce operations Creating health and safety policies, responding to employee grievances, working with labor unions, etc., can help support regulatory compliance.
• Performance measurement Evaluating performance is important because it not only fosters employee growth through constructive feedback, but also serves as a guide for raises, promotions and dismissals.
• Incentive programs Recognizing achievements and rewarding high performers with bonuses and other perks is a proven way of motivating employees to take ownership of business objectives.
• Professional development From orientation to advanced educational programs, employee training serves to improve productivity, reduce turnover and minimize supervisory needs.

HCM Buyer’s Guide: Evaluating integrated HCM solutions

What are the responsibilities of human resource management.

HR professionals generally are tasked with creating and administering programs that improve workplace efficiency and employer-employee relationships. Within this broad assignment are several different, but critical responsibilities, such as:

• Staffing Staffing a business or an individual department requires a number of key steps. Hiring managers must first determine how many new employees the budget can support, then find and interview qualified candidates, and finally, make selections and negotiate compensation.
• Developing workplace policies If it’s determined that a new or revised policy is needed, HR professionals typically consult with executives and other managers, write the supporting documentation and communicate it to employees. Policies may cover vacations, dress codes, disciplinary actions and other types of workplace protocol.
• Administering pay and benefits In order to attract and retain talent, compensation must meet industry standards and be comparable to what other employees in similar roles are being paid. Creating such a fair pay system requires careful consideration of an employee’s years of service with the business, experience level, education and skills.
• Retaining talent Compensation isn’t the only thing that retains talented employees. HR managers may need to proactively address issues with workplace environments, organizational culture and relationships between employees and supervisors.
• Training employees When employees develop new skills, they tend to be more productive and satisfied with their job. Some of the training programs typically run by HR departments include team-building activities, policy and ethics education, and on-the-job instruction and skills, e.g. how to run a machine or computer program.
• Complying with regulations Laws that affect the workplace – whether they’re related to discrimination, health care or wages and hours  – are constantly evolving. HR professionals are required to keep up with these changes and notify the rest of the organization in support of compliance.
• Maintaining safety Safety in the workplace means protecting not just the physical health of employees, but also their private information. To minimize workers’ compensation claims and data breaches, HR must implement security measures and ensure that all federal, state and union standards are met.

Human resource management and small business

While human resource management is important to all businesses, the stakes may be higher for smaller organizations. For example, one incompetent employee in an office of 10 people can be much more detrimental than one in a workforce numbering in the thousands. To improve their people processes, small business owners generally can:

• Assess current operations to determine if new hires are needed or if existing employees and production methods can be utilized more effectively.
• Take an active role in the recruitment process and write job descriptions that match prospective talent to business needs.
• Create an employee handbook or an official document that clearly outlines company policies.
• Provide continuing education opportunities as needed by the particular industry.
• Maintain a work environment where employees are treated fairly and can be productive.

HRM systems and software

Faced with rising numbers of contract-based workers and increasingly complex regulations, HR professionals have turned to HRM software to help them keep pace with changing workforce environments and people management needs. This technology is available with a variety of options to suit businesses of any size. Basic systems may offer recruitment services , payroll and benefits , while more robust solutions tend to include talent management, international compliance support  and advanced analytics.

Why use a human resource management system (HRMS)?

HRMS are designed to meet the core needs of HR and turn basic administrative functions into critical enablers of business value. With the aid of these people-centric, data powered solutions, HR managers may be able to:

• Improve their hiring processes
• Manage people more effectively
• Optimize workforce productivity
• Engage and retain employees
• Eliminate costly redundancies
• Make data-driven decisions
• Maintain regulatory compliance

How to choose a human resources management solution

Finding the right solution often requires a strategic evaluation process, such as the following:

• Identify what the organization would like to accomplish, change or improve and how technology can help achieve those goals.
• Ensure that the HRMS can keep pace with the rapidly changing regulatory and statutory requirements in all applicable jurisdictions (local, state, federal, international, etc.).
• Prioritize security and know exactly how sensitive data will be stored, transferred and backed up.
• Look for implementation models with a change management strategy  that will get the HRMS up and running efficiently.
• Address stakeholder questions, concerns and objections to drive widespread HRMS support.
• Ask about service plans to manage the hundreds of post-payroll tasks necessary for compliance .
• Inquire into the vendor’s financial history and investments in innovation.
• Get outside-in perspective by looking at peer reviews, industry analyst feedback and product demos.

Examples of HRM software

Business leaders and HR professionals who are looking for software to help them accomplish more with less resources generally have three options available to them:

• Human resource information systems (HRIS) – perform core HR functions , like applicant tracking, payroll and benefits administration
• Human resource management systems (HRMS) – offer the benefits of HRIS, plus talent management services
• Human capital management (HCM) solutions – provide a broad suite of HR capabilities, including global payroll and compliance support and in-depth analytics

Why choose ADP for your human resource management needs?

ADP’s HR management solutions automate and streamline key needs so that HR professionals can focus more time on their people and less on paperwork. We offer basic and customized packages with some of the following features:

• Powerful workforce reporting that turns data into a trusted source of decision-making
• Preconfigured new hire templates for a simplified onboarding process
• Self-service and mobile apps so time-sensitive tasks can be performed quickly
• Industry-recognized security to help safeguard sensitive information

Learn more about ADP Workforce Now® HR Management →

Frequently asked questions about HRM

What is human resource management and its functions.

Human resource management is the strategic approach to nurturing and supporting employees and ensuring a positive workplace environment. Its functions vary across different businesses and industries, but typically include recruitment, compensation and benefits, training and development, and employee relations.

What are the three major roles of human resources management?

The job of an HR manager can be broken out into three major roles:

• Administrator Running payroll , writing job descriptions, creating workplace policies and procuring benefits packages are typical of HR administration.
• Change manager HR professionals must monitor regulations and communicate policy or procedural changes with employees to help support compliance.
• Personnel manager Managing people entails resolving conflicts, overseeing training and development, and fostering employee engagement.

What are the five main areas of HR?

HR professionals perform many activities in the pursuit of employee well-being and organizational stability, but their responsibilities generally lie within five main areas:

• Recruitment and staffing – identifying talent gaps, acquiring applicants, arbitrating contracts, maintaining ethical hiring practices
• Compensation and benefits – determining pay scales, approving raises, negotiating benefits packages
• Training and development – onboarding new hires, making educational opportunities available
• Compliance and safety – monitoring legislative changes, implementing safety measures, processing workers’ compensation claims
• Employee relations – resolving employee conflicts, addressing harassment or abuse allegations, working with union leaders

What are seven functions of HR?

Over the years, HR has evolved from a personnel department engaged largely in administration to a strategic partner that works closely with management teams on organizational development. It’s seven key functions today include:

• Strategic planning
• Recruitment
• Training and development
• Compensation and benefits
• Policy creation
• Employee and labor relations
• Risk management

What is HR compliance?

HR compliance means keeping an organization from violating the growing number of employment laws enacted by federal, state and local governments. This responsibility requires HR professionals to monitor and understand regulatory requirements, enforce policies, classify workers correctly, practice fair hiring practices and provide a safe work environment, among other tasks.

This guide is intended to be used as a starting point in analyzing an employer’s HR obligations and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.

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