Human resources resume examples

Human resources resumes are read by human resources professionals, and the reading is exacting. The polish of the document, the consistency of its formatting and the accuracy of every date are judged as a sample of the work. Scope comes first: the headcount you supported, the regions or countries, the employee populations, the business you sat inside, and whether you were a generalist or a specialist in recruiting, benefits, employee relations, learning, compensation or systems.

A human resources recruiter searches for the systems and the regulations before anything else. The human resources information system, whether Workday, ADP, BambooHR, SAP SuccessFactors, UKG or another platform. The applicant tracking system for recruiting roles. Payroll and benefits platforms. The employment law you have worked under, such as leave, disability, equal opportunity and wage and hour regulations, and the audits or investigations you have handled. A certification such as SHRM-CP, SHRM-SCP, PHR or SPHR goes after your name once earned and in a certifications line either way.

Bullets carry the measures the function reports. Time to fill and offer acceptance rates for recruiting. Turnover and retention changes for employee relations and engagement work. Open enrollment size and benefits cost changes. Engagement survey scores and their movement. Investigations completed and their outcomes. Training delivered and headcount trained. Compensation structures built and the population they covered. Every number should name the population it came from. Where a result belonged to a program rather than to you, name your part in it, from design to rollout to measurement. Policies and programs you wrote take one line each with the population they covered.

One page for the first several years, two for directors and business partners with multiple functions and regions. Under your name, a two-line summary states the specialty, the headcount and the industry, then the systems you run and one function measure. Confidentiality is part of the job, so describe employee matters by type and outcome, never by person. The reader will notice if the resume violates the discretion the role requires.