HR Administrator Resume Example
An HR Administrator resume is evaluated on HRIS data integrity measured by audit reliability, not manual record-keeping without process improvement.
This resume is for HR Administrators who manage core people operations and HRIS data integrity, but aren't yet responsible for setting total rewards strategy or leading the entire HR function. Professionals moving from an HR Coordinator role into this position will find this structure useful for highlighting their increased autonomy.
- Ownership of HRIS data integrity and automated reporting workflows
- Evidence of maintaining high compliance standards across employee records and audits
- Ability to execute and improve core HR processes like onboarding and policy rollouts
- Skills categorized by functional HR domains
- Experience section formatted with bulleted achievements
- Education and certifications listed at the bottom
Andrew Huang
Summary
Experience
- Manage the Workday HRIS for 1,200 employees, automating reporting workflows that reduced manual data entry requirements by 15 hours per month.
- Audit employee records and I-9 documentation for the Charlotte business unit, maintaining a 99.4% compliance rate across all active personnel files.
- Prioritized the migration of physical personnel files to a digital document management system over a third-party vendor switch, saving $24,000 in annual licensing fees while increasing document retrieval speed.
- Led the rollout of a updated remote work policy for 4 departments, establishing standardized performance benchmarks and communication protocols for 250+ staff members.
- Redesigned the onboarding process for the retail banking division, shortening the time-to-productivity for new hires from 14 days to 10 days.
- Administered benefits enrollment and leave-of-absence requests for a 600-employee region, achieving a 4.8/5 satisfaction rating on internal employee service surveys.
- Mentored 2 HR interns on compliance standards and payroll processing procedures, ensuring consistent data entry across the regional HR team.
- Developed a centralized employee relations tracking system in SharePoint to monitor case resolutions and identify recurring policy training needs for department managers.
Education
Skills
HR Administration · HRIS Management · Workday · Employee Relations · Benefits Administration · Compliance · Onboarding · Policy Implementation · Reporting · Data Integrity · FMLA/FLSA Knowledge · SharePoint · Process Improvement
What makes this resume effective
- This resume meets the hiring bar for HR Administrators by demonstrating HRIS automation, strict compliance auditing, and end-to-end process redesign.
- At Honeywell, Andrew Huang automated Workday reporting to save 15 hours of manual work monthly, showing the technical proficiency recruiters look for in this role.
- The resume shows high-stakes reliability by highlighting a 99.4% compliance rate for I-9 documentation across a 1,200-employee business unit.
How to write better bullet points
Responsible for onboarding new hires.
Redesigned the onboarding process for the retail banking division, shortening the time-to-productivity for new hires from 14 days to 10 days.
It replaces a generic responsibility with a specific business outcome and a measurable improvement in efficiency.
Used Workday for employee data.
Manage the Workday HRIS for 1,200 employees, automating reporting workflows that reduced manual data entry requirements by 15 hours per month.
It defines the scale of the responsibility and quantifies the time saved through technical automation.
Helped with employee relations issues.
Developed a centralized employee relations tracking system in SharePoint to monitor case resolutions and identify recurring policy training needs.
It demonstrates proactive system creation and data-driven decision-making rather than passive task execution.
HR Administrator resume writing tips
- Highlight specific HRIS platforms like Workday to prove you can manage complex employee data systems.
- Include a specific compliance metric, such as audit pass rates, to demonstrate reliability in high-risk administrative areas.
- Document a process you improved, like onboarding speed, to show you can optimize workflows rather than just following them.
Common mistakes
- Focusing only on task completion instead of outcomes. Instead of saying you 'processed payroll,' describe how you improved accuracy or reduced processing time.
- Omitting specific software proficiency. HR Administrators are expected to be power users, so failing to mention your HRIS or ATS level is a missed signal.
- Vague descriptions of employee relations. Without mentioning the scale or nature of the support, hiring managers can't gauge your ability to handle complex cases.
Frequently asked questions
Is this resume right for someone with only two years of experience? Yes, if you prove ownership of HRIS management or compliance functions rather than just basic clerical coordination.
Yes, if you prove ownership of HRIS management or compliance functions rather than just basic clerical coordination.
Yes, if you have moved from basic coordination to owning specific HR functions like compliance or HRIS management. It is less suitable if your experience is limited to purely clerical tasks without any process improvement.
What if my background is in a much smaller company? Yes, because data integrity principles are universal; focus on the percentage of the workforce supported and the specific systems managed.
Yes, because data integrity principles are universal; focus on the percentage of the workforce supported and the specific systems managed.
The core principles of data integrity and compliance remain the same regardless of company size. You should focus on the percentage of the workforce you supported and the specific systems you managed to show scalability.
What if I don't have exact metrics for my HR work? Use proxies like employee headcount supported, frequency of audits completed, or achieving a high compliance percentage to show reliability.
Use proxies like employee headcount supported, frequency of audits completed, or achieving a high compliance percentage to show reliability.
You can use proxies for impact, such as the number of employees supported or the frequency of audits completed. In this resume, Andrew Huang uses a 99.4% compliance rate, which is a standard way to show quality when speed isn't the primary goal.
How much should I change before applying to a different industry? Update business units to match the target employer while prioritizing the specific HRIS and compliance needs mentioned in the job description.
Update business units to match the target employer while prioritizing the specific HRIS and compliance needs mentioned in the job description.
Keep the structure of the achievement bullets but update the business units to match the target employer's structure. Ensure the skills section prioritizes the specific HRIS mentioned in the job description.
What do hiring managers focus on most for this role? They prioritize technical HRIS mastery and the ability to independently resolve administrative bottlenecks and maintain high-stakes compliance.
They prioritize technical HRIS mastery and the ability to independently resolve administrative bottlenecks and maintain high-stakes compliance.
They look for a combination of technical HRIS mastery and the ability to work independently on high-stakes compliance tasks. Proving you can identify a bottleneck and fix it—as seen in the digital document migration example—is a top-tier signal.
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