HR Coordinator Resume Example
HR Coordinators get hired when they prove HRIS data ownership and compliance reliability, not by listing administrative tasks like answering employee inquiries.
This resume is for HR coordinators who manage high-volume onboarding and benefits administration but are not yet responsible for organizational strategy or labor relations negotiations. It also works for HR generalists or HR administrators transitioning into this specific operational focus.
- Ownership of HRIS data integrity and benefits administration
- Evidence of process improvements in onboarding or recruitment cycles
- Reliability in maintaining compliance with FLSA, HIPAA, or state-level audits
- Professional summary emphasizing specific software and compliance expertise
- Experience section highlighting quantifiable operational improvements
- Skills list categorized by administrative and technical competencies
Emily Phillips
Summary
Experience
- Managed HRIS data integrity for 12,500 employees within Workday, automating the benefits enrollment process and reducing manual entry errors by 34%.
- Redesigned the onboarding process for new hires, cutting time-to-productivity from 14 days to 9 days through the implementation of a digital document management system.
- Prioritized the centralization of employee records over individual department filing systems, ensuring 100% compliance with FLSA and HIPAA regulations during a state-level audit.
- Directed the annual open enrollment period for 2,400 benefit-eligible employees, resolving 95% of coverage inquiries within 24 hours.
- Mentored 2 HR interns on compliance reporting and HRIS data entry protocols to ensure department-wide data consistency.
- Built a standardized interview rubric for high-volume warehouse roles, increasing the 90-day retention rate by 28% across 5 Chicago facilities.
- Recovered $62,500 in overpaid insurance premiums by conducting a comprehensive dependent eligibility audit of the company’s policy database.
- Spearheaded the rollout of a new employee performance management system, training 15 managers on goal-setting frameworks and feedback loops.
- Owned the employee referral program, generating $75,000 in recruitment cost savings by filling 12 specialized roles through internal networks.
Education
Skills
HR Administration · HRIS Management · Employee Relations · Benefits Administration · Compliance · Workday · ADP · Payroll Processing · FLSA · HIPAA · Onboarding · Policy Implementation · Reporting · Communication · HRIS
What makes this resume effective
- This resume meets the hiring bar for HR coordinators by demonstrating HRIS data ownership, measurable onboarding improvements, and strict regulatory compliance.
- At US Foods, Emily Phillips automated benefits enrollment in Workday to reduce errors by 34%, showing the technical proficiency recruiters look for in this role.
- The entry for Cintas highlights a $62,500 recovery through a dependent eligibility audit, proving that professionals in this role can drive significant financial impact through administrative rigor, supporting the 12,500 employee scale mentioned in the summary.
How to write better bullet points
Helped with the onboarding of new employees.
Redesigned the onboarding process to cut time-to-productivity from 14 days to 9 days using a digital document management system.
It replaces a vague activity with a specific outcome and the technical tool used to achieve it.
Did an audit of the insurance benefits.
Recovered $62,500 in overpaid premiums by conducting a comprehensive dependent eligibility audit of the company’s policy database.
It quantifies the financial impact of a routine administrative task, proving high-level value.
Managed employee records in the system.
Managed HRIS data integrity for 12,500 employees within Workday, reducing manual entry errors by 34% through automation.
It shows the scale of responsibility and a measurable improvement in data quality.
HR Coordinator resume writing tips
- Link every administrative task to a specific business outcome like cost savings or time-to-productivity.
- Quantify your HRIS experience by mentioning specific error reductions or data integrity improvements, such as the 34% reduction achieved at US Foods.
- Highlight your role in maintaining compliance during audits to prove reliability in high-stakes environments.
Common mistakes
- Listing tasks like 'answering emails' instead of 'resolving 95% of employee inquiries within 24 hours.'
- Failing to mention specific HRIS platforms like Workday or ADP which are critical for screening.
- Omitting compliance knowledge, which makes you appear less prepared for the legal risks of HR.
Frequently asked questions
Is this resume right for someone with 2-5 years of experience? Yes, if you own specific HR functions like benefits; no if seeking executive roles where strategy outweighs administrative execution.
Yes, if you own specific HR functions like benefits; no if seeking executive roles where strategy outweighs administrative execution.
Yes, if you have moved beyond basic clerical work into owning specific HR functions like benefits or onboarding. No, if you are looking for executive-level HR Director roles where strategy outweighs coordination.
What if my background isn't exactly like this? Focus on your scale of impact relative to your company, such as the percentage of the workforce supported or specific compliance goals met.
Focus on your scale of impact relative to your company, such as the percentage of the workforce supported or specific compliance goals met.
If you haven't worked at a large company like US Foods, focus on the scale of your impact relative to your organization. Emphasize the percentage of the workforce you supported or the specific compliance standards you maintained.
What if I don't have metrics like this? Use success indicators like 95% inquiry resolution rates or reduced onboarding cycles to prove effectiveness without financial figures.
Use success indicators like 95% inquiry resolution rates or reduced onboarding cycles to prove effectiveness without financial figures.
You can use other indicators of success if financial figures aren't available. In this resume, Emily uses a 95% inquiry resolution rate and a reduction in days for onboarding to prove her effectiveness.
How much should I change before applying? Swap out HRIS tools for those in the job posting and ensure the summary reflects the specific compliance needs of the target employer.
Swap out HRIS tools for those in the job posting and ensure the summary reflects the specific compliance needs of the target employer.
Keep the structure of the impact-focused bullets, but swap out Workday or ADP for the specific HRIS required by the job posting. Ensure your summary reflects the specific compliance needs of the target industry.
What do hiring managers focus on at this level? They prioritize candidates who can operate independently, minimize compliance risks, and use technology to automate repetitive tasks.
They prioritize candidates who can operate independently, minimize compliance risks, and use technology to automate repetitive tasks.
They look for candidates who can operate independently, minimize compliance risks, and use HR technology to streamline repetitive tasks. Proving you can manage 100% compliance during an audit is a major hiring signal.
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