Senior HR Generalist Resume Example
A Senior HR Generalist resume is evaluated on technical system ownership measured by cost savings through automation, not daily administrative task execution.
This resume is for senior HR generalists who lead complex HRIS migrations and design regional policies, but aren't yet responsible for global HR strategy or department-wide budget setting.
- Ownership of high-stakes HR systems and regional compliance audits
- Evidence of measurable process improvements and cost savings through automation
- Ability to mentor junior staff on complex employee relations and investigations
- Contact information and high-level summary header
- Skills section grouped by core HR competencies
- Chronological experience section focused on outcome-driven bullets
Kavita Menon
Summary
Experience
- Migrated 1,200 employees to a new Workday HRIS module, ensuring 100% data integrity and reducing manual reporting time by 18 hours per week.
- Redesigned the annual open enrollment process for 850 staff members, achieving a 98% completion rate and cutting administrative costs by $65,000 through digital automation.
- Mentored 3 HR Coordinators on complex employee relations investigations, improving case resolution speed by 32% across the regional team.
- Prioritized the overhaul of the regional safety policy over legacy training programs to address a rising trend in workplace incidents, resulting in a 45% decrease in workers' compensation claims.
- Developed a standardized onboarding process for the Dallas logistics hub, increasing 90-day employee retention from 68% to 84% over 18 months.
- Audited 500+ personnel files to ensure I-9 and FLSA compliance, identifying and rectifying gaps that saved the branch an estimated $120,000 in potential regulatory fines.
- Led the rollout of a new performance management system for 400 employees, training 25 managers on objective goal-setting and feedback delivery.
- Implemented a digital document tracking system for driver certification compliance, reducing audit preparation time by 50% for the safety department.
- Managed full-cycle recruitment for 15 high-volume roles, reducing average cost-per-hire by $2,200 through optimized job board spend and referral incentives.
- Defined new internal communication protocols for policy updates, ensuring 100% of staff received and acknowledged updated safety handbooks within 48 hours.
Education
Skills
HR Administration · HRIS · Employee Relations · Benefits Administration · Compliance · Communication · Strategic HR Support · Employee Relations Investigation · HR Analytics · Policy Development · Process Improvement · Workday · ADP Workforce Now · Training Development
What makes this resume effective
- This resume meets the hiring bar for a Senior HR Generalist by demonstrating large-scale HRIS migration, regional policy overhaul, and measurable retention improvements.
- Notice how Kavita Menon anchors her Cintas experience with the migration of 1,200 employees to Workday, proving technical ownership of critical enterprise systems.
- See how the bullet regarding the regional safety policy overhaul at Cintas shows strategic decision-making that resulted in a 45% decrease in workers' compensation claims.
How to write better bullet points
Helped junior HR staff with their daily tasks and investigations.
Mentored 3 HR Coordinators on complex employee relations investigations, improving case resolution speed by 32% across the regional team.
It quantifies the impact of mentorship on team performance rather than just stating the activity.
Updated the onboarding process for new hires in the Dallas office.
Developed a standardized onboarding process for the Dallas logistics hub, increasing 90-day employee retention from 68% to 84% over 18 months.
It connects a process improvement to a critical business metric like employee retention.
Audited personnel files to make sure we were following laws.
Audited 500+ personnel files to ensure I-9 and FLSA compliance, rectifying gaps that saved an estimated $120,000 in potential regulatory fines.
It demonstrates the scale of the work and the financial risk mitigated through proactive auditing.
Senior HR Generalist resume writing tips
- Link your HRIS experience to specific time savings or data integrity improvements.
- Highlight mentorship by quantifying how your guidance improved the speed or quality of a junior team's work.
- Focus on policy changes that directly impacted the bottom line through cost reduction or risk mitigation.
Common mistakes
- Focusing too much on daily administrative tasks instead of system-wide improvements. Senior roles require evidence of designing processes, not just following them.
- Failing to quantify employee relations outcomes. Instead of saying you handled investigations, show how your involvement reduced resolution time or mitigated legal risk.
- Omitting technical HRIS proficiency. At this level, you need to show you can lead a system implementation or data migration, not just enter data.
Frequently asked questions
Is this resume right for someone with five years of experience? Yes, if you have moved beyond basic coordination into leading projects like HRIS implementations or complex policy design.
Yes, if you have moved beyond basic coordination into leading projects like HRIS implementations or complex policy design.
Yes, if you have moved beyond basic coordination into leading projects like HRIS implementations or policy design. It is less suitable if your experience is still primarily focused on administrative support without independent decision-making.
What if my background isn't in high-volume industries like logistics? Yes, because the core principles of managing large populations and scaling impact apply across corporate, tech, and healthcare sectors.
Yes, because the core principles of managing large populations and scaling impact apply across corporate, tech, and healthcare sectors.
The principles of this resume apply to any industry where you manage large employee populations. You should focus on the scale of your impact, whether that is in corporate services, tech, or healthcare.
What if I don't have exact dollar amounts for my savings? Use percentages, time-based savings, or completion rates to quantify your impact when exact financial data is unavailable.
Use percentages, time-based savings, or completion rates to quantify your impact when exact financial data is unavailable.
You can use percentages or time-based metrics to show impact. In this resume, Kavita Menon uses a mix of percentage improvements, time saved per week, and completion rates to prove her value.
How much should I change the skills section? Align technical skills with the HRIS and tools in the job description while prioritizing core competencies like compliance and employee relations.
Align technical skills with the HRIS and tools in the job description while prioritizing core competencies like compliance and employee relations.
You should align the technical skills with the specific HRIS and tools mentioned in the job description. Core competencies like employee relations and compliance should remain but be prioritized based on the company's needs.
What do hiring managers focus on for senior generalist roles? They prioritize independent handling of high-risk situations like audits and evidence of improving the HR function rather than just maintaining it.
They prioritize independent handling of high-risk situations like audits and evidence of improving the HR function rather than just maintaining it.
They look for evidence that you can operate independently and handle high-risk situations like compliance audits or complex investigations. They want to see that you improve the HR function rather than just maintaining the status quo.
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