HR Manager Resume Example
HR Managers get hired when they prove functional ownership measured by retention and efficiency gains, not by listing administrative duties.
This resume is for HR professionals who manage end-to-end people operations and departmental budgets, but aren't yet responsible for global organizational design or board-level strategy. It also works for those transitioning from HR Business Partner or People Operations roles into a management capacity.
- Ownership of core HR functions like performance management or benefits administration
- Evidence of measurable improvements in employee retention or operational efficiency
- Ability to lead small teams and manage departmental budgets effectively
- Summary focused on high-level organizational impact and functional expertise
- Professional experience section highlighting specific HR initiatives and outcomes
- Skills section categorized by functional HR domains and compliance areas
Shreya Mehta
Summary
Experience
- Reduced frontline turnover from 38% to 29% within 18 months by redesigning the peer-mentorship program and increasing engagement touchpoints for new hires.
- Implemented a digital performance management framework for 450 employees, transitioning from paper-based reviews to an automated HRIS module that increased completion rates by 42%.
- Led a team of 2 HR coordinators to execute 12 large-scale recruitment events, resulting in the hiring of 115 staff members to meet peak seasonal demand.
- Managed a $185K annual budget for employee engagement and training, choosing to prioritize safety certification programs over external social events to reduce workplace incidents by 31%.
- Owned the end-to-end administration of benefits and leave of absence for 300 employees, ensuring 100% compliance with FMLA and ADA regulations.
- Decreased time-to-hire by 22% by standardizing the interview rubric and training 15 hiring managers on behavioral interviewing techniques.
- Resolved 45 complex employee relations cases, conducting thorough investigations and defining policy updates that mitigated legal risk and improved workplace culture.
Education
Skills
HR Management · Employee Relations · Performance Management · Compliance · Team Leadership · Strategic Planning · Benefits Oversight · HRIS Management · Training Programs · Labor Relations · FMLA/ADA Compliance · Talent Acquisition · Conflict Resolution
What makes this resume effective
- This resume meets the hiring bar for an HR manager by demonstrating functional ownership, measurable retention impact, and team leadership.
- At US Foods, Shreya Mehta reduced frontline turnover from 38% to 29%, which signals a high level of expertise in engagement and retention strategy.
- The transition from paper-based reviews to an automated HRIS module for 450 employees proves the operational proficiency expected at this level.
How to write better bullet points
Managed employee performance reviews.
Implemented a digital performance framework for 450 employees, increasing completion rates by 42% through automated HRIS workflows.
It replaces a generic task with a specific scope, technology used, and a measurable outcome.
Responsible for hiring new staff members.
Led a team of 2 coordinators to execute 12 recruitment events, hiring 115 staff members to meet peak seasonal demand.
It demonstrates leadership, volume, and the ability to meet specific business needs.
Handled benefits and leave of absence.
Owned end-to-end benefits administration for 300 employees, ensuring 100% compliance with FMLA and ADA regulations.
It emphasizes full ownership and critical regulatory compliance rather than passive participation.
HR Manager resume writing tips
- Link HR initiatives directly to business metrics like turnover rates or completion percentages.
- Highlight experience managing specific budgets to demonstrate fiscal responsibility.
- Detail your involvement in compliance audits to prove reliability in regulatory oversight.
Common mistakes
- Focusing only on administrative tasks instead of strategic outcomes and business impact.
- Vague descriptions of employee relations cases that don't highlight resolution or risk mitigation.
- Omitting the scale of the workforce managed, making it difficult to judge the candidate's scope.
Frequently asked questions
Is this resume right for someone with 5-10 years of experience? Yes if your background includes decision-making and team leadership rather than just entry-level administrative support.
Yes if your background includes decision-making and team leadership rather than just entry-level administrative support.
Yes, if the experience includes managing core HR functions and small teams. It is less suitable for those whose backgrounds are limited to entry-level administrative support without decision-making authority.
What if my background is in a different industry than food distribution or healthcare? Yes, because core competencies like turnover reduction are transferable; simply swap in metrics relevant to your target sector.
Yes, because core competencies like turnover reduction are transferable; simply swap in metrics relevant to your target sector.
The core HR competencies shown here, such as turnover reduction and compliance, are transferable across most sectors. Industry-specific metrics can be substituted with those relevant to the target field.
What if I don't have exact percentages for turnover or completion rates? Use ranges or focus on the total headcount supported to demonstrate the magnitude of your impact when exact percentages are unavailable.
Use ranges or focus on the total headcount supported to demonstrate the magnitude of your impact when exact percentages are unavailable.
Using ranges or focusing on the scale of the population supported is a valid alternative. While Shreya Mehta's specific numbers are ideal, describing a significant increase in engagement backed by a specific project is still effective.
How much should I change before applying? Maintain the impact-driven bullet structure while updating specific HRIS tools and compliance regulations to match the job description.
Maintain the impact-driven bullet structure while updating specific HRIS tools and compliance regulations to match the job description.
The structure of the impact-driven bullets remains consistent, but the specific HRIS tools and compliance regulations should match the job description. The skills section is most effective when reordered to prioritize what the employer lists first.
What do hiring managers focus on for professionals in this role? Hiring managers look for a balance between employee relations resolution skills and data-driven results like budget and retention metrics.
Hiring managers look for a balance between employee relations resolution skills and data-driven results like budget and retention metrics.
They look for a balance between employee relations skills and data-driven results. This resume provides that balance by showing both conflict resolution and budget management alongside specific metrics.
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