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HR Manager Resume Example

HR manager resumes should show impact on people and the business: hiring speed, retention and engagement.

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Natalie Cooper

HR Manager
natalie@example.com · +1 555 0142 · Minneapolis, MN · linkedin.com/in/natalie-cooper

Profile

SHRM-certified HR manager with 8 years of experience in talent acquisition, employee relations and HR operations for 500-person organizations. Cut time-to-hire by 35% and reduced turnover by 20%. Trusted partner to leadership on culture and compliance.

Experience

HR Manager

NorthStar Foods · Minneapolis, MN
2020 – Present
  • Lead HR for 550 employees across 3 sites with a team of 4
  • Reduced voluntary turnover from 24% to 19% with stay interviews and career paths
  • Cut time-to-hire from 42 to 27 days by redesigning the recruiting process
  • Rolled out a new HRIS (BambooHR) and performance review cycle

HR Generalist

Twin Cities Health · St. Paul, MN
2016 – 2020
  • Handled employee relations cases and investigations
  • Coordinated benefits open enrollment for 800 employees
  • Ensured compliance with FMLA, ADA and state laws

Education

B.A. Human Resource Management

University of Minnesota · Minneapolis, MN
2012 – 2016

SHRM-CP

Skills

  • Talent acquisition
  • Employee relations
  • HR policies
  • Compliance
  • Performance management
  • HRIS
  • Benefits administration
  • Onboarding
  • Compensation
  • Coaching

Languages

EnglishNative
SpanishIntermediate

Profile

SHRM-certified HR manager with 8 years of experience in talent acquisition, employee relations and HR operations for 500-person organizations. Cut time-to-hire by 35% and reduced turnover by 20%. Trusted partner to leadership on culture and compliance.

Top skills for this role

Talent acquisitionEmployee relationsHR policiesCompliancePerformance managementHRISBenefits administrationOnboardingCompensationCoaching

Writing tips for this role

  • Show retention, hiring and engagement metrics.
  • Mention headcount supported.
  • Include SHRM or CIPD credentials.

Experience: HR Manager

  • Lead HR for 550 employees across 3 sites with a team of 4
  • Reduced voluntary turnover from 24% to 19% with stay interviews and career paths
  • Cut time-to-hire from 42 to 27 days by redesigning the recruiting process
  • Rolled out a new HRIS (BambooHR) and performance review cycle