HR Manager Resume Example (2026 Guide)
HR Manager resume example
A complete sample in the Modern template FitMyRole exports. The person and employers are fictional; the structure, skills and bullet style are what to copy.
Denise Faulkner
[email protected] • (555) 012-8817 • Nashville, TN • linkedin.com/in/denisefaulkner
Professional Summary
HR Manager with 13 years of experience in human resources across manufacturing, logistics and hospitality, leading talent acquisition, employee relations, compliance and HRIS for hourly and salaried workforces. Leads HR for a 640-employee precision manufacturer with two plants, managing a team of four and a $1.1M HR operating budget. Reduced first-year turnover from 48% to 29% in three years by rebuilding onboarding, launching a supervisor training program and moving to a structured pay scale. Works as a partner to plant leadership, settles issues early through direct conversation and documents every decision for audit.
Core Skills
- Talent Acquisition: Full-cycle recruiting, high-volume hourly hiring, structured interviews, employer branding, campus and trade school partnerships, time-to-fill
- Employee Relations: Investigations, progressive discipline, conflict resolution, employee engagement surveys, exit interviews, workplace mediation
- Compliance: FLSA, FMLA, ADA, EEO-1 reporting, OSHA recordkeeping, I-9 and E-Verify, Tennessee employment law, policy and handbook writing
- HRIS & Tools: UKG Pro, Workday, BambooHR, ADP Workforce Now, Paylocity, Excel, Power BI
- Performance & Development: Performance management, onboarding programs, supervisor training, succession planning, compensation structures, merit cycles
- Benefits & Total Rewards: Benefits administration, open enrollment, broker management, leave administration, wellness programs, pay equity reviews
Education & Certification
- Jones College of Business. Student chapter of SHRM, treasurer; graduated cum laude.
Work Experience
HR ManagerMarch 2020 – PresentCumberland Precision Manufacturing, Nashville, TN
- Reduced first-year turnover from 48% to 29% in three years by rebuilding onboarding into a 30-60-90 day program with a peer mentor for every new machine operator.
- Cut average time-to-fill for hourly roles from 38 to 19 days by adding a weekly hiring event, partnering with two technical colleges and moving offers to same-day.
- Led HR for 640 employees across two plants, managing a team of four (two generalists, a recruiter and an HR coordinator) and a $1.1M operating budget.
- Moved payroll, timekeeping and HR records for both plants from paper and spreadsheets to UKG Pro, finishing in five months with no missed pay dates.
- Built a structured pay scale with eight hourly bands after a market study, closing pay gaps for 140 employees and lowering offer declines from 22% to 9%.
- Investigate and resolve employee relations cases, about 40 a year, with documented findings, and no EEOC charge has been upheld against the company since 2020.
- Launched a 12-week supervisor training program on coaching, discipline and safety for 36 frontline leaders, lifting engagement survey scores for supervisor support by 14 points.
- Keep the company audit-ready on FLSA, FMLA, OSHA recordkeeping and employment eligibility verification, passing a 2024 Department of Labor wage and hour audit with no findings.
HR GeneralistAugust 2016 – February 2020Volunteer State Logistics, Lebanon, TN
- Supported 450 employees across three distribution centers, handling onboarding, benefits questions, leave administration and employee relations.
- Hired about 300 warehouse associates a year during peak seasons by running weekly hiring events and a referral bonus program that filled 25% of roles.
- Administered FMLA and ADA accommodations for 60 to 70 cases a year, keeping documentation complete through an outside compliance review.
- Rewrote the employee handbook with legal counsel, updating 28 policies for state law changes and rolling them out with signed acknowledgements in ADP.
- Ran annual open enrollment for 400 benefit-eligible employees with the broker, raising online enrollment completion from 61% to 94%.
HR CoordinatorJune 2013 – July 2016Harpeth Valley Hospitality Group, Franklin, TN
- Coordinated hiring and onboarding for five hotel properties with about 350 seasonal and year-round staff, scheduling 40 to 60 interviews a month.
- Processed new hire paperwork, employment eligibility forms and E-Verify for every hire, with no errors found in a 2015 internal eligibility audit.
- Maintained employee records in BambooHR and produced monthly headcount and turnover reports for the director of human resources.
- Organized quarterly employee recognition events and an annual engagement survey, raising survey participation from 48% to 77%.
Want yours to read like this? Upload your resume and a job posting, and FitMyRole rewrites it for that job in this template.
Tailor my resumeWhy This Resume Works
- The headline result is the one HR leaders are judged on: first-year turnover from 48% to 29%, with the onboarding and mentor program that caused it, which fixes the "administrative tasks only" mistake.
- Scope is concrete in the current role, 640 employees across two plants, a team of four and a $1.1M budget, so a hiring manager can see the size of the job.
- Compliance is backed by evidence rather than a keyword, such as a 2024 Department of Labor wage and hour audit with no findings and no EEOC charges upheld since 2020.
- HRIS work is shown as a project with a result, the five-month move to UKG Pro with no missed pay dates, and HRIS tools from UKG to BambooHR are grouped where an ATS will find them.
- Talent acquisition, onboarding, performance, policy and employee relations each have a measured bullet, matching every keyword HR manager postings ask for, and the SHRM-SCP is listed with its date.
Common Resume Mistakes
- Listing only administrative tasks without business impact.
- No metrics (turnover, time-to-fill, engagement).
- Missing HRIS or compliance keywords.
Keywords Recruiters Look For
- Talent acquisition
- HRIS
- Compliance
- Onboarding
- Performance
- Turnover
- Policy
- Employee relations
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