Resume Cover Letter

HR Specialist Resume

This person wanted a generalist role in human resources, which was not his most recent role. The writer grouped all the job titles at the top of the Professional Experience section and then listed the responsibilities and achievements the person had as an HR generalist. On page two, the writer similarly grouped positions for one institution to avoid repeating information that would be the same for each position. In resume-writing lingo, this is called eliminating redundancy.

Sample HR Specialist Resume

Oliver Twist
1265 Camelot Court • Millwood, NY 10569 • Cell :( 914) 555-896


Seeking a Generalist Role

Emphasis on:

Recruitment & Staffing • HRIS • Training & Development
Compensation • Salary Structures • Benefits Administration
Workforce Reengineering & Change Management • Job Task Analysis
Performance Appraisals • Employee Retention • Employee Communications


COMPUTER ASSOCIATES, Islandia, NY 2002-Present
Human Resources Specialist (2003-Present)
Human Resources Generalist (2003)
Human Resources Associate (2002-2003)

Selected for rotational assignments as a leave replacement for other HR staff members.

HR Generalist Responsibilities and Achievements
Supported and provided HR-related guidance to general-management teams at two newly acquired facilities with a combined staff of approximately 130 employees.

  • Contributed to a five-person team charged with establishing and implementing yearly salary increases.
  • Managed a job-reclassification project. Conducted occupational research to determine if job titles were in sync with workplace norms.
  • Assisted with employee-performance issues. Wrote disciplinary reports and developed a strategy for resolution.
  • Reviewed applicant resumes and collaborated on new-hire offers.
  • Tackled the I-9 recertification of approximately 2800 employees at 12 locations. Through research, identified all employees whose paperwork was deficient. Trained support staff and line managers in proper documentation, which rectified oversights expediently and improved I-9 administration going forward.
  • Articulated corporate policies and procedures to employees seeking clarification regarding payroll, disability, terminations, leaves of absence, and COBRA coverage issues.
  • Authored a policies and procedures document to address the sometimes-confusing hiring categories of "rehires" and "reinstatements." Created and delivered PowerPoint presentations to the HR community, which, together with the written document, served as clarification on this issue.
  • Regularly conducted the "benefits" portion of new-hire orientations. In one-hour sessions, provided information to 50+ employees.
  • Participated in the campus recruitment program. Attended college fairs and interviewed candidates for internships and entry-level positions.
  • Processed employee data for new hires and terminations.

HRIS Responsibilities and Achievements

  • Identified a significant administrative challenge regarding the inaccuracy of employee time-off accrual plans. Rectified the problem by creating an Access database linked to Lawson HRIS, which accurately provided the needed data.
  • Designed, developed, and brought to fruition approximately 30 HRIS audits to ensure the accuracy of employee records. Defined audit parameters for compliance with federal, state, and company policies. Created numerous HRIS ad hoc reports as requested by the HR community and line managers.
  • Improved the administration of employee sabbaticals by creating HRIS automation tools. In so doing, decreased processing time by approximately 50%.
  • Represented HR Services during a company-wide Lawson system upgrade. As project manager, identified and advocated for the unique needs of the HR Services function. During implementation, served as trainer to the department's staff.

Residential Manager (2001-2002)
Assistant Residential Manager (2000-2001)
Direct Care Counselor (1999-2000)

  • As residential manager, oversaw 20 direct-care counselors and one assistant supervisor.
  • Hired approximately 15 direct-care counselors, all of whom became good employees. More than half were rated "exceptional."
  • Developed and implemented a staff-training program that provided enhanced quality of care to residents and contributed to a reduction in employee attrition.
  • Conducted in-depth analyses of residents' skills and abilities. Set appropriate skill goals based on present functional status. Instilled motivation to reach objectives.


Master of Business Administration, 2005. Hofstra University, Uniondale, NY

Bachelor of Arts, Psychology, 1999. Muhlenberg College, Allentown, PA

Professional in Human Resources (PHR) Certificate, 2003. Pace University, New York, NY
Workforce Planning & Employment, Performance Management, Compensation & Benefits,
Employee & Labor Relations, Occupational Health, Safety & Security,
Organizational Structure, Ethical & Legislative Issues


Lawson HRIS System, Windows, Word, Excel, PowerPoint, Outlook, and Access


Member, Society for Human Resource Management (SHRM)

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