Resume guide · Job Zone 4
Human Resources Managersresume guide.
Plan, direct, or coordinate human resources activities and staff of an organization. A strong Human Resources Managers resume shows active listening, management of personnel resources and reading comprehension, and names the tools you have worked with, such as Kronos Workforce Timekeeper, SAP software and Workday software.
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- 1Say how many people you support.This guide's top skill is Management of Personnel Resources. A team size and an employee count tell a hiring manager the scale of your HR work in one line.
- 2Show you are ready for pay transparency."Analyze and modify compensation and benefits policies" from the guide becomes salary ranges and closed pay gaps. Most US employers now post pay ranges, so this is work they are hiring for.
- 3Use data to find the cause.The guide asks HR managers to "analyze statistical data and reports to identify and determine causes of personnel problems." This bullet names the data, the cause and the drop in turnover.
- 4Show the result, not just the task."Negotiate bargaining agreements" is a duty. Reaching a first contract in four months with no stoppage is what the employer gets from you.
- 5Name your HR systems exactly.Workday software, ADP Workforce Now and Kronos Workforce Timekeeper are hot tools in this guide. Spell them the way postings do so a search finds them.
- 6Write out each certification in full.Give the full credential name, the issuer and that it is active. The PHRca also tells California employers you know their state's employment law.
Sample resume. The candidate is fictional; the layout and templates are real.
01Also called
O*NETEmployee Relations ManagerHR Admin Director (Human Resources Administration Director)HR Director (Human Resources Director)HR Manager (Human Resources Manager)HR Ops Manager (Human Resources Operations Manager)HR VP (Human Resources Vice President)Recruitment DirectorDiversity and Inclusion DirectorDiversity ManagerEfficiency Manager
02Skills employers expect
O*NETImportance is how much the skill matters to the job; level is how much of it the job demands. Both are worth naming on the resume, in this order.
| Skill | Importance | Level |
|---|---|---|
| Active Listening | Very high | Advanced |
| Management of Personnel Resources | Very high | Advanced |
| Reading Comprehension | Very high | Advanced |
| Speaking | Very high | Advanced |
| Coordination | Very high | Advanced |
| Writing | Very high | Advanced |
| Active Learning | Very high | Advanced |
| Complex Problem Solving | Very high | Advanced |
| Critical Thinking | Very high | Advanced |
| Judgment and Decision Making | Very high | Advanced |
03Knowledge areas
O*NET- Personnel and Human Resources
- English Language
- Administration and Management
- Customer and Personal Service
- Education and Training
- Law and Government
- Psychology
- Public Safety and Security
- Computers and Electronics
- Communications and Media
04Common responsibilities
O*NETOrdered by importance. Each one is a bullet waiting for a result and a number.
- Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
- Represent organization at personnel-related hearings and investigations.
- Negotiate bargaining agreements and help interpret labor contracts.
- Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
- Identify staff vacancies and recruit, interview, and select applicants.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
05Software and tools
O*NET102 tools across 25 categories. The six largest categories are below; Hot marks a hot technology, In demand a tool employers ask for most often.
Human resources software42
- ADP Workforce NowIn demand
- Oracle HRISIn demand
- Applicant tracking softwareIn demand
- Human resource management software HRMS
- Oracle Taleo
- Human resource information system (HRIS)
- ADP Enterprise HR
- Sage HRMS
- Ultimate Software UltiPro Workplace
- Ceridian Dayforce enterprise HCM
- Lawson Human Resource Management
- ADP HR/Benefits Solution
- Halogen e360
- Halogen ePraisal
- Infor SSA Human Capital Management
- Paychex payroll software
- UCN inContact Workforce Management Software WFM
- ADP HR/Profile
- AllNetic Working Time Tracker
- Arrow Electronics N/Compass
- Authoria Adviser
- Defense Travel System
- Fidelity HR/Payroll
- Harpers Payroll Services HR la Carte
- Inception Technologies InfiniTime
- interactive Personnel Electronic Records Management System iPERMS
- Lawson Human Resources Suite
- Midrange Software XpertHire
- Paycor payroll management
- peoplefluent Performance
- peoplefluent Recruiting
- People-Trak software
- Pereless Systems software
- QuestionMark
- Savitr RecruitX
- Standard Installation and Division Personnel Reporting System SIDPERS
- Tesseract Benefits Manager
- Tesseract Human Resources Manager
- Total Officer Personnel Management Information System TOPMIS
- Unicorn HRO Open4
- UniFocus Watson Human Resources Manager
- WhizLabs
+ 37 more
Time accounting software13
- Kronos Workforce TimekeeperHotIn demand
- ADP ezLaborManager
- ADP Pay eXpert
- Exact Software Macola ES Labor Performance
- Norchard Solutions Succession Wizard
- Data Management TimeClock Plus
- Infotronics Attendance Enterprise
- iSystems Evolution Payroll and Tax Management
- Jantek Electronics Jupiter Time & Attendance
- Paylocity Web Pay
- Qqest TimeForce
- Soft Trac Microix Timesheet
- Stromberg Enterprise
+ 8 more
Enterprise resource planning ERP software10
- SAP softwareHotIn demand
- Workday softwareHotIn demand
- Oracle PeopleSoftHot
- Microsoft Dynamics
- Microsoft Dynamics GP
- Oracle Fusion Applications
- Infor ERP SyteLine
- Kronos Enterprise Workforce Management
- Deltek Vision
- Tyler Technologies MUNIS
+ 5 more
Accounting software4
- Intuit QuickBooksHotIn demand
- Sage 50 Accounting
- AccountantsWorld Payroll Relief
- New World Systems Logos.NET
Document management software4
- Microsoft SharePoint Server
- Atlas Business Solutions Staff Files
- PDF readers
- WinOcular
Web page creation and editing software3
- FacebookHot
- Social media sites
Business intelligence and data analysis software2
- IBM Cognos Impromptu
- Oracle Business Intelligence Enterprise Edition
Data base user interface and query software2
- Microsoft AccessHotIn demand
- Automation Centre Personnel Tracker
Electronic mail software2
- Microsoft OutlookHotIn demand
- IBM Notes
Office suite software2
- Microsoft Office softwareHotIn demand
- Corel WordPerfect Office Suite
Presentation software2
- Microsoft PowerPointHotIn demand
- Mentimeter
Spreadsheet software2
- Microsoft ExcelHotIn demand
- IBM Lotus 1-2-3
Word processing software2
- Microsoft WordHotIn demand
- Nuvosoft Rwiz
Analytical or scientific software1
- IBM SPSS StatisticsHotIn demand
Charting software1
- AASoftTech Web Organization Chart
Compliance software1
- Stratitec TimeIPS
Computer based training software1
- Training software
Data base reporting software1
- SAP BusinessObjects Crystal Reports
Desktop publishing software1
Financial analysis software1
- Oracle E-Business Suite Financials
Internet browser software1
- Web browser softwareIn demand
Multi-media educational software1
- Nearpod
Process mapping and design software1
- Microsoft VisioHotIn demand
Project management software1
- Microsoft ProjectHotIn demand
Video creation and editing software1
06Education and preparation
O*NETTypical education
Bachelor's Degree
82% of surveyed workers. Others report Post-Baccalaureate Certificate (9%) and Post-Secondary Certificate (5%).
Preparation level
Job Zone 4 · Considerable preparation
Usually a four-year degree and several years of related experience.
07Putting it on your resume
ResumeXRays guidanceBEE · How to show it
Lead with what you built. For a Job Zone 4 role, hiring managers and parsers both look for outcomes before credentials. Put two or three results at the top of each job entry, with the scale or effect stated plainly.
Name the tools exactly. This occupation is heavy on named software. A skills section that says "Kronos Workforce Timekeeper, SAP software, Workday software, Intuit QuickBooks" matches more job descriptions than a general phrase. Use the spelling employers use.
Show management of personnel resources and reading comprehension, not just active listening. Management of personnel resources and reading comprehension rank close to active listening for this occupation. One bullet per role that shows a decision, a tradeoff or a result covers them.
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