federal human resources resume examples

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Federal Resume Tips

Federal and private sector resumes.

Federal resumes differ from resumes used in the private sector with regard to both content and purpose.

• multiple pages long
• detailed description of work experience and qualifications
• used to determine if you meet requirements/qualifications for a job announcement. Be sure to list all your experiences (including non-paid).
• generally limited to two pages 
• brief summary of work history
• used as a marketing tool to get an interview

In the Federal Government, your resume is your application. There may be an additional component called an assessment questionnaire . The assessment questionnaire asks you to rank yourself on your qualities necessary to do the job being advertised. It must support the experiences listed in your resume.

Curriculum Vitaes

An academic curriculum vitae does not provide enough information to determine if you meet eligibility requirements. If you use one, please be sure to add the information listed below.

Resume Content

Resumes must thoroughly describe how your skills and experiences align to the criteria in the job announcement. It must also support your responses to the assessment questionnaire. To do this, be sure to include detailed examples in your resume.   

Why? We operate under various federal employment laws, rules, and regulations. We are prohibited from drawing conclusions or making assumptions regarding your experience or qualifications.

Resume Checklist

We encourage you to use the  USAJobs online Resume Builder . If you use your own resume, you must include the following information:

• Contact information . This includes your name, address, day and evening telephone numbers, and email address
• Citizenship (if other than the U.S.)
• Relevant work experience . This includes paid and unpaid experiences. For instance, volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social)

For each employment listed, include the following information:

• Dates of employment . Include beginning and end dates in the following format: month/day/year
• Hours per week . We assume fulltime unless otherwise stated. Employment will be prorated in crediting experience.
• Include any supervisory/managerial responsibilities and number of staff supervised (if applicable). This information helps determine if you meet minimum eligibility requirements for the position.
• Review the qualifications section in the job announcement closely and directly address the education, skills, and experience required in your resume.
• Series and grade or equivalent (if a Federal position)

Education R equirement

If the position has an education requirement or you are qualifying on the basis of education, include the following:

• Education history .  Specify the type of degree and major of study. 
• Relevant courses . This information is needed if the position requires credit hours.

Do NOT Include

On your resume and cover letter, you should not include any of the following:

• A photograph or video of yourself
• Any sensitive information (age, date of birth, marital status, protected health information, religious affiliation, social security number, etc.)  
• Links to web pages
• Spell out all acronyms .
• Projects worked on
• Specific duties and tasks
• Tools, software, or systems
• Results and outcomes (i.e. saved money, time, consolidated resources, etc.)
• Example: an individual in the budget field has "worked with disseminating budgets for small projects." To make the description more relevant, the applicant describes the experience with numbers, "disseminated budgets for small projects amounting to $450,000."
• Example: When a recruiter reads the keyword "analyst," he or she might assume you have experience in collecting data and evaluating effectiveness.
• If a job announcement uses a keyword such as "develops," use it in your resume. It is representative of independence in work assignments and the range of responsibility for the available position.
• Be honest . Be honest in describing your accomplishments, but not modest.
• Use reverse chronological order to list experience . Start with your most recent experience first and work your way back. An exception: when it is more appropriate to list your most relevant work experience first (e.g. if you are changing careers).
• Tailor your resume to include information relevant to the specific position you are applying to. Education and work experience that is indirectly related can be excluded if the resume begins to grow too long.
• Be concise and keep paragraphs short. To make your resume easier to read, add a brief, relevant heading to paragraphs to maximize readability.
• Use bullets to describe your experiences and accomplishments.
• Ensure correct grammar and no spelling errors . Your resume is your first impression – make it a good one!
• Resume Builder
• Resume Writing
• USAJOBS Guidance  

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Writing a federal government resume

This page provides an overview with examples of how to write a federal government resume, which have content and formatting that differ from most private sector resumes.

How to write a federal resume

Written by , external, Amanda Costello , 18F content designer and gummi bear enthusiast, July 2019. (Revised March 2024)

Writing a US federal resume is hard. When I started writing mine, all I wanted was a solid example. What needs to be included, in what order, and what would it look like with real information. This is that example. ( Law and Order chimes )

It can be helpful to think about a federal resume like an academic CV, an overview of your whole career. Also, these are long documents . This is not the place for a 1-2 page resume. When I applied, my resume was 7 pages long; after 5 years at 18F, it’s close to 15 pages.

Below are excerpts from my federal resume, along with details and notes about how it’s written and formatted. I want more awesome folks from all backgrounds and experiences as colleagues. I don’t want the resume formatting or particulars to be a mystery; it’s already a very challenging piece of writing.

General things to keep in mind:

• Pay particular attention to the Specialized Experience section of a federal job posting. These items must be clearly represented on your resume to show you’ve done the work to be qualified.
• New in 2024! Another tactic that’s been successful for me has been making the job posting’s Specialized Experience the headers for duties and responsibilities. Obviously you can’t do this until you’re looking at a specific job, but it can be a good way to organize your work for readability.
• Throw out your formatting. I used CAPS for headers, italics for mission statements, and bullet points. Expect that the bulk of your formatting will be stripped out. No columns, no fanciness. Just write. Hard.
• Speaking of writing: get your words going, and then get more words. I had to submit two writing samples, and that was where I could show off my content strategy particulars. Remember the job of the resume content: clear, straight lines between the requirements and your experience.

Explicit disclaimer: This resume format is what I chose to use in applying to 18F in the US Federal Government’s General Services Administration. It is not the only acceptable format, but is what worked well for me. I currently work as a content designer at 18F, but put this together on my own time, using no government resources to do so. Using this formatting is not a guarantee of consideration. You still gotta do the work.

Want to chat more about this? Shoot me an email at [email protected]

My comments below will all be in text boxes

Resume formatting

AMANDA COSTELLO 123 Lutefisk Street You Betcha, MN 55555

Mobile: 555-555-5555 Email: [email protected]

Availability: April 1, 2024

Job Type: Permanent, Telework Work Schedule: Full-Time

Desired locations:

United States - MN Remote

WORK EXPERIENCE

Workplace name, Unit name if relevant - City, State, Country

Your job title - MM/YYYY to MM/YYYY - Hours per week: xx

Mission statement(s) of the workplace, or summary of the company’s work on a larger scale.

DUTIES AND RESPONSIBILITIES:

A paragraph-long description of what the work was overall. Describe your work using a wide scope, leaving the specific details for later.

SPECIFIC TOPIC (e.g. CONTENT STRATEGY)

• Examples are in a bulleted list, each point describing a project or part of a project, or a piece of work that fits the heading, plus matches up with the qualifications/reqs.
• I chose to start each bullet with a past tense verb (Collaborated, Wrote, Managed, Edited), because that’s how I usually write resumes.
• Some of these bullets reference specific things I wrote, and those were included as writing samples with my application.

TECHNICAL SKILLS:

Software you know, tools you use, best practices and methods. This can’t just be a list, but has to have context in your work overview of how and why they were used. Also, please throw Microsoft Word on there because I was once rejected from a job in 2007 because I put “Microsoft Office” and the listing said “Microsoft Word.” Word matching! Seriously!

SELECTED WORK:

• Another bulleted list, this time of URLs related to work I did.
• They had quick little blurbs underneath about what they were, and what I did.
• Photos won’t come through on this resume, so no screenshots or anything.

Work experience example from my 2018 resume

University of Minnesota, College of Education and Human Development - Minneapolis, MN

Lead Content Strategist - 07/2012 to Present - Hours per week: 40

The mission of the College of Education and Human Development is to contribute to a just and sustainable future through engagement with the local and global communities to enhance human learning and development at all stages of the life span. The college is part of the University of Minnesota - Twin Cities, a land-grant high-level research institution, dedicated to generating and preserving knowledge through research, sharing that knowledge through teaching and learning, and apply that knowledge through outreach and public service.

Developed and led college-wide content strategy combining current and prospective student needs with college goals for recruitment and retention. Worked as a member of a cross-functional team including designers, developers, business analysts, marketers, and well as content strategists across 7 academic departments to promote and deliver effective processes and consistent content strategy.

CONTENT STRATEGY:

• Collaborated with college academic departments, research centers, student support offices, and senior leadership to develop a “bottom up” content strategy, prioritizing student needs based on their relationships with academic programs. Assessed content through the lens of recruitment and retention.
• Wrote “Stakeholder’s Guide To Launch,” a two-page reference for the launch of a new college website. By anticipating the top questions stakeholders might field, this guide gave talking points surrounding new features, along with contacts for further questions.
• Served as strategist, editor, and project manager for regular essay series on college diversity and inclusion work, written by academic leadership. This generated authentic, meaningful content and helped stakeholders better understand the time commitment involved in content production.
• Established user-centered college voice and tone guidelines, using “A, but not B” format. This was informed by close work with students in formal and informal usability testing, and brand sort activities with college leadership and key stakeholders.

USER EXPERIENCE (UX) WRITING:

• Combined findings from user research, new graduate student interviews, faculty and researcher focus groups, higher ed industry trends, and analytics to consolidate more than 600 areas of academic research expertise into 111 categories. Categories were deployed across the college for consistent organization and increased findability of research work.
• Developed strategy and standards to categorize and sort 127 academic programs and 111 areas of research expertise. This was incorporated into two web-based tools developed in-house and allowed students to explore college offerings and expertise independent of department. Wrote and edited descriptions for each area, capped at 25 words to promote ease of reading and top-level understanding.
• Planned, edited, and delivered a “Web Writing Best Practices” guide for college content strategists. Formatted as a “one-pager” for printing and pinning up as a reference, this collected links to and recommendations from external tools and guides (Hemingway, 18F, King County Editorial Guide), internal editorial recommendations from the university and college, and voice and tone particulars. Strategists often felt intimidated and overwhelmed by the sheer amount of recommendations connected to good web content; this guide promoted four starting points to improve content: addressing the user (you/your/yours and we/our/ours), employing structured content, concise writing, and using plain language.

USABILITY TESTING AND USER RESEARCH:

• Led and managed annual process of web usability testing, including project kick-offs, stakeholder workshops, scenario development, task analysis, lab and field-based testing, issues analysis, research and recommendation presentations to project team members, key stakeholders and college senior leadership.
• Helped subject-matter expert teams and stakeholders understand their users through research and usability testing methods, defining problems and crafting effective solutions based on both quantitative and qualitative data.

COLLABORATION ON CROSS-FUNCTIONAL TEAMS:

• Contributed to responsive redesign of college website by conducting a content audit, editing student-facing content for an overall 75% file reduction, and migrating updated content to custom-built CMS. Collaborated with design and development teams to create comprehensive style guides, pattern library interface copy.
• Convened monthly “coworking days” among all college web professionals, bringing us together as a team of peers for a day of training, collaborative problem solving, idea sharing, and camaraderie. Set programming, mentored colleagues on presentations, and collected feedback to regularly adjust how our central content strategy was best supporting the specific work of the departments.

ADVOCACY AND OUTREACH:

• Advocated for content strategy best practices to over 30 University departments by regularly meeting with peers and presenting to leadership stakeholder groups. Promoted clear, consistent, user-centered writing from all contributors, even those who don’t identify as “web people,” and facilitated collaboration across organizational silos to increase efficiency and support.
• Consulted with faculty and staff in academic departments outside the college that frequently contributed to content strategy. Regular guest lecturer and student mentor in the Writing Studies program.
• Contributed as one of four subject matter experts to the University of Minnesota’s Content Strategy Self-Help Guide, recommending resources and structuring process for the centrally-maintained system to help contributors at all levels improve content writing and strategic thinking for the web.
• Frequently presented at local Twin Cities-based tech meetups, translating content strategy best practices to adjacent fields such as front- and back-end development, UX research, accessibility, interactive design, and marketing.

Provided strategic content design with skills in copywriting, style guides, plain language, comprehension/reading levels. Conducted usability evaluations using card sorting (OptimumSort), tree testing (Treejack), direct observation user research methods. Worked on a cross-functional team that used Asana, Trello, Slack, Hemingway, pattern libraries, Google Drive, MS Office Suite (Word, Excel, Power Point), and semantic HTML.

• CEHD Academic Programs, www.cehd.umn.edu/programs Developed content and structure for directory/sorting tool
• CEHD Research & Expertise, www.cehd.umn.edu/topics/ Created new content structure around college research, including categories and descriptions
• UMN Content Strategy Self-Help Guide, , external, z.umn.edu/csmap Subject matter expert for update to university-wide guide

VOLUNTEER WORK

MinneWebCon Annual Conference - Minneapolis, MN - www.minnewebcon.org

Conference Director - 10/2011 - 06/2015

MinneWebCon is a two-day web conference in Minneapolis that encourages inclusive grassroots knowledge-sharing. In addition to keynote speakers, breakout sessions, and half-day workshops, our annual conference is a space for speakers and attendees to collaborate, talk, learn, ask, test, and grow.

• Directed volunteer-run tech conference for 200+ annual attendees, bringing local and national speakers to the Twin Cities web community.
• Oversaw event logistics, speaker recruitment and support, partnerships and sponsorships, promotion, and attendee experience with conference committee support and input.
• Introduced speaker mentoring program, pairing conference speakers with an experienced mentor to review slides, practice presentations, and provide support.
• Expanded conference to two-day event in 2012, adding half-day workshops to meet attendee demand for deeper learning.

SELECTED SPEAKING AND PRESENTATIONS

My resume listed about 15 sessions that I thought were relevant to this job. I also had sections on selected publications and selected podcast guest appearances, because those are cool too! The format I use is:

"Title of the Presentation," what kind of session - MM/YYYY Conference Name - City, State, Country

• “How Silos Learn: Working in the Idea Factory,” closing keynote address - 08/2018 (scheduled) PSEWEB Conference - London, ON, Canada
• “Better Stakeholder Wrangling,” half-day workshop - 10/2018 (scheduled) edUi Conference - Charlottesville, VA
• “Better Stakeholder Wrangling,” half-day workshop - 05/2018 Confab: The Content Strategy Conference - Minneapolis, MN
• “Explain Anything to Your Boss & Grandboss,” closing keynote address - 05/2018 Manage Digital Conference - Minneapolis, MN
• “How Silos Learn,” opening keynote address - 10/2017 Digital Project Management Summit - Las Vegas, NV

University of Minnesota - Twin Cities Minneapolis, MN United States Bachelor's Degree MM/YYYY Major: English Minor: Japanese

LANGUAGE SKILLS

Language: Japanese Spoken Level: Novice Written Level: Novice Reading Level: Novice

Name: Jeff Awesomeboss Employer: University of Minnesota Title: The Best Boss Email: [email protected]

• , external, [email protected]

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Quick Guide to Preparing a Resume For Federal Government Positions

Due to the volume of applications received for any given vacancy announcement within the website, your resume will most likely be processed through an electronic filtering mechanism before being reviewed by a Human Resources Specialist for a qualification determination. Your resume will also be screened according to certain preferences (e.g., Indian Preference, veterans, disability, etc.) and rated based on the extent and quality of your experience, education and training described on the vacancy announcement. It is essential that you tailor the experience listed on your federal resume to the specific position to which you are applying.

Once your application is rated, a quality review will be conducted by Office of Human Capital Management staff and/or a Subject Matter Expert (SME). Resumes are forwarded to the Hiring Manager for interview consideration. Once a hiring decision has been made, applicants will be notified.

Resume Writing

Before you begin, it may be helpful to compile all the information you want to include in your resume. The writing process will be much easier and faster.

It is important to thoroughly review the vacancy announcement for the position you are applying. You should tailor your resume to ensure you include the experience and skills that are required for the position.

What Should be Included in a Federal Resume?

A federal resume calls for some information that is not generally required on a standard resume for private industry positions, and not including the required information may immediately disqualify you from consideration. It is extremely important that you carefully read application instructions and include all required information. Below is an example of a resume for Federal employment:

First and Last Name Address City, State and Zip code Email address Phone Numbers

Special Hiring Authority: (Indian Preference, Veteran’s Preference or Person with Disability - Schedule A ) Federal Experience: ( Yes or No and Indicate Military, Federal or State Gov ) Security Clearance: ( Indicate what level and if it's still active ) OBJECTIVE: To obtain a full-time position in public service with ( Department of the Interior, Indian Affairs as a (Indicate the position including announcement Number if there is one )  

SKILLS SUMMARY: ( Has 3 elements: An introductory paragraph, list of skills directly related to the position, and your skills you have acquired throughout your career, that you want to highlight ) (1st Element: The introductory paragraph - Must be specific and highly detailed for each job series and position you're applying to. You need to outline all the specific skills you have that are directly related to the position you are seeking including Key Words identified in the positions description.) Focused and highly motivated management professional, with 12 + years of extensive experience in Strategic Workforce Planning , EEO , OHR and Diversity Mgt . Utilizing my background in Disability, Accommodations, Business Operations, Project Management, and Statistical Analysis to develop comprehensive programs based on the employment needs and mission of the agency. Deploying metric -based solutions and maximizing our ROI . I'm an innovative and energetic team player, relationship builder, and highly effective communicator. (2nd Element: List of skills directly related to the position and the Key Words you identified - Back up your skill summary with specific examples from you career or education. Identify specific accomplishments, length of time, highlight numerical results and awards derived from those duties and skills. This is the most critical area of the resume. You are relating an activity in your career to that of the position you are applying and showcasing your accomplishments.)

• Develop and create a Strategic Workforce Planning program to ensure were accurately utilizing all available resources. Good Example

• Expert in Equal Employment, Labor and Employee Relations assisting managers and staff in identifying and solving EEO Policy questions on Accommodations, for the past 9 yrs. Better Example

• As Diversity manager I trained a staff of 100+ internal and external personnel on diversity rules and regulations. My efforts resulted in a 70% reduction in violations and improved the overall atmosphere at ABC Co. Best Example (3rd Element: Acquired skills - These are skills you want every employer to know you possess and feel they are what defines you as a model employee. Remember you MUST quantify and qualify every statement you make.)

• Analyze, develop, test and incorporated IT business solutions to enhance business process control and tracking. Good Example

• Supervised, motivated, mentored and lead by example, using experience backed judgment, strong work ethic, and irreproachable integrity, derived from my 12yrs as a Department Manager at ABC Co. Better Example

• Developed and implemented a supply inventory program, which tracked our use of production and office materials. This provided us detailed reports of our available inventory at all times. Allowing us to make more informed purchasing decisions. Resulting in ABC Co. to save 500,000 per year. Best Example

EMPLOYMENT HISTORY Name of Employer Position & Title GS level or Salary and Years of Service From: Mo/Year to Mo/Year; (Indicate if the work was Full Time, Part Time, or Seasonal; provide number of hours for PT or Seasonal work) Write a brief description of your experience/duties, and identify your major roles and responsibilities. Describe in detail each position you held for at least the last 10 years and quantify and qualify each statement). IP: Describe each duty as if you are describing it to someone for the first time. Agencies are not allowed to assume you can or can't do anything. Ex: Cashier: A cashier can perform numerous duties, if you only list cashier we can only interpret that as someone we collected and distributed money). As Diversity Manager I analyze develop and manage programs and projects related to the successful deployment of our department's initiatives. My duties included ensuring we provided an inclusive work environment, free from discrimination and ensuring we met all federal and state regulations. This was accomplished by collecting, analyzing human capital data and statistics from various sources to get an accurate analysis of the programs and work environment we provided our employees.   • Performed labor market Statistical analysis and employment projections locally and nationally to determine our recruitment strategy to ensure we were recruiting from a diverse population. Good Example • Coordinated with the Office of Human Capital and EEO managers to develop programs to improve our diversity in the workplace. Performed detailed analysis of the current workforce, and developed a strategy to ensure we targeted a broader workforce. This had an immediate impact on community relations and a 20% increase in local sales. Better Example

• Diversity manager for the past 7 yrs I was responsible for a staff of 20 employees. I coordinated with our Office of Human Capital to develop and measure recruiting timelines and efficiency, to determine cost per employee hired and accurate return on investment. Identified various key elements related to recruiting and performed a statistical analysis on reducing cost per hire. This lead to a yearly savings of 15% on recruiting expenses. Best Example

ACCOMPLISHMENTS (Identify any areas of your career you feel an employer will get a better understanding of who you are and your additional activities, to included honors received by organizations, exceeding specific goals on projects, etc.)

• 2011 Supervised and managed the Specialty Hiring Programs, including NonCompetitive Direct Hiring Authorities, Military Spouse Employment and Individuals with Disabilities Programs, at the Department of Defense. • 2008 Liaised with union and management on contract negotiations and labor dispute settlements with global manufacturer. Prevented the loss of 200+ jobs and saving the company 1.3 million dollars.

• 2006 The Minority Entrepreneur Network - Assisted 5 minority startup companies in researching, forecasting, and drafting their business plans and applications for small business loans.

• 2005 Restructured vendor contracts for a gross savings resulting in $375K per quarter.

COMPUTER SOFTWARE (List all software and applications you are experienced in and level. Identify formal training and where you received that training)

ADDITIONAL TRAINING (List any formal or informal training including accreditations and number of hours in the specific field)

• I have attended various seminars on EEO compliance and diversity Good Example

• Extensive EEO Compliance Training: Laws & Discrimination, Diversity in the Workplace, Workplace Relationships, EEO Complaints and Resolutions: (80+ hrs of training) Better Example

• Extensive Project Management Training specializing in large scale projects and developing the project plans and schedule. All training was done at the Defense Equal Opportunity Management Institute (DEOMI) 2002 thru 2011 (120 hrs) Best Example

HONORS AND AWARDS

(Any formal awards you would like to share)

VOLUNTEER WORK & COMMUNITY INVOLVEMENT

(Depending on the type of work volunteering can count the same as formal on the job experience if related to the position) (2010 - current) I hold Diversity workshops at the ABC community center in Washington DC, 6 times each month. I provide employers with information on developing an inclusive and diverse workforce. Note: volunteer work must include the total # of hours PROFESSIONAL ASSOCIATIONS AAPD - American Association of Peoples with Disabilities HAVA - Honored American Veterans Afield NRA - National Rehabilitation Association PMI - Project Management Institute Wounded Warriors Project - Warriors to Work REFERENCES (List at least 3 references including their contact information)

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Federal Government Jobs

Helping job hunters find, apply for, and land government jobs, human resource specialist (gs-0201) positions in government.

• January 14, 2022

Human resources (HR) specialists provide a variety of human resources management (HRM) services as well as consultation on the most effective alignment of HR systems to support strategic goals and objectives and produce the results that accomplish the agency mission. Management relies on these specialists and systems to help them apply merit system principles to attracting, developing, managing, and retaining a high quality and diverse workforce. Employees rely on these specialists and systems to provide information and assistance that sustain important features of the employer-employee relationship, such as employee benefits. These specialists provide products and services for a wide variety of employee categories that involve different systems with different statutory and regulatory authorities.

The federal government employs 27,736 human resource specialists of which 494 work overseas . The Department of the Army is the largest employer with 5,615 civilians employed followed by the Department of the VA with 3,492 and the Department of the Navy with 2,450. All cabinet level and large agencies employ this occupation in fairly large numbers.

The development of creative, results-driven approaches to recruitment and placement, strategic rewards, continuous learning, and employee and labor-management relations is an increasingly important function of the HR office. As a result of greater demand for strategic approaches, HR specialists have assumed an integral and critical role in planning and decision-making processes in addition to assuring that merit system principles are observed in executing HRM actions. Although this latter role is essential and fundamental, it has been significantly expanded in most HR offices to include advisory services essential to providing management with the tools necessary to properly plan, develop, organize, manage, and evaluate mission-oriented programs. This requires:

• significantly heightened sensitivity on the part of the HR specialist to the mission and goals of the organization;
• knowledge to identify HRM issues, problems, and opportunities potentially affecting the accomplishment of these goals; and
• expertise with a wide spectrum of functional specializations and their interrelationships

Federal Government Requirements:

• You must be a U.S. citizen to apply
• The yearly salary for a GS-12 is $72,168.00 to $93,821.00 per year

Typical Duties & Occupational Profile:

Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training.

Human resources specialists typically do the following:

• Consult with employers to identify employment needs
• Interview applicants about their experience, education, and skills
• Contact references and perform background checks on job applicants
• Inform applicants about job details, such as duties, benefits, and working conditions
• Hire or refer qualified candidates for employers
• Conduct or help with new employee orientation
• Keep employment records and process paperwork

Human resources specialists are often trained in all human resources disciplines and perform tasks throughout all areas of the department. In addition to recruiting and placing workers, human resources specialists help guide employees through all human resources procedures and answer questions about policies. They sometimes administer benefits, process payroll, and handle any associated questions or problems, although many specialists may focus more on strategic planning and hiring instead of administrative duties. They also ensure that all human resources functions comply with federal, state, and local regulations.

The following are examples of types of human resources specialists:

Human resources generalists handle all aspects of human resources work. They may have duties in all areas of human resources including recruitment, employee relations, compensation, benefits, training, as well as the administration of human resources policies, procedures, and programs.

Recruitment specialists , sometimes known as personnel recruiters or “ head hunters ,” find, screen, and interview applicants for job openings in an organization. They search for applicants by posting listings, attending job fairs, and visiting college campuses. They also may test applicants, contact references, and extend job offers.

Applicants seeking positions as a human resources specialist usually must have a bachelor’s degree in human resources, business, or a related field.

Coursework typically includes business, industrial relations, psychology, professional writing, human resource management, and accounting.

Work Experience in a Related Occupation

Some positions, particularly human resources generalists, may require previous work experience. Candidates can gain experience as human resources assistants, in customer service positions, or in other related jobs.

Licenses, Certifications, and Registrations

Many professional associations that specialize in human resources offer courses intended to enhance the skills of their members, and some offer certification programs. For example, the Society for Human Resource Management (SHRM) offers the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP). In addition, the HR Certification Institute (HRCI) offers a range of certifications for varying levels of expertise.

Certification usually requires passing an exam, and candidates typically need to meet minimum education and experience requirements. Exams check for human resources knowledge and how candidates apply their knowledge and judgment to different situations.

Although certification is usually voluntary, some employers may prefer or require it. Human resources generalists, in particular, can benefit from certification because it shows knowledge and professional competence across all human resources areas.

Advancement

Human resources specialists who possess a thorough knowledge of their organization, as well as an understanding of regulatory compliance needs, can advance to become  human resources managers . Specialists can increase their chance of advancement by completing voluntary certification programs.

Important Qualities

Communication skills. Listening and speaking skills are essential for human resources specialists. They must convey information effectively, and pay careful attention to questions and concerns from job applicants and employees.

Decision making skills. Human resources specialists use decision making skills when reviewing candidates’ qualifications or when working to resolve disputes.

Detail oriented. Specialists must be detail oriented when evaluating applicants’ qualifications, performing background checks, maintaining records of an employee grievance, and ensuring that a workplace is in compliance with labor standards.

Interpersonal skills. Specialists continually interact with new people and must be able to converse and connect with people from different backgrounds.

The occupational profile was excerpted from the Occupational Handbook (OOH) published by the Department of Labor

GS-0201-Human Resource Specialist ( Excerpted from USA Jobs Announcement )

Responsibilities

As a Human Resources Specialist you will have responsibility for providing operational services in the areas of recruitment/placement, classification, performance management, benefits, employee relations, labor relations, employee development & training, and HR Information Systems.

Typical assignments may include:

Recruitment and Placement – Advising management on recruitment strategies, sources, and special programs that emphasize affirmative action.

Classification – Developing and evaluating job descriptions by applying position classification criteria and supplemental guidance to determine title, series, and grade.

Employee Benefits -Administration of the Civil Service Retirement System (CSRS), Federal Employees Retirement System (FERS), FEHB, FEGLI, Long Term Care Insurance, Flexible Spending Account and the Thrift Saving Plan (TSP) programs; administering the Federal Employee Compensation Act (FECA) Program.

Performance Management – Providing advice, assistance, technical and policy guidance to management concerning their responsibilities throughout the rating cycle for appraising employee performance.

Employee/Labor Relations- Providing a full range of advisory services, assistance, and policy guidance to management officials and employees concerning all aspects of the labor-management and employee relations programs that include labor relations, disciplinary and adverse actions, performance-based actions, grievances (negotiated and administrative), appeals, drug-testing, and premium pay entitlements; supporting managers and supervisors on identifying and resolving complex personnel issues and other supervisor-employee relationships that tend to cause dissatisfaction.

Human Resources Development – Providing advice and assistance to management concerning determination of training needs, sources of needed training, planning to meet identified needs, and evaluation of results.

HR Information Systems – Providing technical advice and assistance on the design, implementation and operation of human resources (HR) automated systems.

To qualify at the GS-12 grade level:

Applicants must possess at least one-year experience equivalent to at least the GS-11 grade level in researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines in at least one human resources functional areas (e.g., recruitment and placement, classification, employee relations, labor relations, including performance management and employee benefits, and employee development & training and HR information systems).

Job Prospects

Job prospects for human resources specialists are expected to be favorable, particularly in companies that provide human resources services to other organizations.

Overall, candidates with a bachelor’s degree and professional certification should have the best job prospects.

• USAJOBS GS-0201 (Human Resources Specialist Federal Job List)
• Private Sector Job Lis t
• The Occupational Outlook Handbook
• Qualification Standards

Helpful Career Planning Tools

• Federal General Schedule (GS) Pay Charts
• Federal Employee Benefits
• Career Development Guide for Federal Employees
• Federal  Retiree’s Job Center
• BLS Occupational Outlook Handbook OOH

The information provided may not cover all aspects of unique or special circumstances, federal and postal regulations, and programs are subject to change. Our articles and replies are time sensitive. Over time, various dynamic human resource guidance and factors relied upon as a basis for this article may change. The advice and strategies contained herein may not be suitable for your situation and this service is not affiliated with OPM, the postal service or any federal entity. You should consult with school counselors, hiring agency personnel offices, and human resource professionals where appropriate. Neither the publisher or author shall be liable for any loss or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

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Human Resource Specialist Resume Samples

The guide to resume tailoring.

Guide the recruiter to the conclusion that you are the best candidate for the human resource specialist job. It’s actually very simple. Tailor your resume by picking relevant responsibilities from the examples below and then add your accomplishments. This way, you can position yourself in the best way to get hired.

Craft your perfect resume by picking job responsibilities written by professional recruiters

Pick from the thousands of curated job responsibilities used by the leading companies, tailor your resume & cover letter with wording that best fits for each job you apply.

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• HR Receptionist duties – greet and direct visitors; answer main phone line, direct calls; arrange for courier pickup and delivery. Issue new and replacement ID Badges
• Support Human Resources management with miscellaneous tasks and special projects such as assisting with coordination of employee communications and distributions of employee perks such as DVD’s
• Processes Recruitment transactions. Works with HRIS to open recruitment requisitions and ensures positions are posted on job site. Reviews and approves offer letters and TADs for Recruitment Coordinators. Ensures candidates are registered for Orientation. Process new Hire documents and HRDD hire/transfer/promotion transactions when necessary
• Submit and/or process Data Correction requests from field or as a result of internal audits. Work with HR to identify issues and make corrections to employee data. Council HR when correction may impact other employee data such as vacation accrual, pension, benefits, bonus etc
• Processes Recruitment transactions. Works with HRIS to open recruitment requisitions and ensures positions are posted on job site. Reviews and approves offer letters and TADs for Recruitment Coordinators
• Administer termination processing: requesting final checks, scheduling and conducting exit interviews with administrative/clerical staff. As directed by Senior Management, creates & processes Separation/Layoff sheets and liaises with Legal & Employee Relations to get documents approved and agreements created. Distributes agreements and maintains termination files with signed agreements & exit interview sheets
• Handles sensitive and confidential employee issues
• Acts as a resource for incoming calls and emails from management or employees and efficiently resolves issues utilizing our case management system
• Receives and maintains employee personnel records, ensuring accuracy and completeness of workforce data
• Assists with employment contracts maintenance and ensuring timely compensation updates
• Serves as I-9 system administrator and ensures E-Verify compliance
• Demonstrates courteous, friendly and efficient service to team members and internal clients
• Proficient in Microsoft Office suite
• Track record of integrity and trustworthiness with confidential/sensitive information
• Responds to inquiries from executives, managers and associates on topics including, but not limited to
• Security Clearance
• Performs other related duties as assigned
• Troubleshoot payroll, timecard and check issues with Payroll
• Tracking of various union employees work activity - overhead union temporary employee work status for 30 Day Off Payroll processing (Local 11; SSFA; OPEIU; SEIU); Distributes report to department management and Labor Relations for final review and approval to process termination; granted days off and alternative days off taken
• Maintains and distributes various departmental reports (union rosters, etc.). Review of monthly overhead union and quarterly backlot vacation balances reports for any discrepancies; researches with payroll and department management to resolve and reconcile
• Ensures all materials distributed in WBSF facilitated orientations are current and supply levels are maintained; maintains and updates departmental orientation procedures. Attends corporate orientation on a monthly basis. Assembles orientation packets in preparation for all union and temporary employee orientations
• Proficient Computer skills; including Excel, PowerPoint and Word
• Strong written and verbal communication and interpersonal skills
• Strong composition and proofreading skills
• Demonstrates analytical skills and research abilities
• Performs a variety of complex tasks
• Relies on extensive experience and judgment to plan and execute goals
• Superior planning and organizational skills
• Familiar with standard inpatriate/expatriate concepts, practices, and procedures
• Additional duties as assigned

15 Human Resource Specialist resume templates

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• Assists in the performance review program – tracking timely distribution of introductory performance appraisals and return of completed forms. Sends out IPA form and instructions to management for newly hired employees. Coordinates communication, including instructions and timeline reminders for the return of the completed form. Follows up with Management on delinquent appraisals. Assist with TRP process as needed
• Point person for satellite terminals hire/term process; Provides updated packets to backlot management as needed, monitors changes in staffing of designated trained representatives and ensures new representatives are provided with procedures and necessary training
• Support Human Resources management with miscellaneous tasks and special projects such as assisting with coordination of employee communications and distributions of employee perks such as DVD’s
• Minimum 2 years Human Resources administrative or related experience required
• Experience of International environment desirable
• Studio/entertainment industry experience strongly preferred
• Strong computer skills required, including Outlook, Excel, Word, PowerPoint and Org Plus
• Bilingual English/Spanish preferred
• Proficiency with Access preferred
• Experience with personnel and payroll data systems (e.g. PeopleSoft) preferred
• Must possess strong logic and reasoning skills
• Must have the ability to work well under time constraints
• Must be able to maintain confidentiality and use confidential information appropriately
• Process Domestic and International employee transactions using HireXpress, HRDD, PeopleSoft and WPR. Transactions include new hires, promotions, transfers, pay adjustments, PSC input etc. Audit HR and Payroll systems to ensure correct information has been input and processed. Run and distribute monthly reports & Ad/Hoc reports to divisional & HR management as needed. Administers position management
• Process Data Correction requests from field or as a result of internal audits. Work with HR to identify issues and make corrections to employee data. Counsel HR when correction may impact other employee data such as vacation accrual, pension, benefits, bonus etc. Work with Sr GBSI Management to coordinate with MIS Application Services to update information that may not be available through regular systems for updating. Communicates with Time Warner Corporate changes made to employee data. Notifies GBSI Senior management when systems are not processing data as they should
• Administers WFA portion of the Online Time and Attendance process to provision accounts and make updates and changes to system. Assist HR and Approvers with questions on how to use tool. Maintain employee and approver status by reviewing audit reports on a weekly basis. Respond to Remedy tickets within appropriate Service Level Agreements set forth by department
• Administer the Domestic performance review programs, such as the Introductory Performance Appraisal (IPA) and Performance Planning Review (PPR) processes. Reviews submitted forms to ensure ratings/comments in line with HR standards; discusses issues with Senior Management. Assist with TRP process as needed
• Oversee temp process and usage; Distributes temp reports to divisional management as requested. Reviews temp requests to ensure justification ties with business needs. Provides extension and end date approval to Randstad. For On-Payroll Temps performs the following: prepares offer letters, coordinates completion of hire paperwork, hires into PS through HRDD

Global Mobility Human Resource Program Specialist Resume Examples & Samples

• Manages all human resource aspects of inpatriate and expatriate employee placements, including development of offer packages and administration of all benefits and payments
• Develops and implements policies and procedures for best practice management of the inpatriate and expatriate program
• Oversees visa procurement, tax equalization and coordination of housing, benefits, and compensation packages. Prepares anlayses as needed in developing compensation & benefits packages
• Partners with Human Resource Business Partners at BOW and BNPP, recruitment and hiring managers to ensure that there is clear communication regarding process and timelines
• Manages the initiation, planning, execution, controlling and closing processes for all assignments
• Responsible for leading inpatriate/expatriate major project initiatives
• Proactively identifies issues and concerns requiring resolution in a timely and professional manner and addresses them with management and appropriate staff members, following through until closed
• Demonstrates strong project management skills in managing the overall inpatriate/expatriate program
• Bachelor’s Degree in Business or related field required
• Advanced degree or certification preferred
• 5 + years of experience in the Human Resource/Compensation field or in a related area required
• PeopleSoft & Taleo experience preferred

Human Capital Resource Group Specialist HR-temporary Resume Examples & Samples

• Knowledge of client service support strategies, programs, vendors and tools
• Advanced PC skills with demonstrated knowledge and application of HC technology applications
• Demonstrated Verbal and Written Communication
• Client Focus

Human Capital Resource Group Specialist HR Resume Examples & Samples

• Two or more years of client-service or human resources experience with call center experience welcomed
• Must be capable of handling large volumes of work and prioritizing assignments accordingly

Human Resource Field Specialist Resume Examples & Samples

• In partnership and guidance by Human Resource Manager will initiate and conduct routine investigations, provide support to site management teams regarding employee relations issues and performance coaching discussions. Partner with HR Manager/Site Managers on key policy/procedural issues as brought forward by outfitters-assist HR Manager and Site Managers with resolution of issues/concerns. Support site leadership regarding disciplinary actions and separations-partner with HR Manager prior to dismissals and issuance of work actions
• Provide internal customer service to employees by maintaining effective day to day contact with employees and management to ensure harmonies employee/company relationships. Ensures that monthly town hall meetings and safety committee meetings are being conducted in cooperation with Site Managers and ensures meeting minutes are completed and recorded. Meets with employees to answer questions on benefits and serves as an information resource on HR related items
• Maintain human resource information systems. Keys in new hire information, address changes, department changes, supervisor changes, terminations and disciplinary actions. Upon partnership with HR Manager enter non-exempt salary changes and status changes. Monitors the employee appraisal process and notifies managers when reviews are due, monitors their progress in cooperation with site manager, reviews appraisals prior to delivery to ensure reviews meet company standards and applicable labor laws. Ensure annual increases are within company guidelines and enters non-exempt increases in to HRIS system
• Support staffing and onboarding processes at site locations. Posts and maintains all job openings using the applicant tracking system. Completes weekly staffing reports/updates for HR Manager and Site Managers. Monitors and tracks all recruitment efforts. Assist site management teams with the coordination of interviews. Conducts drug testing and criminal background checks for new hires. Facilitates new hire orientation and other related compliance training as needed. Enters non-exempt new hire information in to HRIS system
• Assist site locations with payroll functions. Maintains employee payroll system for accurate hours in Kronos. Runs missed punch reports and various other related labor/payroll reports available. Answers payroll related questions
• Works in the Oshkosh Returns Center as needed to support Outfitters in that location with Human Resource needs
• In partnership and guidance by Human Resource Manager will initiate and conduct routine investigations, provide support to site management team regarding employee relations issues and performance coaching discussions. Partner with HR Manager/Site Manager on key policy/procedural issues as brought forward by outfitters-assist HR Manager and Site Manager with resolution of issues/concerns. Support site leadership regarding disciplinary actions and separations-partner with HR Manager prior to dismissals and issuance of work actions
• Provide internal customer service to employees by maintaining effective day to day contact with employees and management to insure harmonies employee/company relationships. Insures that monthly town hall meetings and safety committee meetings are being conducted in cooperation with Site Manager and insures meeting minutes are completed and recorded. Meets with employees to answer questions on benefits and serves as an information resource on HR related items
• Maintain human resource information systems. Keys in new hire information, address changes, department changes, supervisor changes, terminations and disciplinary actions. Upon partnership with HR Manager enter non-exempt salary changes and status changes. Monitors the employee appraisal process and notifies managers when reviews are due, monitors their progress in cooperation with site manager, reviews appraisals prior to delivery to insure reviews meet company standards and applicable labor laws. Insure annual increases are within company guidelines and enters non-exempt increases in to HRIS system
• Support staffing and onboarding processes at site location. Posts and maintains all job openings using the applicant tracking system. Completes weekly staffing reports/updates for HR Manager and Site Manager. Monitors and tracks all recruitment efforts. Assist site management team with the coordination of interviews. Conducts drug testing and criminal background checks for new hires. Facilitates new hire orientation and other related compliance training as needed. Enters non-exempt new hire information in to HRIS system
• Assist site location with labor scheduling and payroll functions. Ensures proper usage of applicable scheduling system and ensures the integrity of site data. Assist as needed with forecasting of labor needs and assist with publication of schedules. Help support the maintenance of outfitter availability and review availability patterns outside of guidelines with HR Manager. Assist site location with preparation of labor budgets, monitors overtime, maintains employee payroll system for accurate hours in Kronos. Runs missed punch reports and various other related labor/payroll reports available. Answers payroll related questions

Human Resource Records & Data Specialist Resume Examples & Samples

• Reviews and analyzes audit reports to ensure data integrity in HRIS
• Educates end-users on HRIS self-service capabilities
• Maintains basic knowledge and understanding of statutory and regulatory requirements affecting HR practices; stays current on federal and state employment law
• Proficient Excel and technology skills enabling the ability to collect and evaluate source data
• Ability to learn new systems quickly and understand how they integrate with one another
• Strong time management skills; adept at setting priorities and managing deadlines
• Ability to plan, organize and multi task in a fast-paced environment
• Strong interpersonal skills; effective collaborator with multiple levels within the organization
• Demonstrated confidence and high degree of professionalism
• 2-4 years’ experience in Human Resources; or an equivalent combination of education and experience
• Workday experience a plus

Human Resource Specialist Resume Examples & Samples

• 6 Positions are located in the Human Capital Office, Workforce Relations Division, Labor Relations Strategy and Negotiations Office in Washington, DC
• Occasional Travel
• Selected Applicant(s) may travel 1 to 5 nights per month
• The experience may have been gained in the public sector,private sector or VolunteerService. One year ofexperience refers to full-time work; part-time work is considered on a prorated basis
• To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume

Retail Human Resource Field Specialist Resume Examples & Samples

• Maintain human resource information systems. Keys in new hire information, address changes, department changes, supervisor changes, terminations and disciplinary actions. Upon partnership with HR Manager enter non-exempt salary changes and status changes. Monitors the employee appraisal process and notifies managers when reviews are due, montiors their progress in cooperation with site manager, reviews appraisals prior to delivery to insure reviews meet company standards and applicable labor laws. Insure annual increases are within company guidelines and enters non-exempt increases in to HRIS system
• Assist site location with labor scheduling and payroll functions. Ensures proper usage of applicable scheduling system and ensures the integrity of site data. Assist as needed with forecasting of labor needs and assist with publication of schedules. Help support the maintenance of outfitter availabilty and review availability patterns outside of guidelines with HR Manager. Assist site location with preparation of labor budgets, monitors overtime, maintains employee payroll system for accurate hours in Kronos. Runs missed punch reports and various other related labor/payroll reports available. Answers payroll related questions
• Bachelor's degree in Business, Management, Human Resources, Supervision, or equivalent combination education and experience
• Two years human resources, supervision or management experience required
• Knowledge of employment laws
• Ability to analyze, interpret and implement HR policies and procedures
• Excellent communication, planning, organizational, dispute resolution, analytical, customer service, initiative and project management skills
• Ability to influence and build work relationships among a diverse workforce at all levels
• Experience working in a fast-paced, results-driven environment
• Must possess a learning orientation to changing technology impacting businesses processes
• Personal computer and related software skills necessary
• Ability to work both independently and in a team environment
• Demonstrated ability to maintain confidential information
• Presentation skills and experience in developing and delivering training to adult learners

Human Resources Resource Center Specialist Resume Examples & Samples

• Three (3) years or more within a Human Resources Coordinator or Generalist role required
• Excellent oral and written communication skills as well as interpersonal skills
• Solid organizational skills with the ability to meet project deadlines with a focus on details
• Ability to successfully multi-task while working independently or within a group environment
• Ability to work in a demanding, deadline-driven environment and handle multiple projects simultaneously
• Ability to build and maintain strong relationships with internal and external client personnel
• Ability to successfully interact with professionals at all levels
• Ability to adapt communication style to successfully convey messages and objectives to diverse audience
• Capable of maintaining confidential information and matters with discretion
• Ability to successfully evaluate issues and escalate to a higher level or other resource, as appropriate
• Solid understanding of firm policies and procedures and personnel laws
• Strong analytical skills with a solid understanding of standard human resources processes
• Ability to deliver presentations and facilitate meetings/training sessions

Supervisory HR Specialist Human Resource Development Resume Examples & Samples

• Less than 25%
• Your Resume NOTE: Your resume must include the following information for each job listed
• Check application status by logging into your USAJOBS account, clicking Application Status, then More Information for this position. Return to an incomplete application by logging into your USAJOBS account and clicking Update Application in the vacancy announcement. You must re-select your resume and other documents from your USAJOBS account or your application will be incomplete
• Click the following link to view and print the assessment questionnaire View Occupational Questionnaire
• Print this 1203FX form to provide your response to the assessment questionnaire http://www.opm.gov./forms/pdf_fill/OPM1203fx.pdf
• Fax the completed 1203FX form along with any supporting documents to 1-478-757-3144. Your 1203FX will serve as a cover page for your fax transmission
• SF-50 - (If applicable) Notification of Personnel Action for current or former federal employees- with the exception of current permanent DISA employees, please provide your most recent SF50 or the SF50 reflecting Career/Career-Conditional tenure and the highest grade held on a permanent basis
• Veterans Preference Documentation (If applicable)
• For Five Point Veterans Preference: DD-214 (Member Copy 4), or, if you are CURRENTLY serving on active duty, a statement of service from your unit which states the date you entered on active duty, the date you are separating, and the campaign medals you have received. For those supplying the statement of service, preference will be verified by a DD-214 (Member Copy 4) upon separation from the military
• For Ten Point Veterans Preference: DD-214 (Member Copy 4). Veterans with a service-connected disability must also submit a VA letter dated 1991 or later
• ICTAP Eligible (if applicable) - A copy of the RIF separation notice and SF50 if available
• Military Spouse Preference (if applicable) Copy of spousal travel orders providing eligibility

Human Resource & Payroll Specialist Resume Examples & Samples

• Minimum of 5 years’ experience in Human Resources
• Minimum of 2 years’ experience in general accounting / payroll
• This position is subject to the International Traffic in Arms Regulations (ITAR) which requires U.S. person status. ITAR defines U.S. person as an U.S. Citizen, U.S. Permanent Resident (i.e. ‘Green Card Holder’), Political Asylee, or Refugee
• Five to eight years’ experience in HR Generalist activities, with an emphasis in employee relations
• Two to three years’ experience processing hourly payroll, preferably in a union environment
• Successful track record of recruiting and hiring quality personnel across a wide variety of administrative, technical, managerial, professional and support functions
• Advisory skills, comprehensive understanding of HR principles; in-depth knowledge of employment law (federal/state) and experience in resolving employee relations issues are required
• Bachelor's Degree in Business Administration, Human Resources, Industrial Labor Relations, Accounting or Finance is preferred
• Previous manufacturing industry experience, preferably in a union environment
• Demonstrated ability to deal with materials of a confidential nature
• Kronos experience is required
• Proficient in Microsoft Office applicants

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3 Human Resources Specialist Resume Examples for 2024

Human Resources Specialist Resume

Elegant human resources specialist resume, clean human resources specialist resume.

• Human Resources Specialist Resume Writing 101

You’re passionate about helping companies acquire the right employees and ensuring everyone fits in with the workplace’s culture. Applicant screening, interviews, and employee relations are handled with expert care when you’re on the job. 

Can your resume template help your HR skills shine? 

Since you’re often involved in the hiring process, you know the details decision-making teams go through to pick the right applicants. If you’re wondering how to optimize for success, you can use our ai cover letter generator and human resources specialist resume examples as a great starting point in the process.

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What Matters Most: Your Human Resources Specialist Skills & Work Experience

You’ll play a key role in ensuring the right applicants are hired at the company, so having the right skills to do so will be critical. 

When every organization has a different hiring process and needs, it’s important to customize the skills you list based on each job description . For instance, if the company needs help with new hire turnover, you could list your skills in creating effective job descriptions and streamlining the onboarding process that will help. 

Here are some popular HR specialist skills to get you started.  

9 popular human resources specialist skills

• Interviewing
• Online Job Boards
• Benefits Administration
• Employee Relations
• AST Staff Matrix
• Oracle Taleo

Sample human resources specialist work experience bullet points

While your top skills in interviewing and recruiting will likely catch a hiring manager’s attention, you still want to ensure you include the right details about your previous work achievements. 

As an essential decision-maker, you know just how important metrics are in HR. Therefore, listing numbers like employee satisfaction scores and new employee turnover rates in each example will help illustrate what you’ve achieved in past positions. 

Also, remember that not everyone who reviews your resume will be as knowledgeable about the hiring and employee relations process as you. Writing simple one-sentence examples will help the essential skills hiring teams are looking for stand out.

Here are a few samples:

• Created a resume database using Oracle Taleo that helped organize information about 125 new applicants to make 34% more efficient and effective decisions. 
• Implemented AST Staff Matrix to manage benefits distribution for over 600,000 employee records 45% more accurately. 
• Improved job descriptions by including more relevant details about job duties to decrease new hire turnover rates by 53%. 
• Developed a new LMS training system that helped new hires feel prepared for the job 44% faster.

Top 5 Tips for Your Human Resources Specialist Resume

• HR needs are always evolving as more jobs become virtual, and the technology used in hiring and staff management is updated. Therefore, you should list your most recent experiences first to show how you can effectively conduct virtual interviews and use current software like Oracle Taleo. 
• When presenting data for new applicants to your HR team, you’d want to use clear headers and make it well-spaced for easy understanding. You should use a similar thought process with your resume, formatting it with clear headings, bullet points, and easily readable fonts. 
• Each achievement you list should include a numerical impact. It’ll help show company decision-makers how you got the best results by decreasing the cost per hire while boosting employee retention rates. 
• Just like using the wrong data while allocating employee benefits packages would result in many difficulties within your organization, a resume full of grammatical errors won’t get the best hiring results. Always proofread before submitting. 
• Action words like “delivered” and “organized” make examples of your HR achievements sound more engaging. For instance, you could say you “organized performance data from 1,200 employees to help identify 11 new process improvement recommendations.” 

You understand that hiring teams get many applicants during fast-paced hiring processes. A great way to optimize for success is keeping to a one-page resume while focusing on primary skills the company is looking for, like HRM Direct or applicant screening. 

Most HR specialist positions will want you to have a bachelor’s degree in human resources or related fields, so you should list relevant education on your resume. It’ll help show you have a well-rounded skill set in recruiting and workplace optimization. 

Limit your HR specialist resume to three or four jobs. You want to include the most recent positions that used your most relevant skill set in aspects like online job boards and employee relations.