Writing Powerful, Impactful and Memorable HR Resumes

By Wendy Enelow and Louise Kursmark Mar 24, 2016
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Why is resume writing so challenging? After all, as an HR professional you most likely see hundreds of resumes each year, some of which might be quite impressive. You know a good resume when you see it. Yet, when you try to write your own resume—when you’re the “product” for sale—you feel stuck, stymied and stressed.

What can you do to make the resume-writing process easier and to craft a resume that will instantly distinguish you from other well-qualified HR candidates?

While there’s no formula or single template to use in crafting an HR resume, there are certain guidelines you can follow that will instantly help you write, format and design a resume that will showcase your greatest talents, accomplishments and value to a potential new employer. These seven “rules of the road” are applicable to all HR professionals, managers and executives.

  1. Use a Well-Branded Headline

    Of course, your resume will start with your name and contact information (phone number and live links to both your e-mail address and LinkedIn profile) prominently positioned at the top of the page. Immediately following that, include a headline statement that tells readers “who” you are professionally in regard to your current career objective. With just a quick glance, readers instantly recognize that you’re an HR generalist, an employee and benefits specialist, or a senior HR and organizational development executive.

    Your headline statement replaces the now outdated “Career Summary” or “Professional Profile” heading that you may have used in the past to begin the summary section of your resume. Those headings don’t communicate any information, while your headline instantly does.

    After you’ve written your headline, think about adding one or two subheadings to further define your expertise. Do you have an industry specialization? Any distinguishing credentials? Experience with a hot-button HR issue? With just a few words, you can quickly convey relevant and valuable information about yourself that will set you apart from other candidates.

    In the two sample resumes that accompany this article, you’ll immediately notice the relevant headlines: “Human Resources Manager” for Leslie Grant, followed by three short, bulleted statements that summarize her key areas of expertise. (The resumes are both linked to each person’s name, and appear at the end of the article.)

    For Loretta Danielson, we’ve used a three-line headline. The first line, “Human Resources Director,” positions her for the level of job she’s targeting; the second line communicates the breadth of her experience, from startups to high-growth organizations; and the third line, “Positioning HR as a Business Partner for Excellence,” is what we refer to as a branding statement, her unique value proposition.

    One word of caution about headlines—and, in fact, about everything that you include in your resume. Be certain that what you are highlighting matches not only what you’ve done in the past but also what you want to do in the future. This is extremely important because you want readers to perceive you as a qualified and experienced candidate for the positions you’re currently targeting.

    If you have extensive experience managing compensation and benefits, for example, but you don’t want that to be a major part of your next job, don’t highlight it with a headline. You can mention it as appropriate in the experience section, but don’t make the mistake of drawing attention to something you don’t want readers to focus on. Be selective and be strategic.

  2. Share Details About the Organizations Where You’ve Worked

    Help your readers understand the depth and breadth of your experience by providing details about the organizations where you’ve worked. You can cite the number of employees, the number of locations, the total annual company revenue, the specific business or industry, and other details that will give readers a frame of reference.

    You’ll notice brief company descriptions on both of the resume samples we’re sharing. On Leslie’s resume, the information is integrated into the short paragraph immediately under each company’s name. On Loretta’s resume, the information is positioned right next to the company name.

    No matter where you position the information, it’s valuable. Knowing where you’ve worked helps readers put everything into context and makes your experience and accomplishments all that more impressive.

    Just as with your headline, be strategic. If you’ve worked only at very large public companies and now want to move to a small privately held business, the size of those companies might scare off your target employers. Think about your goals and add the details that make you a good fit for the companies, associations and/or other organizations where you want to work.

  3. Emphasize Achievements

    This is perhaps the most critical strategy in creating a powerful and memorable resume. Without specific achievements, your resume will sound much like that of any other HR professional who has similar experience.

    While your knowledge and expertise are important, hiring managers want to know more. They want to know what you have done—how you have contributed to business objectives, how you have made a difference, what measurable results you have produced, how you’ve strengthened the HR organization, what you’ve done to improve company culture and more.

    In the accompanying sample resumes, you will see both quantified and unquantified achievement bullets. It’s important to realize that both add value to the resume, so don’t feel that you must have a number or hard result for every bullet point.

    In fact, HR professionals sometimes find it difficult to quantify achievements. After all, HR is not sales. But we encourage you to dig deep to find results wherever possible. Often if you ask yourself about the problem you solved—not just the activity, but why that activity was important to the business—you can find positive and perhaps measurable outcomes.

  4. Highlight HR Keywords

    You know how important keywords are for both human readers and electronic eyes scanning your resume. If you don’t include those all-important terms, you may be perceived as unqualified and your resume may be passed over. Don’t let that happen to you!

    Look for opportunities to introduce keywords throughout your resume. You can create a “Core Competencies” or “Professional Skills Summary” at the top, but that’s not enough. You want keywords to be prevalent throughout every section of your resume.

    Look at Leslie’s resume. When you read her Professional Experience section, you find a wealth of HR keywords in every sentence. What’s more, her resume isn’t loaded with lengthy “responsible for” statements. Rather, the keywords are seamlessly integrated into all of her achievement bullets so that readers gain clear and compelling evidence of her HR activities, expertise and value.

    Next, look at Loretta’s resume. One of the first things you notice in the Professional Experience section are the bold keywords at the start of each bullet point. This is a very effective strategy both for increasing the keyword density of your resume and for making your resume highly “skimmable.” Readers immediately gain a sense of your expertise from a quick keyword scan, setting you apart from the competition.

  5. Prepare Your Resume for Applicant Tracking Systems

    Carrying on with our discussion of the importance of keywords … as an HR professional you have an advantage over most candidates. You have the opportunity to look “under the hood” of an applicant tracking system (ATS) to see what happens in a typical keyword-driven resume review. Use that knowledge for your own benefit.

    Because there are so many ATSs, and because candidate searches are conducted by humans who have their own habits and preferences, you can’t guarantee a perfect result from every ATS scan. But you can—and should—follow best practices for formatting your resume, integrating keywords and increasing keyword density.

    For example, in Loretta’s resume you’ll note that the acronyms after her name are later spelled out fully in the appropriate section of the resume. “SHRM-SCP” becomes “Society for Human Resource Management Senior Certified Professional” under the Education & Professional Credentials section. This gives her a greater chance of being found in a computerized keyword scan, regardless of the exact term the hiring manager inputs for a specific search.

  6. Share What Makes You Special

    Obviously, your professional experience and educational credentials are vital in positioning you as a well-qualified candidate. However, there are many other items you can—and should—include in your resume if relevant to your career. These items add further value, distinction and qualification.

    Be certain to include any of these that are relevant to you: Professional credentials (e.g., SHRM-SCP); professional affiliations (e.g., SHRM, OD Network); board of director appointments and other leadership posts; presentations and public speaking engagements; media features and quotes; and publications.

    We recommend that you focus the above on professional activities and exclude common civic and/or community-based affiliations. Resume “real estate”—just one or two pages—is extremely valuable, so you want to be certain that each line of text adds strength to your candidacy.

  7. Write Tight, Lean and Clean

    Clean, clear, concise writing is the hallmark of a powerful and modern resume. Readers simply don’t have the time or inclination to wade through irrelevant experiences, fluffy adjectives, unnecessary details and other “filler” that weighs down many resumes.

    No one writes tight, lean and clean on the first pass. It requires repeated review, careful editing, and a constant focus on strategy and goals to determine what’s important to include and what does not support your professional brand and your current career objectives.

    In addition to tight writing, pay attention to how your resume is formatted. Avoid dense paragraphs (anything longer than three or four lines) and allow ample white space to create an inviting document that rewards readers, whether they come for a quick skim or a more thorough read.

These seven guidelines to writing powerful, impactful and memorable HR resumes cover just some of the many things you can do to create a resume that will work for you and distinguish you from the crowd of other applicants, many of whom are also well-qualified. Constantly remind yourself that you’re writing to the future—to the positions that you’re targeting—and emphasize the relevant skills, experiences, achievements, keywords and results.

If you can focus on what matters most, showcase what’s unique about you and your career, and design a resume that’s sharp and distinctive, chances are you will get noticed, you will get interviewed and, we hope, you will get hired.

Wendy Enelow and Louise Kursmark are both Master Resume Writers (MRW), Job & Career Transition Coaches (JCTC), and Certified Professional Resume Writers (CPRW). Separately and together, they have authored 40-plus books on resumes, cover letters, keywords and career management, including the recently released Modernize Your Resume: Get Noticed … Get Hired (Emerald Career Publishing, 2016) (www.emeraldcareerpublishing.com). Reach them by e-mail at wendy@wendyenelow.com or louise@louisekursmark.com.




Resume Sample 1:

Leslie S. Grant

Philadelphia, PA 19115 — 215-555-5555 — leslie.s.grant@ymail.comLinkedIn.com/in/lesliesgrant04



u Complete Generalist HR Affairs for both turnaround and high-growth manufacturing and production organizations.

u Learning & Development, launching programs to build high-performance workforce and develop future leaders.

u Change Management for HR initiatives, organizational development, HRIS technology, and corporate transformations.



DOWLING MANUFACTURING GROUP, Philadelphia, PA—2013–Present

Human Resources Director—Full HR generalist management for $35M consumer products manufacturer with 80 employees.

Transitioned HR from traditional labor relations function into comprehensive HR organization focused on best-in-class HR policies, HRIS technology, staff and management training, and support of strategic business goals. 1 direct report.

  • Provided HR leadership during a period of rapid growth with better than 18% increase in annual revenues and 10% gain in profitability. Currently supporting initial efforts to establish secondary manufacturing facility to meet customer needs.
  • Captured $50K in benefit cost reductions and avoided an additional $800K in retirement plan funding.
  • Introduced metrics-based performance management system with a heavy emphasis on operating results. Spearheaded value-add employee recognition and awards programs.
  • Re-invented and implemented new recruitment, staffing, and workforce development programs to meet advancements in product operations, technology, and management.
  • Championed successful EH&S program design/implementation and company-wide employee communications initiative.


TURBO INDUSTRIES, INC., Lancaster, PA—2008–2013

Human Resources Assistant Manager—Consumer Products (2011–2013)—HR generalist—recruitment, staffing, training, compensation, benefits, employee relations—for $50M division with 120 employees.


Worked in partnership with HR Manager and HR Director to create, implement, and manage improved HR strategies, services, and programs to support the workforce during a downward trend and large-scale turnaround effort.

  • Initiated successful workforce planning, job realignment, employee involvement, and team-building projects.
  • Realigned compensation programs and salary administration to control accelerating costs.
  • Taught Zenger Miller Frontline Leadership and Crosby Quality programs.
  • Appointed to HR team handling plant divestiture and re-employment of all 120 employees with new joint venture partner.


Senior Human Resources Associate (2010–2011)

Managed labor relations, skills and technology training programs, and pay-for-performance initiatives.

Human Resources Associate (2008–2010)

Involved with recruitment, benefits administration, and implementation of company’s first HRIS technology.


MICHIGAN STATE UNIVERSITY—BS Business Management (2008)

WHARTON SCHOOL OF BUSINESS—Strategic Human Resources Management



Resume Sample 2:


312-555-5555  |  lorettadanielson@gmail.com





Start-ups | Acquisitions | Turnarounds | High-Growth Organizations


Positioning HR as a Business Partner for Excellence

Strategic and innovative HR Executive who translates business vision into HR initiatives that improve performance, profitability, growth, and employee engagement. Empowering leader who supports companies and top executives with a unique perspective and appreciation that human capital is every organization’s greatest asset. Genuine influencer who thrives on tough challenges and translates visions and strategies into actionable, value-added goals.

Signature HR Qualifications


HR Best Practices

Employee Relations & Diversity

Talent Acquisition

Staff Coaching & Mentoring



Organizational Development

Employee Performance Improvement

Leadership Development

HR Policy, Process & Systems Design


Change Management

Workforce Planning & Development

M&A Strategies & Due Diligence

Organization-Wide Consensus Building

Disciplined and flexible problem-solving approach that balances business goals with employee needs.





DONOVAN CORPORATION | Chicago, IL | $200M communications & technology services provider                      2008 Present
US & International Human Resources

Recruited to direct HR for US and newly launched international operations. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Manage $135K budget.

  • HR Organization Leadership: Most senior HR executive in Donovan, directing 4 HR professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS, and regulatory compliance. Heavy emphasis on leading Donovan through rapid HR change and transformation programs.
  • International HR Launch: Created HR organization – recruitment, staffing, onboarding, training – for both expatriates and local national hires in Brazil, Mexico, and Spain.
  • Organization Transformation: Enabled operational change essential to a $5M reduction in HR costs. Helped to facilitate redesign of core business operations, including 2 site closures and 1 fast-track expansion.
  • Post-Acquisition HR Integration: Streamlined integration of VueX Wireless Systems, Donovan’s largest-ever acquisition at the time. Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans.
  • M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts.

UNDERWRITERS LABORATORIES | Indianapolis, IN | Privately owned product testing & certification laboratory          2005 2007
Director Human Resources

Transformed HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Championed HR vision while forging sustainable HR infrastructure, systems, processes, and practices. Oversaw budget and a staff of 2.

  • HRIS Technology: Drove transition from outdated HR systems into a fully integrated HRIS platform from Oracle. Instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions.
  • Employee Relations: Introduced proactive employee relations and communications programs to resolve previous labor and management issues and restore the credibility and employee-centric focus of the HR organization.
  • Career Coaching: Rolled out the company’s first HR shared services center for delivery of internal coaching services.
  • Workforce Expansion: Ramped up California-based engineering group of 50 new employees in just 3 months.

Resume Sample 2, Page 2


312-555-5555  |  lorettadanielson@gmail.com

GRAYSON INDUSTRIES | Indianapolis, IN | Enterprise learning and training company                                          2003 –2005
Human Resources

Joined new management team tasked with revitalizing Grayson following years of instability, internal change, restructuring, and absent leadership. Supported corporate repositioning, guiding recruitment of 100 technical, professional, and management staff for US HQ.

  • Workforce Integration: Integrated 30+ staff in the aftermath of 2 acquisitions, steering flawless workforce assimilation into core business operations. Contributed to profitable turnaround with >$1M in first-year savings.
  • HR Operations: Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all generalist affairs. Trained and supervised 2 HR assistants.

STANNARD E-COMMERCE, LTD. | Chicago, IL | Management consulting firm to the e-commerce industry                 2001 2002
HR Consultant

Consulted with major online retailers to help them build both on-site and remote workforces. Created staffing models and recruiting strategies to meet each client’s unique requirements.

SCANLON INVESTMENT CORPORATION | Chicago, IL | Financial services venture                                                  2000 2001
Staffing & Recruitment Associate

Hired to manage recruitment and staffing for start-up venture. Helped to build company from an empty suite of offices into a full-scale operation with 35 employees (29 staff and 6 management/executive personnel). Created and implemented hiring policies, procedures, systems, and technologies to support company’s long-term growth and expansion.

DRG FOOD SERVICE, INC. | Chicago, IL | Regional food products supplier to retail and hospitality                             1998 2000
Human Resources Associate – Staffing

Managed staffing and onboarding for administrative, customer service, sales, and warehousing personnel.




MBA Degree – Keller Graduate School of Management – 2008

MS Degree – Organization Development – Loyola University – 2004

BA Degree – Industrial Relations – Loyola University – 1998

Society for Human Resource Management Senior Certified Professional (SHRM-SCP)



Member – Society for Human Resource Management (SHRM)

Member & Education Committee Chair – WorldatWork


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