An HR Director oversees personnel and is responsible for hiring, firing, and training employees as well as filing payroll. Duties include analyzing job descriptions, posting job advertisements, updating benefits packages, scheduling interviews, and processing new-hire paperwork. The top skills for this position are customer service, sales, human resources, office software proficiency, and hiring procedures. A bachelor’s degree is required for this position along with background in business management or human resources.
The Best HR Director Resume Samples
These are some examples of accomplishments we have handpicked from real HR Director resumes for your reference.
HR Director
- Updated recruitment processes, encompassing sourcing, screening, interviewing, selection, and onboarding.
- Served as Project Manager of the company’s first Human Resources Information System.
- Selected benefit programs for medical, dental, short and long-term disability, life insurance, 403 (b), and workers’ compensation.
- Implemented a new timekeeping system to streamline the entire payroll process.
- Introduced a new company compensation program based on seniority, title, and performance.
HR Director
- Advise senior management on HR strategy, issues and initiatives, employee relations, and organizational structure.
- Develop HR programs, policies, procedures, and systems such as orientation, career paths, job bands/salary bands.
- Assist with administration of payroll and benefits, stock incentive plan, absence tracking, employee changes, new hires and departures, transfers/relocations, and terminations.
- Identified and developed the HR systems resulting in a 34% savings in bonus payroll to the company; won company employee recognition award.
- Prepared and administered the following compensation plans: annual merit increases, cost of living, incentive-based on performance, retention, and profit-sharing.
HR Director
- Educate, coach, train, and monitor leaders on various topics, including performance, management processes, disciplinary processes, and productivity.
- Manage the development and implantation of personnel policies and procedures: prepare and maintain employee handbook.
- Foster positive working relationships with staff, management, and vendors.
- Advise and ensure compliance on current labor law updates with all Federal, State, and City labor laws and regulations.
- Oversaw the creation of a company safety-first training program that subsequently received an “excellent” rating from OSHA after conducting a surprise inspection.
HR Director
- While the company was going through bankruptcy, I helped with the wind-down process.
- Provided strategic direction and guidance in performance management and progressive discipline.
- Maintained payroll for 110 employees through TimeStar and Paylocity.
- Determines and recommends employee relations practices necessary by establishing a positive employer-employee relationship that helps promote employee morale and motivation.
- Trained employees regarding sexual harassment laws and regulations for the state and federal government.
HR Director
- Provide advice and counsel to teachers and management in exploring alternatives for the resolution of work-related problems affecting the employer-employee relationship.
- Responsible for providing employee relations consultation and direction for management/front-line staff.
- Provide management and teachers with information and interpretation of human resources policies, rules, and procedures.
- Review personnel actions to ensure fair and equitable application of compensation, human resources, and employee relations policies and practices, as well as compliance with all applicable labor laws.
- Supervised the implementation of all documentation for ongoing affirmative action initiatives to comply with equal opportunities guidelines for minorities.
HR Director
- Facilitated the first benefits open enrollment utilizing an employee self-service portal, which eliminated the need for hard-copy enrollment forms and manual keying of elections.
- Established automated feeds and reporting which directed data flow to carriers.
- Implemented the use of a telephone triage service to determine the appropriate treatment required for employees reporting work-related injuries, which reduced the number of clinic visits by 50% and recordable injuries by 12%.
- Partnered with owners and senior leaders to identify and remove ineffective members of the leadership team, including District and Store Managers.
- Informed supervisors and managers regarding company policies, manufacturing goals and procedures, and departmental needs to increase efficiency.
HR Director
- Lead implemented and delivered HR programs, policies, and services that enhanced, supported, and sustained a high performance, innovative and entrepreneurial culture.
- Both a strategist and implementer, creating and driving HR programs and practices that support growth and a culture of excellence.
- Champion for our Wellness Program which included on-site fitness classes, financial and health-related seminars, off-site events (i.e., cooking classes, Corporate Games, rock-climbing, etc.).
- Demonstrated strong HR transaction skills, including but not limited to merger and acquisition activities, due diligence, first 100 days integration, vendor selection, and alignment analysis.
- Handled salary increases, compensation reviews, assignments, promotions, and demotions.
HR Director
- Directed recruiting efforts that added medical doctors, engineers, and architects to key roles increasing annual revenue by 73%.
- Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.
- Personal efforts were cited as the driving force behind the branch’s employee-retention rate of 100% within an industry that requires highly specialized talent.
- Negotiated approximately 20 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and non-exempt levels.
- Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
HR Director
- Responsible for developing organizational strategies by identifying and researching HR issues.
- Providing relevant information, analysis, and recommendation to organizational strategic thinking and direction.
- Promote and implement HR values by planning and managing HR programs.
- Managed employees’ health insurance benefits programs as well as time-off policies.
- Accompanied subordinates on meetings with management or higher staff to ensure their understanding of the scope of tasks involved in handling Mr. X’s meeting.
HR Director
- Developed and implemented a new pre-employment drug screening for approximately 250 new hires annually.
- Developed an e-learning system for online training to increase job productivity and performance of employees.
- Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.
- Negotiate numerous offers of employment for both exempt and non-exempt level employees.
- Successfully handled difficult employee disputes resulting in a favorable settlement by following established protocols without the assistance of legal counsel during final negotiations.
HR Director
- Directed all HR functions, collaborated with agency directors, partnered with higher education to bring about professional development opportunities to employees and managers, and initiated technical solutions to enhance administrative employee skill sets.
- Met with Integration Committee to enhance participant service delivery, participated in community events to raise awareness of services for participants, initiated/supported employment collaboration programs and partnerships with local employers.
- Participated in fundraising events promoting agency mission and programs.
- Initiated policy changes regarding employee benefits, such as moving medical insurance coverage to a separate plan.
- Introduced new compilation process for recruitment by reducing the number of steps to initiate a new hire; increased applicant response rate.
HR Director
- Proactive management of volatile employee issues related to poor performance, minimizing legal exposure, and maximizing departmental productivity.
- Successfully terminated problem employees without litigation or excessive burden on the management team.
- The redirected the entire company on the legal and ethically appropriate course of action for immigration issues related to mismatched SSNs resulting in the avoidance of costly compliance violations, negative publicity, and litigation.
- Organized a diversity conference, which received attention from other companies across the region.
- Improved efficiency of performance reviews by implementing self-evaluation time periods based on employees’ ability to complete them.
Wrap Up
Resumes are a crucial aspect of any job search. In order to make a good first impression, it is important that your resume be formatted and written professionally.
Hope these samples gave you an idea of what your resume should look like and some tips on how to make sure that your resume stands out from the rest.
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