HR Business Partner with 8 years of experience advising engineering and go-to-market leaders at high-growth software companies. Partnered with a 320-person R&D organization through a reorg and two acquisitions while holding regretted attrition under 6%. Combines data-backed talent reviews, sound employee relations judgment and direct coaching for senior managers.
Experience
Senior HR Business Partner, Brightline Analytics (Seattle, WA)
Feb 2022 – Present
Advise the CTO and 28 people managers across a 320-person R&D organization on org design, performance and retention
Led people integration of two acquired teams (64 employees), retaining 94% through the first year
Ran calibrated talent reviews in Workday, cutting regretted attrition from 11% to 5.8% in two cycles
HR Business Partner, Cascade Payments (Portland, OR)
Sep 2018 – Jan 2022
Supported sales and customer success teams of 210 employees through 2x headcount growth
Redesigned the sales promotion framework with leveled competencies, reducing promotion appeals by 60%
HR Generalist, Evergreen Mutual Credit Union (Tacoma, WA)
Jun 2016 – Aug 2018
Handled employee relations and leave for 260 branch staff across 14 locations
Education
B.A. in Psychology, University of Washington (Sep 2012 – Jun 2016)
Analytics: Workday reporting, Visier, attrition and engagement analysis, Excel
How to write a HR Business Partner resume
A strong HR Business Partner resume shows the people programs and processes you ran, and how they improved hiring, retention or efficiency. Show the organization you ran (team size, budget, revenue) and the business results you are accountable for.
Sections, in order
Summary
Experience
Skills
Education
Length: Two pages are common for leadership roles; keep the first page strong enough to stand alone.
Summary: Lead with your leadership scope and the business outcomes you are known for.
Skills to feature
Talent acquisition
Employee relations
HRIS (Workday, BambooHR)
Compensation and benefits
Performance management
Onboarding
Employment law compliance
Process improvement
People analytics
Change management
Example bullet points
Rebuilt the engineering hiring loop, cutting time to hire from 52 to 31 days across 80 hires
Launched a structured onboarding program that raised 90-day retention from 82% to 95%
Moved payroll and benefits to Workday for 600 employees with zero missed pay cycles
Tips from recruiters
Show the size of the population you supported (headcount, locations, countries).
Name certifications such as SHRM-CP or CIPD near the top if the role asks for them.
Describe sensitive work by outcome and scope, never by individual cases.
Recommended templates
Classic (ATS-friendly): Jake's-style LaTeX classic: small caps and hairline rules
Modern (ATS-friendly): Clean single column with accent headings and rules
Executive (ATS-friendly): Centered executive layout with serif headings
HR Business Partner resume FAQ
What should a HR Business Partner resume include?
A HR Business Partner resume should show the people programs and processes you ran, and how they improved hiring, retention or efficiency. Use these sections in this order: Summary, Experience, Skills and Education. Show the organization you ran (team size, budget, revenue) and the business results you are accountable for.
What is the best resume template for a HR Business Partner?
Classic, Modern and Executive work well for HR Business Partner roles. They are single-column with standard headings, so applicant tracking systems (ATS) parse them reliably.
How long should a HR Business Partner resume be?
Two pages are common for leadership roles; keep the first page strong enough to stand alone.
Which skills should a HR Business Partner put on a resume?
Prioritize the skills named in the job posting. Common ones for HR Business Partner roles are Talent acquisition, Employee relations, HRIS (Workday, BambooHR), Compensation and benefits, Performance management and Onboarding.
How do I write strong HR Business Partner resume bullet points?
Start with an action verb, say what you did, and end with a measurable result such as time to hire, offer acceptance rate and retention. For example: "Rebuilt the engineering hiring loop, cutting time to hire from 52 to 31 days across 80 hires."