HR Director with 14 years of human resources experience, including 6 leading HR for multi-site manufacturing and food production companies of 1,500–3,000 employees. Reduced annual turnover from 52% to 34% while supporting a union contract renewal. Brings labor relations depth, workforce planning and an HR team that plant leaders rely on.
Lead an 11-person HR team supporting 2,600 employees across 4 plants and a corporate office
Reduced annual turnover from 52% to 34% through attendance policy redesign, shift premiums and a 90-day mentor program
Served on the bargaining team for a 3-year UFCW contract settled without a work stoppage
Cut OSHA recordable rate 27% in partnership with EHS through ergonomics training and early reporting
HR Manager, Cornbelt Packaging (Cedar Rapids, IA)
Apr 2016 – Sep 2020
Managed HR for a 650-employee plant with 3 direct reports
Launched bilingual onboarding in Spanish and Swahili, lifting 90-day retention 18%
HR Generalist, Mississippi River Foods (Davenport, IA)
Jun 2012 – Mar 2016
Supported HR for 500 production employees including leave and workers' compensation
Education
MBA, Drake University (Aug 2014 – May 2017)
B.S. in Management, Iowa State University (Aug 2008 – May 2012)
Skills
HR Leadership: workforce planning, HR budget, team development, policy strategy
Labor Relations: collective bargaining, grievance and arbitration, NLRA compliance
Compliance: OSHA, FMLA, ADA, Title VII, I-9 and immigration programs
How to write a HR Director resume
A strong HR Director 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 Director resume FAQ
What should a HR Director resume include?
A HR Director 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 Director?
Classic, Modern and Executive work well for HR Director roles. They are single-column with standard headings, so applicant tracking systems (ATS) parse them reliably.
How long should a HR Director resume be?
Two pages are common for leadership roles; keep the first page strong enough to stand alone.
Which skills should a HR Director put on a resume?
Prioritize the skills named in the job posting. Common ones for HR Director roles are Talent acquisition, Employee relations, HRIS (Workday, BambooHR), Compensation and benefits, Performance management and Onboarding.
How do I write strong HR Director 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."