Human resources student at the University of Wisconsin–Madison, graduating in May 2027, with a summer HR internship and two years of campus employment. Built an onboarding feedback survey that 210 new hires completed during the internship. Brings coursework in employment law and compensation, Excel skills and careful handling of confidential information.
Experience
Human Resources Intern, Badger State Mutual Insurance (Madison, WI)
May 2026 – Aug 2026
Built an onboarding feedback survey in Qualtrics completed by 210 new hires, summarizing 5 improvement themes for the HR team
Audited 400 personnel files for I-9 and policy acknowledgment completeness, flagging 37 gaps for correction
Scheduled 90 interviews for 6 recruiters and prepared candidate packets
Student Staff Scheduler, University of Wisconsin–Madison Recreation & Wellbeing (Madison, WI)
Sep 2024 – Present
Build weekly shift schedules for 75 student employees across 3 facilities using When I Work
Cut unfilled shifts from 12% to 3% by launching a shift-swap request process
Train 10 new student staff each semester on scheduling software, shift policies and call-out procedures
Education
B.B.A. in Management and Human Resources (expected May 2027); coursework: Employment Law, Compensation, Organizational Behavior, University of Wisconsin–Madison (Sep 2023 – May 2027)
Skills
HR Fundamentals: onboarding, recruiting coordination, records audits, survey design
Tools: Excel (pivot tables, XLOOKUP), Qualtrics, Workday (student access), When I Work
A strong HR Intern resume shows the people programs and processes you ran, and how they improved hiring, retention or efficiency. Put Education near the top and use projects, internships and coursework to show what you can already do.
Sections, in order
Summary
Education
Experience
Skills
Length: One page. Recruiters expect a single page for early-career candidates.
Summary: Keep the summary to two lines: the role you want, your strongest skills, and one result from a project or internship.
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 Intern resume FAQ
What should a HR Intern resume include?
A HR Intern 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, Education, Experience and Skills. Put Education near the top and use projects, internships and coursework to show what you can already do.
What is the best resume template for a HR Intern?
Classic, Modern and Executive work well for HR Intern roles. They are single-column with standard headings, so applicant tracking systems (ATS) parse them reliably.
How long should a HR Intern resume be?
One page. Recruiters expect a single page for early-career candidates.
Which skills should a HR Intern put on a resume?
Prioritize the skills named in the job posting. Common ones for HR Intern roles are Talent acquisition, Employee relations, HRIS (Workday, BambooHR), Compensation and benefits, Performance management and Onboarding.
How do I write strong HR Intern 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."