According to the U.S. Bureau of Labor Statistics, HR Business Partner positions are at a 10% growth rate, which is as fast as average. With that said, there are currently 674,800 jobs in the market right now. The total number of jobs is expected to increase by 70,200 to 745,000 in the period of 2020-30.
What’s more, the median annual wage for the HR Business Partner jobs was $63,490 in May 2020. The lowest 10% earned less than $37,710, and the highest 10% more than $109,350.
Our conclusion? The HR Business Partner job market is wide open for candidates.
Top HR business partner sections that make the best resume
- Professional summary
- Experience (with numbers and results)
- Relevant skills
Writing a job-winning experience section: HR Business Partner resume edition
HR business partner resume experience section: dos and don'ts
- List 4-6 bullet points per position;
- Include only relevant job experience;
- Make sure to highlight your strongest skills by focusing on the challenges you’ve faced and the results you’ve achieved;
- Don’t use buzzwords that carry no meaning;
- Don’t share confidential information about your previous employers.
If you prefer to be led by example, check out some great HR Business Partner resume experience section snippets below!
- Chief coordinator in the annual performance appraisal process, based on MBO principles. Dealing with statistical data, preparing analysis and assessment of the program
- Analysis of the performance of set KPIs and direct reporting to the top management
- Design of the model and implementation of development plans for key talents and key job positions
- Providing HR advice and support to managers and staff on a wide range of strategic and operational Human Resources issues
- Recruitment of key positions in the respective business units incl. participation in executive search recruitment
- launched 3 platforms (HR Core; ePMP, BrassRing) in 4 countries (Bulgaria/Macedonia, Romania, Serbia, BiH) and led user trainings.
- led 2 cross-divisional projects (Benefits Harmonization, GJFA Alignment) in 5 countries (Bulgaria/Macedonia, Serbia, BiH, Slovenia, Croatia) with all local proposals approved. Participated in 1 cross-divisional project (STI-GJFA Harmonization) with proposal approved.
- participated in regional Culture Change project team; designed and launched EMEA-wide culture survey in 16 languages within 26 countries and analyzed the results; co-facilitated various activities during 2 EMEA Culture Ambassadors Meetings.
- led 3 significant org. restructurings with no litigations
- Interviewed 150+ candidates and recruited 16 employees for period of 2,5 years
- maintained voluntary turnover of 4.4% (2013-2014) with slight decrease in 2015 (4.3%); 0% voluntary turnover for HiPos and high performers and 0% in new hires (<12 mnts) in 2013-2015 period
- increased gender by 17% (from 29% to 45% female) and generational diversity by 18% (from 0% to 18% Gen Y) in Alcon Bulgaria Leadership Team
- facilitated 60+ trainings/workshops
- Partnered with executives on strategic workforce planning to meet current needs, changes within the pharma industry and long-term forecasts.
- Consulted with assigned clients to identify & address specific organizational issues, i.e. ineffective team dynamics, management styles. Partnered with appropriate HR COEs to deliver tailored solutions to meet specific client's needs.
- Coordinated recruiting and compensation processes during a period of rapid growth with corporate employee populations expanding from 220 to approximately 600 employees.
- HR Program Manager for India Fulfillment Center Network for Amazon responsible for driving network wide initiatives in areas like cost optimization, employee engagement, resource management, process improvements and system implementation
- Campus Programs lead for Amazon India Operations team (Fulfillment Centers, Middle Mile and Last Mile). Responsible for program management of Amazon's global operations leadership program Pathways and India Ops. leadership program BOLD
- Anchored compensation and performance management for India Fulfillment Operations for 2018
- Responsible for driving HR agenda while liasoning with various team like sales operations, finance, operations etc. for major sale events throughout the year
- HR Business Partner for the India Operations corporate teams at Amazon India HQ. Responsible for all HR processes for an employee base of 300+ employees
- Responsible for diversity and inclusion agenda. Created support systems and enabling infrastructure for differently abled associates and women employees and on boarded 15% of the manpower requirement working with NSDC and various NGOs
- Developed manpower norms for various product segments and a created a skill assessment framework. Conducted proficiency assessments and ensured that all critical markets were adequately staffed both numerically and without any capability gaps
- Conducted due diligence / feasibility study to make a business case for Singapore and USA sales offices and transitioned from a suitcase selling model to full time presence
- Led a large scale compensation restructuring exercise for sales team and implemented a new incentive program
- Developed a R&R framework and implemented a structured recognition program for sales team
- Setup sales learning academy to address functional learning needs
- Lead campus hiring agenda at business schools, managed sales leadership program - BUILD
- Responsible for talent identification, key talent retention program and ensuring 100% staffing of all critical roles
- Contribute to, and where accountable define the company strategies, vision, policies, objectives & processes.
- Use & understand OIG People tools and policies, engaging with Divisional clients effectively to ensure their use across the organization.
- Drive consistency of approach across the OIG in attracting, managing and developing talent to support current and future organisational needs.
- Work closely with all OIG People colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance.
- Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
- Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.
- Coach & build the capability of senior managers & leadership team to anticipate and pre-empt organizational issues.
- Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.
- Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
- Proactively share best practice, intelligence and potential OIG activities within HR function.
- Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
- Understand & anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
- Facilitate and drive the Performance and talent development cycle for Advisory
- Recruitment: screening profiles and provide support to hiring managers.
- Collaborate/support all Partners in Advisory and Leadership team.
- Maintain, establish relationships with employees and leadership and act as an advisory to the business.
- Other HR relevant projects; onboarding, exit-interviews, Employee Enagagement survey, support D&I initiatives etc.
- Admintrative tasks; update employee database, employee HR inquires.
- Contract mangement process.
- Contributing to the day-to-day HR operations
- Providing support to all aspects of HR processes to ensure the successful implementation of HR policies and initiatives
- Ensuring the delivery of the required activities related to the deployment of reward, training, development, performance management and recruiting processes
- Delivering HR metrics & reports
- Actively participating in HR Project activities
- Double digit growth in Organizational Health Index
- Deployment of Cultural Transformation committees that impacted employee engagement and productivity.
- Launch of PI NET (Performance Management Tool)
- Contributing to people strategies by providing analytics & insights in the areas of performance management, leadership development, labor relations, training, compensation, budgeting and succession planning (approx. 380 employees)
- CZ/SK Market Lead for HR Transformation Project - Recruitment Stream
- HR Lead for Digital Transformation team (RPA)
- Working closely with senior leadership, reporting directly to HRD
- Single-handedly and successfully designed and implemented all HR processes in three newly established subsidiaries in CZ, SK and RO in 6 months (approx. 70 persons)
- Successful management of transfer of employees in CZ, SK, RO (incl.negotiation with trade unions, review of collective agreements, implementing full benefit packages, ensuring the labour law compliance in three different countries)
- Full responsibility for everyday HR functioning in all three countries
- Helped and supported HR Business Partners and HR Operations team
- Facilitated various HR projects such as career mapping program, rotational development program, while managing the facilitation of employability training programs
- Prepared KPI reports and presented them to management team
- Managed social media campaigns of HR team
- Passionately driving a consistent and strategic business partner model for the entire site, including complex ER issues
- Led a team across recruitment, ER, workforce planning and global programs
- Provided leadership responsibility to the APAC HR team during a period of transition and global change
- Managed Business HR team to implement organisational priorities
- Managed the key retention program for 250 employees during insolvency proceedings
- Managed auditors, investigating agencies and investor due diligence requirements for human resources function
- Worked closely with the team appointed by RBI for implementing HR related initiatives
- Created the BCP for HR Function as well as coordinated the compay level BCP during the onset of COVID
- Was a key player in the transition team for the reverse merger, worked on transitioning employees into various entities
- Strategise, introduce, develop and implement HR processes and practices in line with the COEs
- HR Policies and Processes - Recommended process improvements for internal HR processes by continuously improving HR practices
- Handling Performance Management and facilitating annual appraisals f
- Proactively contribute to the change management, people management, team development, new technology introduction
- Performing HR support (candidate induction programs, welcoming pack, reviewing, improving HR processes, guiding and amending HR policies & procedures...)
- Supporting Directors and Managers in numerous HR resources from executive search to candidate retention, performance management including salary grid assessment, compensation & benefits and employment branding.
- Launched a global north african talent project involving Universities, Companies & Local authorities - The Graduate Academy (Algeria)
- Staging on several conferences & corporate presentations (diversity, digital transformation, professional networking, communication, recruitment & talent development, expatriation)
- In house training towards employees, managers and directors on various subjects (assessment services & stress management, presentation management, performance management, succession planning, employee engagement)
- Full-time overseas assignment as part of personal development plan
- Reported to Global VP HR supporting world-wide staff members
- Partnered with senior business unit VPs and line managers to translate business requirements into actionable HR agenda
- Drove talent management and staffing planning
Make sure to relate your experience to your job description, but never lie. That’s not tolerated and will show up in the face-to-face interview later on.
Action verbs for your HR business partner resume
An impressive skills section for your HR business partner resume
Writing a skills section that stands out:
- Check the job advert for keywords that you can use: this will help you pass ATS;
- Focus on relevant and valuable skills that will support your application;
- Make sure to include both hard and technical skills, leaving soft skills for other sections of your HR Business Partner resume;
- Don’t list skills you don’t have.
Top skills for your HR business partner resume
Avoid getting sidetracked by Applicant tracking software by including a tech skills' section matching the job description and your own qualifications.
HR business partner resume header: tips, red flags, and best practices
Checklist for your HR business partner resume header
- Your name and surname in a legible and larger resume font
- The job title you’re applying for or your current job title as a subheading to your name
- Link to your portfolio or online profile, such as LinkedIn
- Address (City and State for the US; just your city for rest of the world)
- Email address
- Headshot (required or welcomed in the EU; not required and sometimes frowned upon in the US)
Stick to popular email providers such as Gmail or Outlook. And use these professional formats to create your username:
Include a link to your portfolio in your HR Business Partner resume header. Most companies will require that you include one in your resume, and even if they don’t, it’s an excellent opportunity to directly show them your proudest projects.
The HR business partner resume summary: tips and tricks
Making a strong first impression.
- Keep your summary section short and easy to read; avoid long sentences;
- Highlight your total years of experience in the field;
- Mention 1-2 of your biggest achievements and strengths;
- Add a couple of keywords from the job advert.
Resume summary formula:
Your summary section should act as a brief but informative introduction to your experience section. In this section you should go into more depth about what you have done, and how you did it.
HR business partner resume: A strong education section
What to include in your education section:
- Your highest education degree (incl. major, duration, name of institution);
- A bit more about the certifications you’ve got (if they are relevant to what you’re applying for);
- Some extracurricular activities that have helped you develop and strengthen your skills;
- If you’re an entry-level applicant: Relevant courses and projects.
Top Certifications for Your HR Business Partner Resume
HR as a Strategic Business Partner
Better understand your value and role as a strategic business partner
Human Resources (HR) as a Business Partner
This course provides valuable information on how Human Resource Business Partnering (HRBP) operates in practice.
Diploma Course in Human Resource Management (HRM)
Become top-notch HRM Practitioner - Get Live Projects, Ready-to-use Templates, Demos, Quizzes, Articles, Case studies
Administrative Human Resources (HR) for Beginners
This course is an introduction to the role and duties of Human Resources (HR).
HR Analytics using MS Excel for Human Resource Management
Use Excel for HR Analytics, calculate HR metrics, build HR dashboards & ML models for Human Resource & People Analytics
There are dozens of certifications that you can claim as a HR Business Partner. But, some are more effective than others. That’s why you mustn’t include every certificate other applicants might have. Try instead to earn and list a few of the difficult ones.
HR business partner resume: How to choose the right format
The content of your resume is necessary for showcasing your expertise, skills, and education. Great formatting, on the other hand, is essential for highlighting your attention to detail, creativity, and ability to stand out.
There are three basic resume formats to choose from:
- Reverse-chronological resume format;
- Functional skills-based resume format;
- Combination (or Hybrid) resume format.
Which one of these you choose depends on a couple of things, but most importantly: the industry and your level of experience.
The reverse-chronological resume format, for example, is great if you’re an HR Business Partner with many years of experience and no career gaps. It doesn’t really matter if your company of choice is a multinational corporation or an early-stage startup – this resume format is considered to be a safe bet.
If you’re someone with little or no experience, however, we advise you to go for a functional skills-based resume format. It focuses on skills, competencies, and education, rather than experience. This makes it great for entry-level applicants, career changers, and graduate students.
And if you’re tired of traditional formats and want to go over the top when it comes to your application, the combination or hybrid resume format is here to help. Here, you can focus on both your experience and your skills, there’s even space for you to highlight your most spectacular personality traits. If you want to give a modern feel to your HR Business Partner resume, this resume format is just what you need. Add a ‘my life philosophy’ section for additional bonus points!
Looking for ways to perfect your HR Business Partner resume layout and style?
- Don’t risk it: choose standard 1-inch resume margins;
- Go for traditional resume fonts (sized 10-12p);
- Match the length of your HR Business Partner resume with your years of experience – choose a one-page template if you’ve got less than 10 years of experience; otherwise, opt for a two-page resume;
- To be on the safe side, save your resume in PDF. This will help you avoid formatting issues and unauthorized editing.
If you feel that you don’t have high chances in a particular company, due to lack of relevant experience, then you can still consider using a creative layout. That might help you get noticed and invited for an interview, as most of the other applicants will have boring resume designs.
Your HR business partner resume: Other sections to include
Tired of resumes that focus only on your professional side? Want to show you’re an actual human being with a real personality that goes beyond your work experience? Then add some other sections to your HR Business Partner resume!
Depending on the industry, company, and position, you can go for a more creative or less creative approach. Choose 1-2 of the following:
Making your HR business partner resume shine
In a pile of boring black and white resumes, a creative HR Business Partner application feels like a breath of fresh air. And trust us, recruiters love this.
There are two ways to add a splash of creativity to your resume. You can either go for a creative layout (bright colors, modern fonts, etc.) or add some creative sections (e.g. ‘what my typical day looks like’).
It’s up to you! Just make sure to keep the position, company, and industry in mind. Otherwise, you risk going over the top. And that’s not always a good idea.
What makes a great HR business partner resume: key takeaways
- Choose a resume layout that sends the right message across and fits your current career situation;
- Create a resume header that shows your desired job title, and easy to find contact numbers;
- Be specific about your experience, accomplishments and future goals in your summary;
- Feature detailed metrics and specific examples that show the impact you made in your previous roles when describing your experience;
- List soft skills backed by examples;
- Add all of your technical skills and certifications that you have and match the job description;
- Show off a dash of personality in your resume that will demonstrate your culture fit and the right mix of hard and soft skills.