HR Business Partner | SHRM-CP | Talent Strategy

Jane Doe

Professional Summary

MBA-qualified, SHRM-CP certified HR Business Partner with 7+ years of experience driving talent strategy, employee engagement, and compliance across multi-site organizations. Skilled in aligning HR practices with business goals, advising leadership, and optimizing HR operations. Proven ability to foster high-performing, inclusive teams through data-driven insights, policy development, and effective use of HRIS systems.

Work Experience

Human Resources Generalist at Confidential Company

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• Led comprehensive recruitment efforts for all roles across 13 locations in Washington and Oregon, boosting hiring efficiency by 25%. • Streamlined talent acquisition processes by optimizing ATS workflows and job descriptions, reducing time-to-fill by 15%. • Developed and implemented HR policies aligned with evolving business needs and compliance standards, enhancing regulatory adherence. • Advised leadership on talent planning, succession, and employee engagement strategies, contributing to a 10% improvement in employee retention. • Built and maintained HR analytics dashboards to track trends and improve hiring efficiency, enabling data-driven decision making. • Directed campus recruitment strategies in collaboration with universities and associations, resulting in a 20% increase in quality hires.

Human Resources Business Partner at Confidential Company

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• Served as primary HR contact supporting over 800 employees, managing payroll, benefits, and compliance to ensure smooth HR operations. • Managed onboarding process for an average of 20 new hires per month, including orientation, I-9 verification, and background checks, improving onboarding satisfaction scores. • Collaborated with leadership to maintain Joint Commission, DOL, and HR policy standards, achieving 100% compliance during audits. • Led employee events and recognition programs across departments, increasing employee engagement scores by 15%.

Human Resources Intern at Confidential Company

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• Assisted HR Director and team with daily administrative and recruiting tasks, enhancing process efficiencies. • Conducted focus groups and gathered data to support HR projects and engagement planning. • Presented summary findings to senior HR leadership at internship conclusion, influencing future initiatives.

Education

Master of Business Administration (MBA) in Human Resource Management

New York State University

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Bachelor of Science in Management, Minor in Entrepreneurship

New York State University

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Skills

Technical Skills

  • Employee Engagement
  • Employee Relations
  • Recruitment & Onboarding
  • Compliance & Labor Laws
  • Policies & Procedures
  • DEI Initiatives
  • Data-Driven HR Strategy

Certifications

SHRM Certified Professional (SHRM-CP)

SHRM

ATS Score
85/100
Certifications
85/100
Profile
88/100
Header
80/100
Education
80/100
Skills
75/100
Projects
0/100
Work Experience
90/100
Correct and standardize contact information, especially email and LinkedIn URL, to ensure ATS compatibility and professional presentation.
Add soft skills and expand tools section in skills to cover a broader range of competencies relevant to HR roles.
Include employment types and consistent date formats in work experience to enhance clarity and ATS parsing.
Provide more detailed education dates and any honors or relevant coursework to strengthen academic background.
Add a projects section or relevant HR initiatives to showcase additional accomplishments and leadership.
Strong quantifiable achievements in work experience demonstrating impact on recruitment and retention.
Relevant and current SHRM-CP certification reinforcing HR expertise and professionalism.
Clear and focused summary that aligns HR skills with business strategy and data-driven decision making.
Experience managing HR operations across multiple locations, showing capability in complex organizational environments.

Certifications

85%
Certification is clearly stated with issuing authority and date awarded, which is excellent for ATS and recruiter verification.
Add any additional relevant certifications or training to further demonstrate expertise.

Profile

88%
The summary is well-written, concise, and keyword-rich, effectively highlighting experience and skills relevant to HR business partnering.
Consider adding a brief objective or profile highlights section to quickly convey top qualifications for ATS and recruiters.
Incorporate quantifiable achievements or metrics in the summary to increase impact.

Header

80%
Include a complete mailing address or at least city and state consistently; currently, street and apartment fields are empty which might reduce location clarity for ATS.
Ensure the email address is professional and correctly formatted; the current email appears to have a typo ('gmailemail.com').
Add a phone number in a standard format without extra characters to improve ATS parsing.
The LinkedIn URL should be a full URL with https:// prefix to ensure clickable and ATS recognition.

Education

80%
Degrees and institutions are clearly listed, but adding start dates or at least years attended would improve completeness.
Include any honors, relevant coursework, or GPA if strong to enhance recruiter evaluation.
Consider formatting degree names consistently (e.g., 'MBA' instead of 'Master of Business Administration (MBA)').

Skills

75%
Hard skills are relevant but adding soft skills such as 'Communication', 'Conflict Resolution', or 'Leadership' would provide a more comprehensive skill set.
Expand tools section to include specific HR software versions or modules to increase keyword hits.
Consider grouping skills in a bulleted or comma-separated list format for better ATS parsing.

Projects

0%
Section missing

Work Experience

90%
Descriptions include strong action verbs and quantifiable achievements, which enhance recruiter appeal and ATS keyword matching.
Use consistent formatting for dates and employment types; currently, employment types are empty which could be added for clarity.
Consider adding more specific keywords related to HRIS systems and talent management to improve ATS keyword density.