Our sample HR Director résumé incorporates best practice ideas on how to put together an HR-specific career profile, based on our analysis of the many hundred of specimens we collectively see every month. There is no definitive way to put together an HR résumé, and views vary from market to market.
A good résumé creates a powerful first impression. It is also important to give the résumé flair and character so that it displays an individual's personality. The best résumés are those that manage to be comprehensively detailed, while at the same time remain concise, and they often exhibit the following characteristics:
- Two to four pages in length
- Written in simple fonts (such as Arial, Times Roman or Calibri)
- Use of simple formatting (no fancy page breaks, indents or graphics)
- Clear display of the length of tenure of each job, as well as detailed reasons for leaving
Work through our sample Director HR résumé, expanding each section and following our tips, to gather ideas to enhance your own HR career profile.
Expand All
Introduction
HR DIRECTOR (Sample Résumé) Tip 1
- 14 Recruit Park, Singapore 2276350
- Hand phone: +65 910 0799
- Email:
This e-mail address is being protected from spambots. You need JavaScript enabled to view it
- Gender: Male
- D.O.B: 10 August 1970
- Nationality: Singaporean
- Status: Married, 2 children
- Languages: Fluent spoken and written English and Mandarin; Intermediate spoken HokkienTip 3
Career Summary Tip 4
Creative, results-oriented HR generalist with over 13 years experience in HR management and leadership. Particular strengths in organisational development, supporting senior business management and post-M&A integration. Looking to expand experience outside the FMCG and Retail industries. Open to relocation anywhere in the Asia Pacific Japan region.
Education
| Date |
Establishment |
Highest Qualification |
| 1994-1996 |
Saltdine University, California, USA |
Masters of Science Organization Development, cum laude |
| 1992-1993 |
Singapore Institute of Social Sciences (SISS), Singapore |
Singapore National University (SNU), Singapore |
| 1988-1991 |
West High School, Singapore |
Diploma in Human Resource Development [Part-time course over 2 years] |
| 1986-1988 |
Bachelor of Arts Political Science, First Class |
3 GCE 'A' Levels Maths (B), English (C), Geography (A) |
Experience (1)
Professional Experience Tip 6
- Jul 1999 – Present
-
1) FMCG INDUSTRIES INTERNATIONAL (FII) Tip 7
- FII is a multinational FMCG company headquartered in the US. The company employs 105,000 worldwide, with 22,000 employees and 37% of its global revenue derived from Asia Pacific Japan.
- Oct 2005 – Present
-
Director, Corporate HR, Asia Pacific Japan Tip 8
- Located in Singapore, reporting directly to the Regional CEO and functionally to the Head of International HR in the US. Oversee the strategic HR function as a member of the Regional Management Team. Also lead the 130-strong regional HR organisation, managing ten direct reports. Total coverage of 22,000 employees with annual revenue of US$1.5 billion.
- Key Responsibilities: Tip 9
- To lead all strategic HR activities across 13 countries including key markets of China, Japan, India and Indonesia and the FII Regional HR Centre of Excellence in Singapore.
- To lead all HR and communications aspects of two separate international restructuring projects due to business acquisitions and subsequent consolidation exercises.
- To coach and mentor the region's senior management team on issues of leadership, employee engagement, diversity and work ethics.
- Significant Achievements:
- Created 'EHS', the Executive HR Support team on executive compensation, leadership development and succession planning. Resulted in a 35% increase in retention in FY 2007.
- Improved operational efficiency of the HR organisation by 22% between Dec 2005 and Dec 2007 through an aggressive strategy of outsourcing and HRIS optimisation.
- Launched several successful initiatives including new regional recruitment processes that achieved a 25% reduction in recruitment costs.
- Reasons for leaving: Tip 10
- For family reasons I cannot relocate to the US for my next planned career step within FII. For career progression I am therefore seeking to take on the challenge of a new regional HR leadership role that will allow me to stay in the region.
- Tip 11Apr 2002 – Oct 2005
-
Senior HR Manager – Home Appliances, Asia Pacific (ex Japan)
- Located in Singapore, reporting to the Corporate HR Director of Asia Pacific Japan with dotted lines to the Global Home Appliances HR Head in the US and the Asia Pacific MD of Home Appliances. Led a team of nine with six direct reports, responsible for a population size of 8,000. Particular focus on the markets of China and Philippines, with secondary focus on India.
- Key Responsibilities:
- To diagnose & implement HR programmes consistent with global standards, while taking into account the business and regulatory environments of 12 separate regional offices.
- To lead Project OCT, the 'Organisational Capability Transformation' exercise, with a focus on culture & leadership in conjunction with the acquisition/integration of two R&D units (adding 850 people to the business size in Asia Pacific). Tip 12
- To build and develop an operationally sound and responsive team of HR subordinates.
- Significant Achievements:
- Successfully led HR strategy through a period of both organic and inorganic growth, implementing a key raft of both operational and strategic HR programmes.
- Designed and implemented the harmonisation strategy of two new business units, leading a dedicated HR integration team drawn from business units across the region.
- Reduced staff turnover rate from 15% in 2002 to under 5% in 2005 by creating a detailed employee engagement programme, which has since been adopted as a worldwide standard.
- Reasons for leaving:
- Jul 1999 – Mar 2002
-
L&D Manager (Corporate), Asia Pacific Japan
- Located in Hong Kong, reporting to L&D Director of Asia Pacific Japan. Sole contributor role, working with in-country HR teams to cover entire staff size of 30,000+. Travelled extensively, with extended periods in Indonesia and Japan.
- Key Responsibilities and Accomplishments: Tip 13
- Analysed training needs, and designed, delivered and evaluated a range of instructor-led, computer-based and self-paced training programmes to meet business objectives.
- Successfully led a new cross-border leadership and mobility programme, focused on developing critical leadership skills through mobilisation of high-potential key talent.
- Managed external vendors across the region, apportioning the workload of a team of 16 L&D consultants and facilitators.
- Implemented organisational redesign and cultural change initiatives in the Asia Pacific Regional Sales Organisation (APRSO), resulting in a 15% increase in sales in the region.
- Reasons for leaving:
- Promoted to generalist role and relocated back to Singapore
- Feb – Jul 1999
-
[5 MONTHS TRAVELLING IN SOUTH AMERICA] Tip 14
Experience (2)
Professional Experience
- Oct 1996 – Feb 1999
-
2) ASIA HR CONSULT INTERNATIONAL (AHRCI)
- Founded in London in 1991, HR Consult International is a leading HR Consulting firm with ASEAN headquarters (AHRCI) in Singapore. AHRCI's client base included 75% of the region's largest firms.
-
Principal Consultant, Organisational Development, Singapore
- Located in Singapore, with direct reporting line to Singapore OD Practice Lead. No Direct Reports. Overall responsibility for project delivery and client development in Retail and FMCG sectors.
- Key Responsibilities:
- To manage bespoke OD solutions including competency framework and performance management designs, succession planning tools and career modelling programmes.
- To engage with key stakeholders in client organisations to assess leadership pipelines, business strategies and to identify high potential employees
- Key Projects: Tip 15
- Leading Singapore-based FMCG company, Oct 1998-Feb 1999 – Change management project. Identified critical success factors of organisational culture through employee surveys, then worked with management to implement calendar of OD interventions.
- International Beverages company, Jan-Oct 1998 – Leadership coaching project. Coached 8 senior executives including COO and CIO to help increase productivity level of direct reports over a period of 6 months. Was later asked to present assessment of overall leadership effectiveness in the company.
- International Retail company, Feb-Sep 1997 – Role analysis project. Developed new role definitions for all managerial levels. Then worked with the in-house C&B team to run a compensation survey to effectively benchmark the salary banding for newly created roles.
- Reasons for leaving:
- Preferred to embark on a career in in-house HR and OD work
- Oct 1994 – Oct 1996
-
[Attending Masters Degree Course]
Experience (3)
Professional Experience
- Apr – Oct 1994 (6 month contract)
-
3) SINGWEB DESIGN
- Singweb Design is a private company headquartered in Singapore specialising in Web Design. The company started up in early 1993, and by October 1994 had 50 employees
-
HR Specialist
- Reporting to Managing Director, entrusted to set up operational HR function. Singapore-based.
- Key Responsibilities & Accomplishments:
- Set up basic HR structure, including working rules, recruitment processes, compensation design and employer branding initiatives.
- Successfully recruited senior management team, including CFO, CIO and my successor
- Reasons for leaving:
- Relocated to the United States to attend Masters Degree Programme.
- Sep 1991 – Apr 1994
-
4) SINGAPORE RETAIL CONGLOMERATE (SRC)
- A Singapore-based company specialising in the import and retail of luxury clothing lines, SRC employed 3,000 people locally, and also had operations in Thailand, Hong Kong and China.
-
HR Officer, Recruitment
- Reported to HR Manager. Responsible for recruitment and operational HR for Singapore.
- Key Responsibilities and Accomplishments:
- Managed and facilitated the end-to-end recruitment of mid-career hires, working closely with business decision-makers on recruitment strategies and vendor management policy
- Took part in other HR project work, including HR policy reform, training operations, payroll administration and HRIS upgrades.
- Reasons for leaving:
- Corporate restructuring led to position becoming redundant. I was offered a more junior role in another division, but opted to take a package instead.
End Section
AVAILABILITY & SALARY DETAILS
-
- Availability: Two Month's notice. If necessary would be able to offset 15 days of accrued leave. Tip 16
- Current and expected salary details available on request Tip 17
REFERENCES
-
|
