Resume of a specialist in food quality. Sample resume for quality manager. Examples for the section "About me"

Looking for a job or planning to look for one?

Our sample of filling out a resume for the position of a quality manager (an experienced specialist or a beginner with no work experience) will help you. Competent resume will greatly increase your chances of finding a job.

There are two types of quality manager resume template

• For experienced professionals.
• For those who have no experience yet.

Template benefits

1) Frequent invitations to interviews. We have already helped many people create a “selling”, strong resume and understood what works and what doesn't. This resume template for a quality manager is a proven track record.

2) Standard format. Every hr manager and director will instantly find the information they need in their resume. It's simple.

3) Compactness. If you think that someone needs 4 sheets of your work experience, you are deeply mistaken. HR managers love it when everything is clear, convenient and simple. Our sample is an example of the correct resume writing for a job as a quality manager.

4) Important things at the top. What is important to the employer will be located at the very top and will immediately catch the eye of those who are engaged in recruiting. This will give you an edge over other candidates.

5) The resume can simply be changed depending on the vacancy. To quickly find a good job, it is most effective to slightly change your resume for each vacancy. It's simple - download and use our sample of how to write a quality manager resume. It allows you to make changes instantly.

To download a sample quality manager resume, click on the link below.

Duties: Search and active involvement of legal and individuals for lending, opening accounts and deposits, consulting and working with current clients, Processing consumer loans for individuals, car loans, mortgages, credit cards, deposits, mutual funds, compulsory medical insurance, NPF. Loans to legal entities from 500 thousand to 120 million: Loans secured by real estate, equipment, vehicles, equipment on credit, overdraft, unsecured loans, secured by commercial vehicles. Performing monthly plans regularly. Analysis financial activities for management and official reporting of organizations Departure to the organization to assess economic activities. Acting Deputy Head of the Additional Office. HR management, mentoring. Development of the customer base in the newly opened branch.

06.2010 – 11.2011
OJSC "Alfa-Bank"
Field of activity: Banking / finance and credit
Position: Consultant manager
Duties: Search and attraction of clients, consultation and work with current clients, sale / registration of cash loans, sale / registration of credit cards, sale / registration of loans issued within 30 minutes, sale / registration of current accounts, sale / registration of savings accounts, sale / registration of deposits , sale / registration of NSJ accumulative insurance accounts (Pension account, children's account), sale of co-branded / discount / accumulative plastic cards (Aeroflot-bonus, S7, Men's card, Cosmopolitan, M-Vidio, Cards of individual design), sale / registration of life insurance owners of personal loans and losses from work, life insurance for credit card holders, sale / registration of brokerage accounts, sale / registration of protection of debit and credit cards from unauthorized withdrawal money, sale / registration of travel insurance together with property, sale / registration of custodians of personal belongings (key chains, stickers on mobile phones and documents), sale / registration of an Internet bank, SMS notifications, services made through mobile phone, sale / registration of non-state pension insurance, consulting clients on mortgage lending, consulting legal entities on opening current accounts, presenting salary projects for organizations, presenting bank products in organizations, generating reports, planning. Processing of Internet applications for registration of loan products. Work to attract customers for VIP service. He was repeatedly recognized as the best employee of the bank in the opinion of clients, the winner in the category "Customer value" for the 1st quarter of 2011.

08.2009 – 01.2010
LLC "Ok-Oil" Field of activity:
Position:
Duties: Organization of the company's work from scratch, wholesale sales of petroleum products (light and dark) by rail, road and pipeline, searching for suppliers, negotiating with buyers and suppliers, expanding the client base, concluding contracts, accounting support transactions, monitoring of the oil products market, maintaining the current client base.

11.2008 – 08.2009
VolgaNeft LLC
Field of activity: Extractive industry / energy / fuels and lubricants Position: Regional Sales Specialist Duties: Wholesale sales of petroleum products (light and dark) by rail, road and pipeline, search for suppliers, negotiating with buyers and suppliers, expanding the client base, concluding contracts, accounting transactions, monitoring the oil products market, maintaining the current client base. Introduced the developed personal system of performance indicators of the company in terms of financial and non-financial indicators.

03.2008 – 11.2008
GK "Complex-Oil"
Field of activity: Extractive industry / energy / fuels and lubricants
Position: Specialist in the wholesale supply of petroleum products in the Russian Federation
Duties: Wholesale sales of petroleum products (light and dark) by rail, road and pipeline, searching for suppliers, negotiating with buyers and suppliers, expanding the client base, concluding contracts, accounting transactions, monitoring the oil products market, maintaining the current client base

03.2006 – 03.2008
LLC "Raycenter"
Field of activity: Food
Position: Service kitchen operator, assistant manager
Duties: Duties of the operator of the service kitchen and the assistant manager, accounting support of production, statement primary documentation in the 1C program Manufacturing, accounting, communications, negotiating with suppliers, selling / processing orders to suppliers. He was recognized as the best employee of his direction in 2007.

If you have not been actively looking for a job in the last couple of years, then your knowledge of the form, design and content of a resume is no longer relevant. Use the guidelines in this article to write a modern resume for the following HR and HR positions: Recruiter, HR Officer, HR Officer, HR Manager, HR Specialist, HR Specialist, HR Specialist, Head of Department Head of HR Administration, head of HR department and personnel accounting, head of HR department, head of HR department, HR manager / HR manager / HR Generalist, head of HR department, head of department recruiting agency, HR Director / HR Director.

1. Training
2. Search target
3. Job profile
4. Duties
5. Examples of achievements / Key projects
6. Skills
7. Professional quality
8. Examples for the section "About me"
9. Download templates

1. Preparation

Before looking for a new job, you need to conduct a SWOT analysis professional competencies and based on this case, create a resume that will be adapted to the modern requirements of the labor market for your position / area / specialization. Before you start creating your resume, read the article:

In this publication, you will get acquainted with a case that will help you collect all the information you need to write a selling resume. A selling resume is created for a specific search goal, meets the requirements of vacancies for similar positions and contains a specific set of keywords.

2. Purpose of the search

The wording of your search goal should be at the beginning of your resume. If you want to apply for a vacancy whose position name is different from your current position, then change it to the one indicated in the vacancy.

List of positions, for which you can use the examples in this article:

• Zero-level positions (0): recruiter, HR inspector, HR specialist, HR specialist, HR administration specialist, HR specialist, HR specialist.
• First level positions (1): HR manager / HR manager / HR Generalist.
• Positions of the second level (2): Head of HR Administration, Head of HR Administration and Personnel Accounting, Head of HR, Head of HR, Head of HR, Head of HR Managers, Deputy Director of HR.
• Positions of the third level (3): head of recruiting agency, director of personnel / HR director / HR business partner / HR-Business Partner / HR Team Lead.

3. Job profile

Job profile - this is the standard of the ideal candidate, which contains a list of requirements for knowledge, skills, qualifications of the candidate necessary for successful implementation job duties... Vacancy description - short version the profile of the position, which includes a list of mandatory requirements for the initial selection of candidates for a resume.

Human Resources Manager Job Profile
Functions:
Providing a full service of personnel management in the role of an HR business partner on issues related to staffing, turnover, payroll budget, KDP.
Participation in the development of the organizational structure of the company, creation of an effective personnel management system, participation in the optimization of business processes related to personnel management.
Organization of planning personnel needs within a dynamically developing company, development of a system of job replacement, formation of internal and external personnel reserve.
Accompanying the timely selection and closing of vacancies.
Monitoring compliance with labor laws and HR administration.
Maintenance and development of corporate culture.
Organization of work on the formation of a personnel reserve.
Analysis, control and development of measures to improve the main indicators of personnel.
Consulting managers on personnel management issues.
Independent selection of personnel for positions of any level.
Decision conflict situations and labor disputes, creation necessary conditions to develop and meet the needs of the company's employees.

Organization of the personnel selection and adaptation system:

• Labor market monitoring.
• Identifying the need for staff, qualification requirements and competencies; development of job profiles.
• Carrying out adaptation measures. full recruiting cycle: search, selection of specialists, interviews, collection of recommendations, distribution and processing of test tasks to applicants, feedback candidates.
• Simultaneous selection of 10+ vacancies (To management, mid-level, specialists, back office, rare specialists).
• Conducting telephone, personal and group interviews, interviews on competencies.
• Constant search for new sources and ways to attract interesting specialists.
• Maintenance and development of the candidate base.

Personnel training and development:

• Identifying the need for staff training (external, internal), organizing internship programs, advanced training, organizing and conducting trainings.
• Organization of personnel training, coordination of work to improve the qualifications of employees and develop their career; planning and cost control.
• Development and implementation of programs for assessment, rotation and motivation of personnel (material, non-material, building KPI).
• Monitoring the implementation of Individual development plans for employees.
• Selection of external providers in employee training.
• Solving problem layoffs; conducting soft contraction; conducting an Exit interview.

Internal communications:

• Development of the Company's HR brand, employee loyalty and involvement.
• Organization of events aimed at increasing team cohesion.
• Conducting seminars and trainings.
• Development and implementation of internal corporate communications.

Profile of the position of the head of the HR department and personnel accounting

Organization of the work of the Company's HR department:
- development of local regulations, labor contracts;
- development of job descriptions;
- compilation and maintenance staffing table;
- development of methodological instructions for organizing the work of the personnel service;
- development of internal orders of an organizational and administrative nature;
- personnel reporting, statistics;
- personnel records, personnel records management;
- planning of payroll based on approved staffing tables.
Labor disputes: individual preparation for each labor dispute together with lawyers, representation of the company's interests in courts.

Job profile hR director

Key tasks:
Implementation of corporate policies and practices of personnel management
Development of systems of motivation, selection, assessment and training
Making changes in the field of personnel management in order to improve the efficiency of the company
Duties:
Budgeting and control of personnel costs.
Development and implementation of measures to optimize organizational structures and staffing tables.
Organization of job assessment, assessment of the average market level of remuneration in similar positions, formation of proposals for revising salaries and motivation package employees.
Organization of search, hiring, transfers, dismissals of personnel.
Organization of goal setting and performance evaluation.
Formation and development of a personnel reserve for leadership positions.
Organizing and conducting an assessment of the competencies and potential of employees.
Development and implementation of training and development programs.
Improvement and refinement of policies, processes and procedures, standardized regulations, personnel documents, an automated personnel management system.
Consulting heads of business units on personnel management, compensation, benefits, incentives, disciplinary actions, career opportunities and development, etc.
Organization of the work of the HR department within the operational plans of the HR function.
Formation and management of the corporate culture of the Company.
Development of the Company's HR brand, employee loyalty and involvement.
Adoption and implementation of decisions on recruitment, rotation, promotion, incentives, penalties, dismissals of personnel together with the top management of the Company.
Management of search, selection, certification, adaptation, personnel assessment.
Self-management of key positions.
Management of social processes in the Company, creation of a favorable moral and psychological climate in the team, participation in the resolution of labor disputes and conflicts.
Organization of personnel training, coordination of work to improve the qualifications of employees and develop their business career.
Management of the formation of the personnel reserve.
Participation in the optimization of wages and staff motivation.
Development of perspectives and current plans for work with personnel.
Organization of personnel records and control room in the Company in accordance with the Labor Code of the RF.
Rationalization of the organizational structure and staff of the Company, regulations on divisions and job descriptions.
Submission of analytical materials on social and personnel issues to the management in the Company. Making forecasts for personnel development. Timely identification of problems and preparation of possible solutions.
Condition monitoring labor discipline, initiation and organization of measures to maintain it.
Advising employees on labor law and social protection standards.
Ensuring the communication of orders and orders of the directors of the Company. Control over their execution.
HR budget management.

Requirements:

• Knowledge of strategic management.
• A full range of skills in the field of personnel management (motivation, control, goal management, corporate culture, internal PR, forms and methods of training and advanced training, personnel development, methods of planning and personnel rotation, formation and development of a personnel reserve, etc.).
• Practical experience in search and selection of personnel at various levels.
• General understanding of business: general management, economics and finance, marketing, purchasing and sales, logistics, project management.
• Practical experience in personnel assessment during selection, promotion and certification.
• Knowledge of the basics of psychology.
• Knowledge of labor legislation.
• Conflict resolution skills.

4. Responsibilities

Below are lists of responsibilities for positions at different levels. These are keywords / phrases used by HR managers to select candidates for their resume. Select from the list below those that match your experience and assign them to your place of work.

Recruiter
Search and selection of personnel.
Conducting interviews with candidates (face-to-face, telephone, video).
Active interaction with heads of structural units in the selection of employees.
Building partnerships with heads of departments on personnel issues (hiring, rotation, formation of a personnel reserve).
Help / participation in the organization corporate events.

HR Specialist / HR Specialist
Maintaining personnel documentation and internal document flow of the unit.
LNA development.
HR administration. Orders for personnel, employment contracts, personal T-2 cards, maintaining accounting journals, registration and accounting sick leave, work books, registration of pension insurance cards, vacation schedule, additional agreements to labor contracts, notifications of upcoming vacations, maintaining the staffing of employees in accordance with the staffing table, issuing copies of documents and certificates from the place of work at the request of employees.
HR administration (reception, dismissal, transfer, vacations, accounting and maintenance of work books and storage, reports on them, vacation schedule, business trips).
Carrying out movements on labor activity employees of the enterprise in 1C.8.0 ZUP.
Formation and maintenance of personal files of employees and T-2 cards.
Registration of certificates of incapacity for work, maternity and childcare leave, study leave.
Preparation of certificates on applications of employees, copies of necessary documents.
Formation, verification of timesheets.

Head of HR Administration / Lead HR Specialist
Organizational, disciplinary, functional management of the department.
The whole range of personnel work - the development of instructions, regulations, regulations, current work (hiring, dismissal, vacations, transfers, audits, control, timesheets, staffing).
Organization and administration of all HR administration processes.
Maintaining the organizational structure, overseeing changes in the staffing table.
HR analytics.
Control of budget execution in terms of entrusted items.
Automation of HR administration processes.
Regulated and managerial and accounting.
Optimization of the department's work due to the improvement of 1C: ZUP (setting technical specifications for programmers).
Registration of foreign workers.
Development and approval of local regulations of the organization, job descriptions, labor contracts, internal orders, vacation schedules, etc.
Control of contracts and acts under GPC contracts.
Maintenance of a salary project (issue / reissue of bank cards).
Participation in HR projects of the personnel department.
Drawing up and submitting reports, interaction with the state. bodies.
Consulting employees on complex issues of labor law.
Control of outsourced processes (payroll / HR Admin)

HR administration
- Work with foreign citizens (Registration of the PNR for videoconferencing, assistance and consulting support in obtaining a patent, work with citizens of the EAEU member countries, their registration in the company and further personnel administration in accordance with all requirements russian legislation and migration registration).
- Working with service providers (road transport and medical organizations, life insurance and voluntary medical insurance companies, organizations catering, business travel company); Participation in the negotiation and conclusion of contracts with suppliers;
- Development of local acts with their subsequent implementation (provisions on bonuses, provisions on the use of corporate mobile communication), forms of an employment contract, a contract for the provision of services, job descriptions.
- Drawing up, maintenance and control of the staffing table.
- Resolving current issues related to work in ZUP and KDP.
- Advising employees on labor law and payroll.
- Working with the Pension Fund, registration of pension insurance cards.
- Work with salary projects for the production of salary cards.
- Preparation and submission of reports (Rostat, quotas).
- Formation of personal files of employees and T-2 cards.
- Filling out and maintaining work books, issuing certificates (archival, from the place of work, about average earnings, 2NDFL, 182n.
- Drawing up vacation schedules and shift schedules, monitoring their compliance.
- Making changes to the staffing table.
- Outsourcing the HR administration function.

Personnel Management
- Organization of an effective personnel recruitment system: search, placement of vacancies, assessment of compliance with professional and personal qualities, interviews, support of the candidate at all stages of approval, adaptation of new employees.
- Identifying the need for personnel, drawing up qualification requirements and competencies; development of job profiles.
- Conducting telephone, personal and group interviews, interviews on competencies.
- Organization and control of the annual personnel assessment.
- Building a training system for employees, conducting trainings.
- Supervision of the personnel adaptation process.
- Organization of internships for new employees.
- Selection of external providers in staff training.
- Selection of Top-management, mid-level, back office, search for unique specialists,
- Research of the labor market, monitoring the level of wages.
- Monitoring changes in labor legislation and the labor market.

• Review and selection of resumes.
• Conducting preliminary telephone interviews.
• Onboarding new employees.
• Participation in HR projects.
• Full HR administration of the Company: registration of admission, transfer and dismissal of employees, vacations, business trips in accordance with the Labor Code of the Russian Federation.
• Maintaining personnel records in full.
• Resolving complex personnel issues and labor disputes.
• Management of the socio-psychological climate in the team.
• Formation and management of personal files of employees.
• Filling, accounting and storage of work books.
• Monitoring compliance with the schedules of regular vacations.
• Maintaining a military registration table (submitting reports to the military enlistment office).
• Sick leave records.
• Keeping a time sheet.
• Monitoring compliance with the provisions, orders and norms adopted in the company.
• Participation in assessments.
• Organization and conduct of vocational training and internships.
• Development and delivery of trainings for managers and basic personnel.
• Field training, consultations, master classes, individual and team coaching.
• Formation and development of the personnel reserve.

HR Generalist

• Recruitment for vacancies, telephone and initial interviews with applicants.
• Personnel change management.
• Personnel adaptation and control of the internship process.
• Organization and control of personnel records management.
• Advising managers and employees on labor law issues.
• Implementation, explanation and control of compliance with the corporate values \u200b\u200bof the Company.
• Changing the staffing table in accordance with the volume.
• Analysis of the wage market.
• Participate in an input assessment to identify talent.
• Participation in special assessment procedures at the recruitment stage in order to identify the potential of applicants that exceeds the requirements of the vacancy.

Human Resources / HRD Manager
Development of corporate culture and internal communications within the company.
Participation with the company's management in final interviews for vacant positions.
Adaptation of new employees, development of welkom-book.
Conducting interim interviews with staff to identify the psychological state and prevent demotivation.
Work with leaving employees, analysis of the reasons for staff turnover.
Assessment of the level of emotional burnout and employee engagement.
Studying the moral and psychological climate in the team
Organization of events aimed at increasing team cohesion.
Development and implementation of internal corporate communications
Development of personnel loyalty through activities aimed at increasing the non-material motivation of employees.
Development of measures to increase the level of employee involvement and satisfaction.
Development of programs of intangible motivation.
Consulting managers on all aspects of personnel management.

Head of recruiting agency
Leadership of a group of consultants (department). Specializations: finance, sales, construction and manufacturing, IT, pharmaceuticals, construction, executive search.
Ensuring the implementation of the financial plan of the group.
Organization and control of negotiations. Receiving incoming customer requests. Conducting negotiations with clients together with consultants. (Without active search), the development of repeat sales.
Management of a group of consultants. Coordination of consultants' workload, control of current selection projects and implementation of recruiting standards.
Help in working on vacancies. Analysis of difficult situations with customers. Control of accounts receivable.
Analysis of statistics (KPI) of a consultant for a month, quarter, year. Agency reporting.
Training and development of consultants. Development of the competence of the group's consultants in the following areas: personnel search, personnel assessment, negotiations with clients, work intensity
Implementation of our own selection projects. Work with high positions and expensive vacancies.

Head of HR department
Compliance with personnel policy and its development in accordance with the strategy of the Company, control of Labor legislation.
Process management: optimization and implementation of an effective organizational structure, grading, changes in the staffing table, revision of salaries, personnel planning, maintaining an annual cycle of employee performance assessment, monitoring KPIs.
Budgeting and control of personnel costs and payroll.
Organization of the work of the personnel department (subordinate to 5 people).
Development, planning and organization of the development and training process for the Company's personnel.
Managing the process of searching, evaluating, selecting and adapting.
Organization of development of normative and regulatory documentation.
Development and promotion of HR brand. Formation of positioning as an attractive employer in the external and internal environment.
Automation of HR processes.
Support for managers and employees of the Company on any issues of personnel management, labor relationship management, Company policy, procedures and laws.

Head of HR Department
Organization of adaptation, certification, personnel assessment.
Identifying the need for staff training (external, internal).
Development and implementation of incentive systems - material, non-material, building KPI.
Formation and implementation of the company's personnel strategy, personnel reserve.
Organization and control of maintenance of the control room for compliance with the Labor Code of the Russian Federation
Development of job descriptions, regulatory documents.
Constant monitoring of the labor market in order to maintain the company's competitiveness.
Organization of planning and control of personnel selection.
Self-selection of personnel for the TOP position.
Resolving conflict situations and labor disputes.
Organization of corporate events and development of corporate culture.

HR Director
Strategic work with personnel in the field of personnel policy in accordance with the needs and goals of the company.
Development and implementation of HR processes in the company, construction of uniform standards for personnel management, development of regulations and provisions: HR policy, Corporate standards, Regulations on departments, Rules of work of departments, job descriptions.
HR process management: planning, selection, adaptation, assessment and development of personnel.
HR audit, HR planning and office work.
Organization and coordination of the personnel training process.
Proposals for improving and optimizing the social and compensation package.
Participation in the development of the KPI system.
Creation and maintenance:
- an effective talent pool for key positions in company;
- positive HR - the image of the company;
- a favorable social and psychological climate in the team.

HR Director
Development and implementation of a strategy for the development of HR functions within the Holding (Sales, Logistics, Warehouse, Service functions - number of 3000 people).
Participation in the development and implementation of programs to improve the efficiency of all business processes of the company.
Creation of new and maintenance of existing HR methodologies and their development.
Ensuring the achievement of target indicators: compliance with the norms of the Labor Code of the Russian Federation, the development and implementation of motivational programs, the formation of a personnel reserve, training and development of personnel, staffing, personnel involvement.
Organization and control of the work of the HR function (subordinate to about 40 people).
Restructuring HR policies and procedures in accordance with the objectives of the company.
Participation in the project of automation of HR functions - methodological support, implementation of improvements, training of personnel / users.
Building effective communications and interaction with internal customers, maintaining the internal image of the HR function.
Selection and training of an HR team within the area of \u200b\u200bresponsibility.
Headcount and personnel cost management.
Audit of business processes of the department.

HR Director
Development of a strategy for managing the HR function, development of regulations and policies.
Development of the main directions of the HR department: selection, adaptation, assessment and development of personnel, talent pool, motivation, corporate culture.
Creation of an effective recruitment process for all levels of personnel: from mass selection to top management.
Attracting Talent: Responsible for budgeting in the area of \u200b\u200battracting talent, coordinating the hiring / firing process. Monitoring the training of new employees.
Organization and control of the KDP: conducting a personnel audit of several legal entities, organizing the work of personnel records management (timing and quality control).
Ensuring continuous organizational development of the Company and change management as a vehicle for change.
HR brand development. Formation of the image of an attractive employer in the external and internal environment.
Building productive relationships with the business leaders of the Company.

HR Business Partner

Objective: Develop and implement a strong HR strategy to ensure that the company's business goals are met; achievement of EBITDA & FCF indicators.

• Maintaining high level the competence of the management team.
• Provision of the company labor resources the required quality in the required quantity within the required time frame.
• Development of an effective system of material incentives for personnel.
• Increasing labor productivity.
• Creation of a self-learning organization.
• Building a strong HR brand.
• Transformation of the HR function for new realities and business objectives.
• Development of a long-term and medium-term HR strategy, ensuring its implementation.
• Development of personnel policies and standards in the field of personnel management.
• Selection and adaptation of personnel:
• Long-term planning of needs and creation of a proactive personnel search system.
• Ensuring the timely closing of vacancies.
• Maintaining an adaptation system that ensures the fastest possible exit of a new employee to 100% efficiency, and a decrease in staff turnover during the trial period.
• Working with an external HR brand, forming an EVP.
• Motivation system and remuneration:
• Balanced scorecard updating.
• Project management on systems of material incentives for top management.
• Monitoring the effectiveness of the remuneration system for all categories of personnel.
• Ensuring that portfolios of employee goals cards are available.
• Development and implementation of programs for non-material incentives for employees.
• Education and development:
• Development of a training system in all areas: hard and soft skills, basic tools: LMS, field and on-the-job training, mentoring systems.
• Implementation of a system for evaluating the effectiveness of training, including ROI.
• Development of the personnel reserve system and personnel rotation.
• Labor productivity:
• Implementation of programs to increase labor productivity.
• Development of a system for monitoring indicators for assessing labor economics and benchmarks in terms of productivity (both internal and external).
• Organizational development:
• Implementation of projects to improve the management model and grading system.
• Organizational efficiency, cost reduction.
• Automation of HR processes, payroll in terms of benefits.
• Increase in the personnel engagement index:
• Implementation of projects to increase staff loyalty.
• Involvement of personnel in the development of the company's business, capitalization of initiatives.

5. Examples of achievements / key projects

The main points of attraction in a resume are achievements. Bring specific examples what you were doing in your current / previous place of work. Use the examples below as a basis for creating your own results. They should reflect the main KPIs of your job, given the objectives of the position you are currently applying for. These can be results both in numbers and without them.

Key performance indicatorshR services

• Labor productivity
• Speed \u200b\u200bof solving production problems
• Changes in the ratings of service divisions in the overall rating of the company's structural divisions
• % of open vacancies during the norm of time
• Average time to fill vacant positions
• Compliance with the budget allocated for the selection of candidates
• The ratio of employees who successfully passed the probationary period to those who did not.
• % of employees who passed certification based on training results
• % of staff turnover
• Number of top managers attracted to the company and working in it
• The number of top managers raised in the personnel reserve of the company itself
• Monetary penalties imposed in court due to illegal dismissals
• Amounts of penalties
• Sociometric rating of service units
• The number of certified employees in relation to their the total
• Worker productivity before and after training
• Number of successful appointments to higher positions in relation to the total number of appointments
• NPS Employee Satisfaction Index (eng. Net promoter Score)
• Index for determining employee commitment to the company (index of readiness to recommend)
• Average time to close a job
• Average cost of hiring employees
• Average number of applications received per vacancy
• Average profit per employee
• Average work experience of employees at the enterprise
• Percentage of employees who received an internal promotion

Examples of KPIs results in numbers:

• Restoration of the client's control room (the client's company staff is from 1500 people, 5 legal entities).
• Increased staffing levels by 13%.
  Hiring more than 150 people, 25 of whom became managers from the initial position of a specialist.
• Formed the main structure of the group of companies by 98%.
• Reduced employee turnover by 38%.
• Conducted over 1500 interviews.
• Increased the number of full-time employees 10 times, freelance - 20 times due to the optimization of the HR department.
• The indicator of operatively closed positions of line personnel was 96%.
• Reduced the time of employee certification by 3 times due to the development and implementation of a new procedure.
• Increased the development staff by 3 times, ensured 100% completion of the trial period. 95% of employees continue to work successfully in the company.
• Provided attendance at internal activities 90%.
• Reduced costs by 20% by automating business processes.
• Reduced personnel costs by 10% by optimizing the management structure and staffing table.
• Developed and conducted over 150 comprehensive trainings for line managers on labor law, time tracking, adaptation and staff motivation.
• Reduced turnover of sales personnel by 80% in 3 years through the implementation of grading projects, creation of a remuneration system, time tracking, development and implementation of KPIs for personnel, formation of job profiles based on a competency model.
• Developed 120 job descriptions.
• Closed 1000 vacancies in 3 months due to the implementation of a new system of mass recruiting.

Not all work results are quantifiable. In this case, you need to present the results in qualitative terms. Focus on successful projects.

Examples of KPIs achievements without numbers:

• Writing technical specifications for revision of 1C for a project, control over execution, testing.
• Development of step-by-step procedures for personnel operations.
• Successful passing of checks Labor inspection, Pension Fund, FTS, Auditors.
• Successfully passed a number of unscheduled inspections of the GIT.
• No fines from regulatory authorities.
• Positive court decisions by labor disputes.
• Conducted a survey on employee engagement.
• Developed and implemented a system of staff motivation and incentives; adaptation programs for new employees.
• Conducted research on employee engagement, identified and described conflict situations and proposed a solution.
• Developed and implemented a course on adaptation of new employees.
• Organized and implemented a program to create a personnel reserve.
• Assessed the competence of the personnel, developed individual development plans.
• Developed and organized the maintenance of a corporate news portal.
• Optimized the staff structure and number of personnel, graded positions.
• Developed and implemented shift method work (calculation economic efficiency, creation of shift schedules, wage system, regulatory documentation).
• Formed the direction of personnel management: personnel administration, payroll, selection, adaptation, training; developed new personnel documentation, employment contracts, regulations and work standards.
• Organized a department for the selection and training of personnel from scratch.
• Conducted an audit and organized a personnel service from scratch.
• Created positive image companies for candidates.
• Introduced the summarized accounting of working time, rotational work method, motivation schemes and principles of bonuses for all levels of personnel.

Awards / certificates

Received an award in the nomination " Best project - 2016 ".
Received an award for the creation of the "X" program (2015).
In 2016, the company entered the TOP-100 companies and received the main award of the International Association "X".
At the end of 2015, he received the title of "Best in Profession".
Received the "Best Employee" award and was promoted to the "X" position based on the results of 6 months of work.

Key projects

• Creation of a remuneration system, material and non-material motivation of personnel.
• Creation of an HR academy - a system of adaptation, training and development of personnel, assessment and formation of a personnel reserve.
• Formalization and development of corporate culture.
• Annual interview for all levels of staff.
• Annual employee engagement survey.
• Optimization of the adaptation program for new employees.
• Development of a mentoring program.
• Automation of HR processes, transition to SAP-HR.
• Mentoring and talent pool project.
• Organization of the company's participation in conferences "XXX" and "ZZZ".
• Creation of a series of summer meetups for students of technical universities.
• He played a key role in project teams to create programs to improve motivation, recruitment, adaptation, assessment and training of personnel.
• Implemented a project for recruiting a new top management team.
• Management of the automation of business processes in HR administration. Leading large automation projects (e-books, sick leave, military registration, electronic archive).
• Implementation of KPIs in the Bitrix 24 system (writing technical specifications, design development, implementation of automatic data calculation at the stage of KPI assessment).
• Supervising the implementation of an electronic archive of personnel records management.
• Development and implementation of a project for the transition to electronic work books of employees.
• Development and implementation of a project for the design of electronic sick leave.
• Participation in the development and implementation of the program for the implementation of electronic digital signatures.
• Implementation of projects to introduce corporate culture, integrated assessment personnel, development of a tree of company goals and key performance indicators, motivation systems.
• Development and implementation of motivational schemes, a system of motivating factors and principles of bonuses for all levels of personnel.
• Research on employee engagement, identification and description of conflict situations with proposals for solutions.
• Development and implementation of a course for the adaptation of new employees.
• The program for creating a personnel reserve.
• Assessment of staff competence and drawing up individual development maps for each position.
• Development and implementation of KPIs for the work of the HR department in terms of different target groups: founder, company management, HR service, personnel.
• Development and implementation of an effective management system for the holding's HR department.
• Conducting trainings according to corporate standards.
• Organization and conduct of classroom and field trainings under the internal training program for employees.
• Work on the topics: "Sales Technique", "HR Management", "Product Training", "Client Typology", "Effective Negotiations", "Human Resources Management", "Personal Efficiency", etc.
• Support and assessment of employees based on the training results.
• Participation in personnel development projects.
• Development of the direction of work with universities.

6. Key skills

• Team management
• Project management
• HR strategy
• Employee management in regions
• Personnel planning
• Organizational structure optimization
• HR brand development
• Internal communications
• External communications
• HR administration
• HR audit
• Recovery of HR workflow
• Passing checks of personnel inspections
• HR administration
• Staffing table
• Military registration
• Reporting to state funds
• Management Accounting
• HR administration
• HR audit
• Labor legislation of the Russian Federation
• HR document flow
• Automation of HR workflow
• Development of standards and procedures
• Negotiation
• Project management
• Outsourcing
• Outstaffing
• Labor law
• Business process automation
• Labor dispute resolution
• Interviewing
• Exit interview
• Corporate culture
• Development and implementation of the KPI system
• Development and delivery of trainings
• Automation of HR processes in 1C: ZUP
• Staff recruitment
• Recruitment
• Competency interview
• Mass selection
• Selection of production personnel
• Training
• Personnel adaptation
• Personnel certification
• Staff motivation
• Staff development
• C&B Compensation and Benefits
• Information systems in the field of HR
• HR software
• Consultant +
• Budgeting
• Compensation and benefits
• Coaching
• Performance Management
• Talent Management
• Hrscanner
• Workflowsoft
• E-stuff
• English language
• MS Office (Excel, Visio, PowerPoint)
• Consultant Plus
• SAP HR
• 1C ZUP 8.2 (8.3)
• CRM systems
• SP-Expert
• Ethics of Business Communication
• Public performance
• Business correspondence
• Archive formation
• Development of local regulations
• Development of technical specifications
• Labor dispute resolution
• Grading
• E-Learning
• Team building
• Team building skills
• Networking
• Leadership
• Time management
• Presentation skills

7. Professional qualities

A list of personal qualities that are required for the required level of performance of official duties. Pick 3-4 qualities that you possess and include in your resume / cover letter.

• Communicativeness
• Skill to work in team
• Orientation to help and support business
• Proactivity
• Result orientation
• Ability to react quickly to changes
• Preparedness for dynamic pace and large volumes of tasks and communications
• Ability to effectively build communications, resolve controversial issues

• Ability to multitask
• Ability to analyze a large amount of information: structure it and identify the required data
• Stress tolerance
• Analytic skills
• Organizational skills
• High discipline
• Attention to detail
• Ability to structure and control the workflow
• Ability to independently plan your working time and prioritize
• Responsible approach to tasks
• Ability to search and find the necessary information in the shortest possible time
• Result-oriented: the ability to set goals and solve tasks on time
• Flexibility and speed of thinking
• Punctuality
• Ability to find contact with employees of any level
• Ability to establish contact
• Ability to listen and hear
• Ability to build relationships with heads of structural units
• Systems thinking
• Business oriented
• Ability to work in a matrix structure
• Ability to understand company values \u200b\u200band communicate to staff
• Ability to argue your position
• Ability to make strategic decisions
• Ability to make business-oriented decisions
• Enterprise
• Ability to initiate and implement various ways to solve problems
• Strategic and logical thinking
• Ability to initiate and implement change
• Strategic thinking, focus on solving "next step" tasks, structuredness and consistency, result orientation.
• High communicative competence, the ability to be an equal top manager in a strong management team and an inspiring leader for his team.
• Ability to work in a matrix structure.
• Leadership qualities, ability to motivate and lead the team.

8. Examples for the section "About me"

The "About Me" section is a general description of your professional background. It can be in the form of a short paragraph of 1-4 sentences or a bulleted list. Indicate those aspects of your qualifications that are integral components of the vacancy, such as areas of activity, areas of specialization, key competencies, technical skills, licenses, certificates of additional education.For instance:

• HR business partner with functions: recruitment, KDP, training, assessment. Work experience in trading companies with staff from 500 to 2300. Knowledge of best practices and technologies in the HR market admin. Development experience and kPI implementation, assessment, certification and adaptation of personnel. Experience in building a talent pool, internal and external training. Excellent knowledge of the labor legislation of the Russian Federation, experience in the development and implementation of internal regulations, standards, instructions, regulations and procedures. Possession of modern technologies for personnel search and selection.
• I know the techniques of recruiting, selecting and evaluating applicants, I am able to build a recruitment funnel. I know the methods of material and non-material incentives for staff labor.
• Work experience in a holding structure of 500 + people. Specialization: management of the KDP site. Expert knowledge of laws, regulations, and regulations governing labor Relations... Excellent knowledge of HR administration;
  Successful experience in passing inspections, labor disputes. Experience in automation of personnel processes in 1C: ZUP.
• Work experience as a head of the personnel department for over 6 years in large commercial companies (with a staff of 1500 people). Subordinates to 5 people. Expertise in the field of personnel administration. Experience in the transition to a centralized and automated HR administration process. Knowledge of migration legislation (experience of applying for work for non-residents from visa-free countries).
• More than 3 years of experience as head of HR Administration in a large federal structure with more than 3000 employees. Experience design work: in the presence of a portfolio of successful cases. Expert knowledge of labor law, awareness of all recent changes... Confident user of SAP HR.
• Experience in the role of the head of the HR administration department for 5 years in a large Russian company with more than 500 employees. Knowledge of advanced practices and technologies in the HR administration market. Experience in working with CIS citizens. Experience of successfully passing inspections in government agencies.
• More than 6 years of experience in independent management of the KDP and knowledge of all areas of HR administration and the legislative framework for KDP. I am able to resolve controversial issues and quickly respond to changes. Able to organize systematic work and the implementation of assigned tasks. Ready for a dynamic pace and high volume of tasks.
• Work experience in the position of the head of the HR department and personnel accounting in a large (from 1500 people) company with a developed branch network and several legal entities. Experience in preparing a position on labor disputes, including the experience of personally defending the interests of the company in court together with lawyers. Knowledge of personnel certification procedures.
• I have the skill of selecting rare, as well as not actively looking for, managers and specialists, through social networks, professional communities, receiving recommendations. Ability to identify needs and through them to interest potential candidates in working for the Company. Experience in the development and implementation of KPIs, assessment, certification and adaptation of personnel. Excellent knowledge of the labor legislation of the Russian Federation, experience in the development and implementation of internal regulations, standards, instructions, regulations and procedures. I have high rates of vacancies. Experience in filling a large number of "difficult" vacancies in a short time, up to 40 vacancies at a time.
• Experience in a recruiting agency / in-house as an HR generalist for 3 years. Experience in managing and successfully closing IT vacancies of various levels of complexity (development, marketing, sales, PM, etc., including top management). I am able to work with specialized sources of candidate search (forums, networking, recommendations, etc.). I know the market information technologies and all professional resources for personnel search. Experience in organizing personnel assessment, building a grading system, conducting the adaptation process, resolving conflict situations.
• Experience in active search for IT specialists (C #, .NET, JavaScript, QA, Mobile, RM) using various attraction channels: HH, LinkedIn, Facebook, VK, Telegram, GitHub, recommendations.
  Independent selection of candidates for positions of any level (junior, middle, senior developers, testers, project managers). High rates of vacancies, knowledge of modern recruiting standards.
• I have successful experience in the implementation and implementation of programs to improve the efficiency of business processes in companies of various kinds activities (retail, construction, services, production): building an accounting and control system for all HR functions, developing and implementing effective motivational programs, building a comprehensive assessment system, training and developing personnel, developing internal communications, HR brand. I know the Labor Code of the Russian Federation and the KDP at the expert level. In work, I welcome systems approach and making non-standard decisions on the tasks set.
• Work experience as a HR director in a large trading and manufacturing company with more than 2,000 employees. Possession of modern HR technologies within all key blocks, experience in implementing and implementing programs to improve the efficiency of business processes: building an accounting and control system for the entire HR function, developing and implementing effective motivational programs, building a comprehensive assessment, training and personnel development system, development of internal communications.
• A leader, a born communicator and ideological inspirer who is able to lead, unite and develop, as well as attract new talents. An optimist with an active life position, systematically and strategically thinking, an excellent negotiator, a team player, stress-resistant and able to independently work in multitasking mode.
• In my work, I welcome the creative approach and the adoption of non-standard solutions to the tasks. I have expert knowledge in the field of HR administration and the Labor Code of the Russian Federation, the main areas of HR management. I have an excellent command of personnel selection and assessment methods. I know how to build a favorable microclimate, a positive corporate culture aimed at team building and caring for employees.
• Over 5 years of experience in HR department management in IT. Availability successful projects in adaptation, assessment, development, staff motivation, HR brand development. Knowledge of the Labor Code of the Russian Federation and KDP at the expert level. Willingness to work for a result with very large amounts of information and tasks.
• Work experience as HR director 7 years on manufacturing enterprise (mining industry) with a staff of over 1200 people. Excellent knowledge of labor legislation, the basics of economics and sociology of labor, modern methods of managing production personnel and increasing its efficiency, confident knowledge of the summarized accounting of working time. Confident PC user: Word, Excel, SAP HR. Excellent communication skills, responsibility, independence, initiative, pronounced leadership competencies. Active life position, analytical warehouse intelligence, the ability to work with any categories of personnel.
• I have over 6 years of experience in HR. I am proficient in technologies of mass selection, assessment and development business games... In practice, she implemented programs for adaptation, motivation and development of personnel. I have expertise in HR administration and writing policies and procedures. I own tools for automating HR processes (1C, E-staff, etc.).

9. Download templates

Choose one of the ready-made templates that suits your work experience.

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