Writing Human Resources Director Resume Example UK

Human Resources Director CV Example UK

Our Human Resources Director Resume Example gives a useful overview for HR directors looking for help and additional guidance when writing a human resources director resume. HR directors often achieve much across many related disciplines, so giving many different dimensions to human resources roles. This makes it more difficult deciding on what to focus on. Human resources is sometimes misunderstood as a function because it supports entire organisations but does not have the same ‘raised profile’. It is not revenue generating areas of the business such as sales, commercial or marketing. This makes it all the more important to identify key elements comprising a human resources director resume and ensuring a clear message is conveyed within an effective marketing document.

Human Resources Director Resume

HR director resumes cover a broad range of disciplines, so it is important to group together similar activities and elements. The emphasis and level of involvement may change depending on the role, size of company or the added complexity of a large organisation. For the best HR director resumes, it is worthwhile noting that HR functions cover all areas, requiring excellent business and decision-making awareness. This is not a definitive list, but gives ideas about what to include in a human resources director resume under the following headings:

Let us help write your Human Resources Director Resume – a worthwhile investment!

Human Resources Director Resume Service

  • Human Resources Strategy
  • Board-Level Influencing
  • Organisational Development
  • External Factors / Influences
  • Human Resources Disciplines
  • Important Skills and Qualities


  • Global corporation and international focus
  • Complex structures across different business units or operating companies
  • Business requirements analysis, setting priorities and defining integrated plans for functional areas
  • Partnering key stakeholders (i.e. board executives; functional directors; senior management)
  • Shaping long-term direction (clear vision) by adapting to a changing operating environment
  • Identifying future business requirements, including M&A targets, change and transformation plans
  • Defining strategic initiatives, key projects, driving change and achieving corporate objectives


  • Reporting directly into Executive Board
  • Presenting business cases and headcount budgets
  • Executive reporting (KPI metrics / dashboards)
  • C-Level influencing and decision-making
  • Building top-level relationships and trust (partnering board execs on decision-making)
  • Executive leadership talent acquisition, succession planning and skills development
  • Executive leadership programmes – design, planning and delivery (defining skills matrix)


  • Working in a large matrix organisation or global corporation
  • Defining corporate structures, roles and responsibilities (putting the right people in the right roles)
  • Decision-making hierarchies and frameworks
  • Change management and transformation
  • Continuous improvement and simplification
  • HR and corporate governance frameworks
  • Influencing fellow executives and shaping corporate culture
  • Decision-support systems, reporting metrics and resource allocation (ERP systems)
  • Capability development (i.e. teams, resources, operations, decision-making, reporting, budgets, skills)


  • Mergers and acquisition targets and due diligence
  • Understanding emerging industry trends and exogenous influences
  • Adapting to changing regulatory environments
  • HR benchmarking – identifying models of best practice
  • Key skills – need for highly specialist skills and talented people
  • Evaluating whether competitors doing anything different (industry practices)


The following comprising core human resources disciplines that may or may not be included in a CV. They are not listed in any particular order, nor are they relevant to all human resources directors depending on the emphasis and requirements of their individual roles.

  • Company policies – policy frameworks; updating / writing policies
  • Industrial relations – consultation, negotiation and engagement
  • Employment law – legal compliance and government regulations
  • Talent management – identifying talent, staff development and career advancement
  • Executive leadership – talent acquisition, succession planning and executive skills matrix
  • Corporate governance and compliance – decision-making and compliance frameworks
  • Recruitment, selection and candidate assessment
  • Enforcing policies and procedures – disciplinary, grievances and dismissals
  • Training and development – training needs and accreditation requirements
  • Learning and development – employee courses and executive leadership programmes
  • Internal communications and employee engagement (i.e. company intranet; key messages)
  • Health and safety regulations; occupational health requirements; disability policies
  • Global context – international and local market regulations (cultural awareness)
  • Mergers and acquisitions – post-merger integration, business transition and change management
  • Benefits and entitlements – pay, holidays, inclusive benefits
  • Salary benchmarking, remuneration rates, negotiation and annual pay reviews
  • Rewards and incentives
  • HR systems, ERP solutions and process automation
  • Executive reporting and metrics
  • Stakeholder engagement – monthly leadership and weekly management meetings
  • Effective controls – budgets, headcounts, KPI metrics and performance monitoring
  • Sickness and absence reporting / policies
  • Performance management – reviewing employee performance and line management accountability
  • Strategic planning – defining annual plans (integrated plans)
  • Employee documentation – employee records; data protection; employee confidentiality
  • Managing special projects (i.e. change management; process improvements; new ERP systems)
  • Senior human resources business partner – partnering senior executives and functional line managers
  • Payroll management and administration
  • Equal opportunities and diversity
  • Team leadership – developing staff, line management, coaching, mentoring, reviews and performance
  • Continued professional development (CIPD) – progressing own career and professional accreditation
  • HR operations and administration
  • Executive leadership programmes and talent strategy
  • HR operating model – insourcing / shared services model
  • Employee contracts – legal compliance, employment law and clauses
  • Process improvement and coordination – workflow management and automation
  • Risk management and exposure (i.e. vital skills; key personnel; implications of non-compliance)
  • Other issues – TUPE; redundancy; employee relocation; office relocations; HR events and campaigns


  • Global and corporate human resources strategy
  • Global regions – EMEA, North America, APAC, South America, Latin America, Africa, NZ, Australia
  • Remote team leadership (different operating companies)
  • New market entry (regional and geographical expansion)
  • Country-specific human resources requirements and cultural influences
  • Local market regulations and barriers to entry


  • Adapting to a continually changing operating environment (keeping updated on latest requirements)
  • Exceptional influencing and negotiation skills to build trusted C-Level relationships
  • Impeccable communication and presentation skills
  • Business awareness (industry-specific knowledge is also an advantage)
  • Attention to detail and precise (i.e. analysing information and fine tuning HR functions)
  • Ability to manage expectations, make informed judgments and high-level guidance to executives
  • Effective planning, time management and organisational skills to coordinate HR operations / teams
  • Strategic, operational and tactical awareness across all areas of the organisation
  • Building multi-disciplinary, high performance and specialist teams within HR and across the business
  • Problem-solving skills – ability to evaluate options, prioritise plans and achieve deadlines
  • Demonstrating an excellent credible track record of achievements and accomplishments
  • Resilience, hardworking and ability to stay focused despite challenges

Sample Director of Human Resources Resume: Conclusion

We hope our article covers off some the main elements for writing a human resources director resume and what to include for creating a good HR CV. This is a comprehensive list, so it is necessary to concentrate on relevant aspects and tailor resumes accordingly. It is also worthwhile remembering that a human resources director often has several direct reports and a senior management team in place responsible for managing specific HR functions, departments and operations at different levels within the organisation. This means a human resources director resume should focus on strategy, leadership and delivering high performing human resources functions rather than what are perceived as more operational aspects. Our human resources director resume example is to give an outline of what to include, but will of course vary according to individual circumstances.

Share this post : Twitter : Facebook (Blue) : Google+ (Red) : LinkedIn

Leave a Reply