HR Manager Resume Example — Google
Senior HR Manager resume that landed a People Operations role at Google. ATS score 92/100. Includes retention metrics, hiring velocity, and D&I program outcomes.
ATS Score: 92/100
This resume passes most Applicant Tracking Systems
Senior HR Business Partner with 8+ years partnering with engineering and product leadership teams of 500–1,000 employees at high-growth technology companies. Reduced voluntary turnover by 18% at Meta through a structured manager effectiveness program and drove 320 hires in 18 months during a rapid scaling phase at Robinhood. Deep expertise in performance management, D&I program design, compensation benchmarking, and HRIS (Workday, Greenhouse).
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What Makes This Resume Work
Hover each callout to understand the strategy behind each section.
Retention and Hiring Velocity Lead
Opens with '18% voluntary turnover reduction' and '320 hires in 18 months' — the two KPIs HR leaders are measured on. Google's People Operations team expects data-driven HR, not just process management.
Business Partnership Language
Bullets reference 'supporting 800-person engineering org' and 'partnering with VPs' — this is HRBP framing. Google HR is deeply embedded in the business, not siloed in an HR department.
HRIS and People Analytics Tools
Lists Workday, Greenhouse, Culture Amp, and Google's own tooling. People Ops roles at Google are data-heavy — HRIS proficiency and analytics skill are table stakes.
D&I Program Outcomes With Numbers
Cites +12 points underrepresented group representation and 92nd percentile Glassdoor score. Google evaluates HR leaders on inclusion outcomes — quantifying D&I impact is essential.
Top ATS Keywords Used
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Open in Resume Builder →✓Why This HR Manager Resume Works
- Leads with turnover reduction and hiring velocity — the two metrics Google's People Ops org tracks most closely
- HRBP business-partnership language matches Google's embedded HR model versus traditional HR siloing
- Workday, Greenhouse, and Culture Amp tool names align with Google's actual HR tech stack
- D&I program metrics with quantified representation gains satisfy Google's inclusion mandate
- Compensation and equity plan administration demonstrates total rewards experience expected at senior level
Full Resume Text — Free to Copy
Contact
Diane Osei
Senior HR Business Partner
diane.osei@email.com
+1 (650) 555-0839
Mountain View, CA
linkedin.com/in/dianeosei-hr
Professional Summary
Senior HR Business Partner with 8+ years partnering with engineering and product leadership teams of 500–1,000 employees at high-growth technology companies. Reduced voluntary turnover by 18% at Meta through a structured manager effectiveness program and drove 320 hires in 18 months during a rapid scaling phase at Robinhood. Deep expertise in performance management, D&I program design, compensation benchmarking, and HRIS (Workday, Greenhouse).
Work Experience
Senior HR Business Partner — Engineering
Meta · Menlo Park, CA
- •Served as dedicated HRBP for a 800-person engineering organization across 3 product verticals; partnered with 12 VP-level leaders on workforce planning, performance calibration, and org design
- •Designed and launched a Manager Effectiveness Program (quarterly 360 feedback, manager competency framework, coaching circles) that reduced voluntary turnover by 18% across the supported org in 12 months
- •Led company-wide calibration process for 1,200 performance reviews, ensuring pay equity compliance across 6 compensation bands and eliminating 3 identified grade inflation clusters
- •Built a D&I dashboard in Culture Amp tracking representation, belonging scores, and promotion parity; data informed 5 targeted interventions that improved underrepresented group representation by 12 points in 18 months
- •Partnered with Legal and Finance to design and roll out a retention equity refresh program for 140 at-risk engineers during post-pandemic talent crisis; reduced attrition in target population by 31%
HR Manager — Talent & People Ops
Robinhood · Menlo Park, CA
- •Managed full-cycle recruiting operations for a 320-person hiring surge across engineering, product, and operations during Series F and Series G growth phases; filled 320 roles in 18 months with an average time-to-offer of 28 days
- •Implemented Greenhouse ATS and built structured interview frameworks for 45 unique roles, reducing interviewer bias incidents and improving diverse candidate pass-through rate by 22%
- •Designed onboarding experience for 300+ new hires including pre-boarding content, 30/60/90-day check-ins, and manager guides; improved 30-day retention from 89% to 97%
HR Generalist
Intuit · Mountain View, CA
- •Supported HR operations for a 400-person business unit including employee relations, leave management, and benefit administration in Workday HRIS
- •Facilitated 18 conflict resolution cases with zero escalation to formal legal proceedings across 2.5 years, maintaining Glassdoor employer rating at 92nd percentile
- •Coordinated annual compensation review cycle for 400 employees across 4 salary bands, benchmarking against Radford/Mercer survey data
Skills
Education
M.S. Human Resources Management
Cornell University ILR School
May 2016 · GPA 3.88
B.A. Psychology
University of California, Davis
May 2014 · GPA 3.7
Certifications
SHRM-SCP (Senior Certified Professional)
SHRM · Jun 2018
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