HR manager CV example
HR managers are hired to handle people problems before they become legal or cost problems. This UK example shows how to evidence that with casework, change projects and people metrics, alongside your CIPD qualification.
By the OpusStride team · Updated · 1 min read
Example hr manager CV
Written for UK employers. The employer is fictional and the figures are illustrative — replace them with your own.
Professional summary
Chartered MCIPD HR manager with 8 years in generalist HR for manufacturing and logistics businesses of 400 to 1,500 staff. Leads employee relations casework, TUPE transfers and restructures. Reduced voluntary turnover at a 600-person site from 24% to 15%.
Experience
HR Manager
Pennine Logistics (fictional), Leeds · Apr 2021 – Present
- Lead HR for 3 sites and 620 employees, managing a team of 2 HR advisers.
- Managed 45 employee relations cases a year, with no tribunal claims upheld since 2021.
- Ran the TUPE transfer of 85 staff from an acquired business, including collective consultation.
- Cut voluntary turnover from 24% to 15% through new starter onboarding and line manager training.
Skills
Employee relations · TUPE and collective consultation · Restructuring · UK employment law · HR analytics · Workday · Line manager coaching
Licences and certifications to list
- Chartered MCIPD
- CIPD Level 7 Advanced Diploma
Evidence your casework
Employee relations is often the deciding factor for HR manager roles. Give the volume of cases you handle, the types (disciplinary, grievance, absence, capability), and the outcome that matters to the business: claims avoided, cases resolved informally, time to resolution. Keep individual cases anonymous.
People metrics to include
- Voluntary turnover and how it changed.
- Absence rates, especially if you introduced an absence policy.
- Time to hire and cost per hire, if you ran recruitment.
- Engagement survey scores before and after a change you led.
Frequently asked questions
- Do I need CIPD for HR manager jobs?
- Most UK HR manager adverts ask for CIPD Level 5 or 7, or equivalent experience. Give your level and membership grade, such as Associate or Chartered Member.
- Should I list employment law knowledge?
- Show it through experience instead: a TUPE transfer you ran, a redundancy consultation, or casework with no upheld claims says more than “strong knowledge of employment law”.
Templates for this
Related reading
Put it into practice
Build it from a region-matched template, then check what an ATS reads.