Mid LevelHR Generalist Resume Example

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HR Generalist Resume Template (mid level)

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Professional Summary

HR Generalist who owns the employee lifecycle end to end, from full-cycle onboarding and benefits administration to employee relations and FMLA, ADA, and FLSA compliance. Strong HRIS administrator with a record of clean audits and improved retention.

Professional Experience

HR GeneralistMar 2022 - Present

Cascade Manufacturing Co., Portland, OR

Administer FMLA, ADA accommodations, and FLSA classification across a 400-person workforce with no compliance findings in two years.
Conduct 20+ workplace investigations annually, documenting findings and partnering with legal to reach defensible resolutions.
Administer open enrollment for 300 employees across medical, dental, and 401(k), raising participation from 78% to 92%.

HR CoordinatorJun 2018 - Feb 2022

Summit Ridge Property Group, Phoenix, AZ

Ran full-cycle onboarding for 120 hires annually, digitizing I-9 and benefits enrollment in BambooHR to cut cycle time to five days.
Managed full-cycle recruiting for 40 requisitions in Greenhouse, reducing time-to-fill from 52 to 34 days.
Launched stay interviews and manager check-ins that cut first-year voluntary turnover from 28% to 17%.

Skills

Employee Relations, Benefits Administration, Full-Cycle Onboarding, FMLA / ADA Compliance, HRIS Administration, Open Enrollment, Recruiting, Payroll

Education

B.A. Human Resource ManagementMay 2018

Arizona State University

Certifications

SHRM Certified Professional (SHRM-CP)

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Key Skills for HR Generalist

Employee RelationsBenefits AdministrationFull-Cycle OnboardingFMLA / ADA ComplianceHRIS AdministrationOpen EnrollmentRecruitingPayroll

ATS Keywords for HR Generalist

Use these naturally in your summary, skills, and experience when they reflect your background.

HR GeneralistEmployee RelationsBenefits AdministrationOnboardingFMLAADAFLSAHRISWorkdayOpen EnrollmentComplianceRecruiting

How to Write a Mid Level HR Generalist Resume

A mid-level HR generalist resume needs to show you own the lifecycle, not just support it: full-cycle onboarding and recruiting, benefits administration, employee relations cases, and FMLA, ADA, and FLSA compliance. Pair each with metrics like time-to-fill, turnover, enrollment participation, and clean audit outcomes.

Resume Writing Tips

Lead with compliance and ER

State the statutes you administer and your investigation caseload, like managing FMLA and ADA across 400 staff and conducting 20 investigations, since defensible compliance and ER are what elevate a generalist above coordination.

Quantify benefits and retention

Cite open enrollment participation, benefits savings, or turnover reduction, such as lifting enrollment to 92 percent or cutting first-year turnover to 17 percent, so your people work reads as measurable outcomes.

Show HRIS ownership

Describe the HRIS you administer and the workflows or reports you built, like automating status changes to cut data-entry hours, to prove you own the systems that run HR, not just enter data into them.

Skills to Highlight

Employee Relations

Describe your investigation volume, documentation discipline, and legal partnership, plus a clean outcome like no resulting claims, respecting confidentiality while proving you handle sensitive matters with rigor.

Benefits Administration

Detail the benefit lines and headcount you manage, carrier relationships, and a participation or cost metric, showing you own open enrollment and day-to-day benefits, not just answer questions.

FMLA / ADA Compliance

Cite your leave caseload, accommodation process, and a compliance result like no findings or grievances, demonstrating you administer complex leave law defensibly.

HRIS Administration

Explain the system you administer, the reporting or automation you built, and the time saved, proving you can leverage the HRIS to run HR operations efficiently.

Common Questions

How do I show I am more than an HR coordinator?

Emphasize judgment and ownership over transactions: conducting investigations to defensible resolution, administering FMLA and ADA cases independently, owning open enrollment, and advising managers. Coordinators process paperwork; generalists make decisions that carry legal and people risk, so lead with the compliance and employee relations work you own without escalating, backed by clean outcomes.

Should I include recruiting if the role is generalist?

Yes, if you did it, since most generalist roles expect full-cycle recruiting. Show req volume and time-to-fill, like reducing time-to-fill from 52 to 34 days across 40 requisitions. But mirror the posting's emphasis: if the role centers on benefits and ER, keep recruiting present but secondary, and order your bullets to match the priorities the description signals.

How specific should metrics be if I lack exact numbers?

Download this free Administrative Assistant resume example for 2026. ATS-optimized template with calendar management, travel planning, and office operations skills.

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