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human resource manager

  • Analyse training needs to develop new training programs or modify and improve existing programs.
  • Review and evaluate training and apprenticeship programs for compliance with government standards.
  • Train instructors and supervisors in techniques and skills for training and dealing with employees.
  • Develop and organise training manuals, multimedia visual aids, and other educational materials.
  • Develop testing and evaluation procedures.
  • Coordinate established courses with technical and professional courses provided by community schools and designate training procedures.

human resource manager/legal

  • Identify training and development needs.
  •  Made reimbursement on sub-head office in Nairobi and Kampala, Uganda and Juba South Sudan submission of reports to board and donor  
  • Negotiate bargaining agreements and help interpret labor contracts
  • Contract with vendors to provide employee services, such as food service, transportation, or relocation labor contracts.

human resource manager / quality management representative

  • Develop or implement recruiting strategies to meet current or anticipated staffing needs.Interview job applicants to obtain information on work history, training, education, or job skills. 
  • Maintaining the work structure by updating job requirements and job descriptions for all positions. 
  • Maintains human resource staff by recruiting and selecting the employee. 
  • Maintain historical human resource records by adding details of employees in the database. 

human resource manager

  •  Interfacing with management and heads of department for implementing HR policies & procedures in line with core organizational objectives 
  • Managing the recruitment life-cycle for sourcing the best talent from diverse sources after identification of manpower requirements for new/existing departments. 
  • Executing the entire gamut of task in recruitment encompassing sourcing, screening, selection, and appointment, etc. 
  • Carrying out induction/orientation program to the new recruits • Updating all new staff details in HRMS (Human Resource Management System) 

human resource manager

  • Talent acquisition drive to increase capacity by 400% within a period of 6 months to over 300 FTE’s. 
  • Cost of hire reduced by 40% within the period with strong employer branding campaign.
  • Hiring turnaround times for agent level reduced by 20% by upskilling the HR team of 4.
  • Attrition reduced to a single digit from 20% at agent level with engagement drive and reward mechanisms.
  • Setting up the HR function aligned to the corporate office and working with multiple stakeholders.