Our HR Coordinator job description includes the HR Coordinator responsibilities, duties, skills, education, qualifications, and experience.
HR Coordinator Example
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If you need an example job description for an HR Coordinator download the one below, alternatively we have many other Human Resources (HR) job description samples and a job description library with over 3000 job descriptions templates that you can download for free.
What does an HR Coordinator do?
A human resources (HR) coordinator is a professional who completes administrative duties for the human resources department of an organisation. They assist HR managers with recruitment, maintain employe records, assist with payroll processing and provide administrative support to all employees.
HR Coordinator Role
We are recruiting an HR Coordinator to organise, coordinate, and complete HR tasks and administration. As our HR Coordinator, your duties will consist of providing support to the HR Manager, managing incoming HR requests and queries, and maintaining employment and payroll records. You will be responsible for scheduling meetings, arranging candidate interviews, organising HR events, assisting with performance management, creating and submitting reports, issuing employment contracts, and performing reference checks.
HR Coordinator Duties
- Handling or distributing incoming internal and external HR requests and queries.
- Meeting with the HR Manager and liaising with the HR team to ensure completion of administrative and ad-hoc tasks.
- Assisting with candidate selection, interview requests, references, and background checks.
- Scheduling meetings, events, and training seminars.
- Orienting and onboarding new employees.
- Assisting with payroll and maintaining accurate records.
HR Coordinator Requirements
- A Degree in Human Resources Management or Business Management and Human Resources.
- Chartered Institute of Personnel and Development qualification or membership.
- Diploma in Strategic People Management or People Practice.
- Excellent administrative, organisation, and time management skills.
- Outstanding people management and interpersonal skills.
- Up-to-date knowledge of HR best practices and employment law.
How to write an HR Coordinator Job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
A job description informs the reader about a job, whereas a job advert’s main objective is to sell the job opportunity to attract as many suitable applicants possible. A job advert maybe the first touch-point a candidate has with your company so it is important to create a great impression.
Job Advertisements should enticing, so considering using short, exciting language which get the reader’s attention.
How to write an HR Coordinator Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
Job Description Advice - Guidance on How to Personalise an HR Coordinator Job Specification
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
Job Description Tips - Help on formatting an HR Coordinator Job Specification
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company's culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
How to Hire an HR Coordinator
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