What Does an HR Coordinator Do?
A human resources (HR) coordinator is an administrative position that is mainly responsible for assisting other human resources coworkers with recruiting, employee record-keeping, and payroll processing. Some of their administrative duties include scheduling interviews, producing reports on HR activity, and planning workplace preparation sessions. HR coordinators need to have excellent organizational, people and time management skills to be successful in this position.
This role allows HR coordinators to apply their knowledge to the workplace by using principles commonly used in HR settings. They must demonstrate good problem-solving and decision-making skills with a strong understanding of employee relationships. In this role, HR coordinators will have opportunities to grow in the workplace and take on higher positions such as HR director and HR manager.
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National Average Salary
HR coordinator salaries vary by experience, industry, organization size, and geography. To explore salary ranges by local market, please visit our sister site zengig.com.
The average U.S. salary for an HR Coordinator is:
HR Coordinator Job Descriptions
What you’ll do
In this role you will responsible for the complete HR and Legal administrative process of our XYZ unit; you will make sure new hires receive a contract, are onboarded and enrolled correctly, and will receive their salary at the end of the month. In the meanwhile, you are also responsible for the existing team members and the administrative changes. Your responsibilities will also include the following:
- Conduct exit interviews and prepare final termination paperwork for departing staff members
- Prepare and track disciplinary warnings to be issued by the HR manager or Department Manager
- Prepare status change forms and letters (wage notification and cover letters)
- Assemble and update new hire packages including offer letters and ensure all related Human Resources documentation and forms are current. Track probationary periods of new hires and update managers
- Produce and submit reports on HR activity
- Support the orientation and onboarding programs. Create new employee files and remove terminated ones
- Track vacation requests, follow up on approvals, and update calendars
- Assist staff with attendance, payroll, benefits, and general inquiries, as well as work towards resolving any discrepancies with Human Resources Manager and Payroll Manager
- Assist with creating and distributing internal memos and other internal communications to employees
Who you are
- Service-oriented, collaborative, creative, and charismatic
- Excellent interpersonal skills that build trust and instill confidence
- Strong and effective communication skills, with the ability to clearly and concisely express ideas both verbally and in writing. Being bilingual is a plus
- Proactive, entrepreneurial, can operate resourcefully in a fast-paced, dynamic environment
- Highly organized and diligent, attention to detail and follow through
- Knowledge of EEOC, ADA, and employment laws
- Manage multiple projects, meet and work effectively under time and resource constraints
- Work effectively both independently and as a team
- Connect deeply with people, maintain trust, and navigate sensitive issues with colleagues
- Effectively deal with department heads and team members, some of whom will require high levels of patience, tact, and, diplomacy
The Human Resource Coordinator aids with and facilitates the human resource processes including, employee lifecycle, benefits and FLMA administration, and payroll and HRIS administration. This role provides administrative support to the human resource function as needed, including record-keeping, file maintenance, and HRIS entry.
- Administers health and welfare plans, including enrollments, changes, and terminations. Processes required documents through payroll and insurance providers to ensure accurate record-keeping and proper deductions
- Enters, maintains, and/or processes information in the payroll/HRIS system; information may include employee’s hourly rates, salaries, commissions, bonuses, or other compensation, time worked, paid leave and holidays, deductions and withholding, address changes, and other information
- Issues, or reissues, physical or replacement checks, or direct deposits due to payroll errors or final discharge
- Performs customer service functions by answering employee requests and questions
- Completes Forms I-9, verifies I-9 documentation and, maintains I-9 files
- Submits online investigation requests and assists with new-employee background checks
- Reconciles benefits statements
- Conducts audits of payroll, benefits, or other HR programs and recommends corrective action
- Administer leave programs, including FMLA and disability
- Monitor worker’s compensation claims
- Processes carrier and vendor invoices
- Assists with processing of termination.
- Oversees COBRA administration
- Assists with recruitment and interview process. Tracks the status of candidates in HRIS and responds with follow-up letters at the end of the recruiting process
- Schedules meetings and interviews as requested by the director of HR
- Makes photocopies; mails, scans, and emails documents; and performs other clerical functions
- Files documents into appropriate employee files
- Assists or prepares correspondence as requested
- Prepares new-employee files
- Processes mail
- Performs other related duties as assigned
- Excellent verbal and written communication skills
- Excellent interpersonal and customer service skills
- Excellent organizational skills and attention to detail
- Working understanding of human resource principles, practices, and procedures
- Excellent time management skills with a proven ability to meet deadlines
- Ability to function well in a high-paced and at times stressful environment
- Proficient with Microsoft Office Suite or related software
- ADP Workforce Now
Education and experience:
- Bachelor’s degree in human resources, or related field, and/or equivalent experience
- At least two years of related experience required
- Prolonged periods of sitting at a desk and working on a computer
- Must be able to lift up to 15 pounds at times
This Human Resource (HR) role is responsible for assisting in the daily operations and activities of the HR Department providing administrative support to successfully implement local initiatives, and execute regional and corporate programs. Help to create an environment to attract, develop, retain, and engage talent throughout the Operating Company (OpCo) to deliver business goals.
An individual must be able to satisfactorily perform each essential duty listed below. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
- Execution of transactional core Human Resource (HR) processes (e.g. coordinate and conduct new associate orientation, unemployment claims processes, onboarding and exit interviews, transitional return to work, leave administration, OSHA reporting, etc.)
- Support hiring managers and Talent Acquisition to support recruitment and staffing plans
- Aid Human Resource Business Partners (HRBP) to drive an inclusive and diverse culture
- Administer programs to enhance employee engagement and satisfaction levels
- Provides technical, customer relations, and general support for major initiatives and projects
- Back, maintain, and track compliance programs
- Create and/or distribute communications (memos, emails, letters, presentations, spreadsheets, surveys, etc.)
- Track data and/or consolidate responses as requested and follow up with others as needed to obtain information and identify insights
- Administrative support for meetings, conference calls, video-conference calls, webinars/e-meetings, new hire orientation, etc.
- Performs all other duties as assigned
- High school diploma
- College degree or Certificate in Human Resources preferred
- 2-3 years of Human Resources Generalist, Recruitment, or Employee Relations experience or equivalent combination of education and experience
- Demonstrated ability to plan and organize your work activities
- Analyze and disseminate numerical data
- Manage work time efficiently
- Follow procedures and policies
- Perform basic mathematical calculations
- Identify and solve problems
- Maintain a file system to include alphabetical, numerical, and chronological filing activities
- Must possess excellent interpersonal, communication, business writing, grammar, and verbal communication skills
- Basic knowledge of State and Federal employment laws and able to read and interpret policies, procedures, and laws
- Ability to conduct training programs and make group presentations
- Strong interpersonal, telephone, and written communication skills
- Solid organization skills
- Able to handle several tasks at the same time, with numerous interruptions, and must be able to keep the information confidential
- Proficient in the use of PC including Windows, Microsoft Office, and Excel
- Capable of working independently
How to Hire an HR Coordinator
Consider the following when hiring an HR coordinator:
- Recruiting: Do you have the internal resources and tools to source and recruit for this role successfully?
- Complexity: Do you need a senior professional, or will mid, or even junior-level skills suffice?
- Duration: Is this a one-time project, or an indefinite need?
- Management: Can you effectively direct the work effort?
- Urgency: Are there any deadlines associated with this need?
- Headcount: Do you have the budget and approval for an internal employee, or should you consider alternate options?
Answering these questions will help determine the best course of action for your current hiring need. Fortunately, various great options exist for every scenario, no matter how unique. When hiring an HR coordinator, we recommend the following options:
1. Use 4 Corner Resources (or another professional recruiting firm)
The heavy lifting is done for you when working with a top-tier staffing company like 4 Corner Resources. We source, screen, recruit, and deliver only the most qualified candidate(s), saving you significant time and effort throughout the hiring process while you remain focused on your core business. Understanding your needs and ensuring the right candidate for the position is the key to our success.
This is the best route to take when:
- You need to fill the position quickly
- You want access to a vast talent pool of high-quality, prescreened candidates
- Your position is suited for temporary hiring services, contract staffing, or contract-to-hire recruiting, and you intend to direct the work activity.
- You are hiring an employee as a direct placement but aren’t able to recruit effectively or efficiently with your internal staff.
- You aren’t familiar with current salary rates, market trends, and available skill sets
2. Advertise your opening on a top job board
Your best option may be to advertise your opening on a proven job board. There are many widely used job sites out there that draw visits from qualified candidates. If you have someone internally who can dedicate the time and energy to sort through applications and screen individuals effectively, this can be a great choice.
We recommend using a job board when:
- Your internal recruiting team has the knowledge and experience to assess candidate qualifications
- You are hiring a direct employee and have time to manage the entire recruiting effort
- You have a process for receiving, screening, and tracking all resumes and applications
- You are prepared to respond to all applicants
There are many career sites out there. Here are the two we recommend for an HR coordinator opening:
LinkedIn is a social network for job seekers, professionals, and businesses. With this popular job site, you can enhance your brand and advertise your open position to a wide audience of motivated, qualified candidates. Job postings on LinkedIn are also extremely streamlined and user-friendly, making it even easier for candidates to apply. Additionally, applicants can use their LinkedIn profile instead of a resume to expedite the process.
CareerBuilder has been a trusted source for hiring since 1995. Reach 80+ million unique, diverse U.S. job seekers annually by posting your jobs through their talent acquisition channels. Through CareerBuilder, you can engage candidates and drive them into your sourcing pipeline. We recommend using CareerBuilder for hiring when you have the internal resources and processes to review, screen, and reply to all applicants.
3. Leverage your internal resources
You can utilize your own website, social media, and employees to assist in your search for top candidates.
A company website posting should be the first step in notifying prospective candidates that you are hiring. Social media can also be a powerful tool for spreading the word about your new opening. As far as exposure is concerned, this option can be as good as some job boards when you have a large enough following across various platforms, like LinkedIn, Instagram, Facebook, TikTok, and Twitter.
Current employees are every organization’s greatest asset. Encourage your internal team to promote job openings to their network by offering cash and other incentives.
We recommend these options when:
- Your brand has great name recognition
- You can consistently monitor and respond to candidate activity through your website and social media accounts
- You have a process in place to quickly and broadly communicate job openings and requirements
- You have an effective employee referral program in place
If you aren’t sure which path is best, schedule a discovery call today with our seasoned recruiting professionals. The 4 Corner team is on standby to help you find the best option for your unique hiring need.
Sample Interview Questions
- What interests you about human resources?
- How do you handle confidential information?
- How have you used creativity in an HR position?
- Which area of HR do you enjoy working in the most?
- How would you go about recruiting the right person for a position?
- How would you organize a team-building event for a diverse group of people?
- How would you resolve a dispute on your team?
- What are the most common mistakes HR administrators make, and how would you avoid them?
- What do you think is the best way to stay up to date on HR regulations?
- What was the most difficult decision you made relating to a coworker?
- How would you handle any ethical concerns you had for a policy or decision?
- What HR software are you familiar with?