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Key Responsibilities and Required Skills for Human Resources Coordinator

💰 $45,000 - $65,000

Human ResourcesAdministrationCorporate ServicesPeople Operations

🎯 Role Definition

This role requires a highly motivated and organized Human Resources Coordinator to join our growing People Operations team. As an HR Coordinator, you will be the central pillar of our HR department, providing essential support across all facets of the employee lifecycle. This pivotal role is responsible for ensuring the smooth and efficient operation of our HR processes, from attracting top talent to fostering a positive and engaging employee experience. You will be the first point of contact for employee inquiries, the master of our HR systems, and a key contributor to our company culture. If you are a detail-oriented professional with a passion for helping people and building great workplaces, this is the perfect opportunity to launch your HR career.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Assistant
  • Administrative Assistant
  • Recruiting Coordinator
  • Office Manager

Advancement To:

  • HR Generalist
  • HR Specialist (e.g., Talent Acquisition, Benefits, Compensation)
  • HR Business Partner (HRBP)

Lateral Moves:

  • Payroll Coordinator
  • Employee Experience Specialist

Core Responsibilities

Primary Functions

  • Full-Cycle Onboarding & Offboarding: Manage the entire onboarding lifecycle for new hires, from sending offer letters and initiating background checks to leading new hire orientation sessions. Administer all offboarding procedures, including conducting exit interviews and managing final documentation to ensure a smooth transition.
  • HRIS & Data Integrity: Serve as the primary administrator for our Human Resources Information System (HRIS), meticulously maintaining employee data, processing status changes (new hires, promotions, terminations), and ensuring the highest level of data accuracy.
  • Employee Relations & Support: Act as the first point of contact for all employee inquiries regarding HR policies, procedures, benefits, and payroll, providing timely, empathetic, and accurate information with a superior level of customer service.
  • Talent Acquisition Support: Actively support the talent acquisition team by posting job requisitions, scheduling complex interview panels across multiple time zones, and maintaining clear communication with candidates to ensure a positive and professional experience.
  • Compliance & Documentation Management: Ensure meticulous compliance with federal, state, and local employment laws by maintaining accurate I-9 records, managing E-Verify processes, and keeping all physical and digital employee personnel files complete, confidential, and audit-ready.
  • Benefits Administration Assistance: Support employees during open enrollment periods and throughout the year by answering benefits-related questions, processing enrollments and life event changes, and liaising with our benefits brokers.
  • Leave of Absence Coordination: Process and track all employee leaves of absence (FMLA, STD, LTD, personal), ensuring proper documentation is received and that communication is maintained with the employee and their manager throughout the leave period.
  • Payroll & Reporting: Assist the payroll department by providing relevant employee data updates to ensure accurate and timely payroll processing. Generate and prepare standard and ad-hoc reports on key HR metrics such as headcount, turnover, and recruitment activity.

Secondary Functions

  • Culture & Engagement: Act as a culture champion by assisting in the planning and execution of employee engagement activities, team-building events, and recognition programs to foster a positive and inclusive workplace.
  • Performance Management Support: Support the annual performance management cycle by tracking review completion, answering system-related questions for employees and managers, and compiling data for performance calibration meetings.
  • Training & Development Coordination: Coordinate and schedule company-wide training and development initiatives, managing logistics such as scheduling, room booking, material preparation, and tracking attendance.
  • HR Project Support: Support the HR leadership team with various special projects and initiatives, such as HR system implementations, policy and procedure updates, and employee wellness programs.
  • External Inquiries Management: Respond to and manage all employment verification requests, unemployment claims, and other inquiries from external agencies in a timely and professional manner.
  • Organizational Chart Maintenance: Maintain and regularly update company organizational charts and internal employee directories to ensure information is current and accessible.
  • Employee Referral Program Administration: Coordinate all aspects of the employee referral program, including tracking submissions, managing timely payouts, and promoting the program internally to boost participation.
  • Invoice & Expense Processing: Provide administrative support to the HR department by processing invoices from vendors, managing expense reports, and ensuring timely payment.
  • Initial Employee Relations Intake: Assist in the initial stages of employee relations issues by carefully documenting employee concerns, gathering preliminary information, and escalating to the appropriate HR Business Partner or Manager for resolution.
  • Audit & Process Improvement: Participate in internal and external HR audits by gathering required documentation and data; proactively identify opportunities to improve HR processes for greater efficiency and a better employee experience.
  • Workers' Compensation Claims: Assist in the initial reporting and documentation of workers' compensation claims, ensuring all necessary forms are completed and submitted in a timely manner.
  • New Hire Swag & Logistics: Manage the ordering and distribution of new hire equipment and company swag, ensuring new team members feel welcomed and equipped from day one.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Hands-on experience with Human Resources Information Systems (e.g., Workday, ADP Workforce Now, BambooHR, SAP SuccessFactors).
  • ATS Expertise: Familiarity with Applicant Tracking Systems (e.g., Greenhouse, Lever, iCIMS) for scheduling and candidate management.
  • Microsoft Office Suite: Advanced proficiency in MS Office/Google Workspace, particularly Excel/Sheets for data manipulation and reporting, PowerPoint/Slides for presentations, and Word/Docs for documentation.
  • Employment Law Knowledge: A strong foundational understanding of federal and state employment laws and regulations (e.g., FMLA, ADA, FLSA, EEO).
  • Basic Payroll Knowledge: Understanding of payroll processes and how HR data changes impact employee pay.
  • HR Reporting & Analytics: Ability to pull, analyze, and present data from HR systems to generate meaningful insights.

Soft Skills

  • Discretion & Confidentiality: The utmost ability to handle sensitive and confidential information with integrity and professionalism.
  • Exceptional Communication: Superior written and verbal communication skills, with the ability to articulate information clearly and empathetically to diverse audiences.
  • Meticulous Attention to Detail: A keen eye for detail to ensure accuracy in data entry, documentation, and compliance.
  • Organizational & Time Management: Proven ability to manage multiple priorities, tasks, and deadlines simultaneously in a fast-paced environment.
  • Interpersonal Savvy & Empathy: Strong interpersonal skills with the ability to build rapport and trust with employees at all levels of the organization.
  • Problem-Solving & Proactivity: A resourceful and proactive approach to identifying issues, finding solutions, and improving processes.
  • Adaptability & Resilience: Ability to thrive in a dynamic environment, embrace change, and maintain composure under pressure.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree in a relevant field or equivalent practical experience.

Preferred Education:

  • Bachelor's Degree with a focus on Human Resources Management.
  • SHRM-CP or PHR certification is a strong plus (or a demonstrated interest in pursuing certification).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Psychology or Sociology
  • Communications

Experience Requirements

Typical Experience Range:

  • 1-3 years of experience in a human resources, recruiting, or people operations role.

Preferred:

  • 2+ years of direct experience as an HR Coordinator, with demonstrated expertise in HRIS management, full-cycle onboarding, and supporting a fast-paced talent acquisition function. Experience in a high-growth technology or professional services environment is highly desirable.
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