How to Become a Human Resource Coordinator

Human resources coordinators are the representatives of the human resources department that facilitate all HR functions and programs.

Generally working under the HR director or manager, the human resources coordinator is often a key within large HR departments, as their work involves addressing issues raised by current employees and new-hires, organizing and scheduling orientations, and coordinating other HR functions such as training and development.

Human resources coordinators oversee issues related to employment, compensation, labor negotiations, and employee relations. Their work is often focused on improving HR policies, processes, and practices and recommending changes to HR management. To ensure efficient operations, HR coordinators perform a substantial amount of research, data analysis, and reporting as it relates to employee productivity.

Job Descriptions for Human Resource Coordinators in Various Specialty Roles

Daily job duties and responsibilities of human resources coordinators often involve:

  • Facilitating human resources processes
  • Administering employee health and welfare plans
  • Acting as a liaison between employees and insurance providers
  • Resolving benefits-related problems
  • Ensuring the effective utilization of plans related to HR programs and services
  • Administering health and welfare plans, including enrollments, changes, and terminations
  • Answering employee requests and questions
  • Assisting with new employee hiring processes
  • Reconciling benefits statements
  • Conducting audits of payroll, benefits, and other HR programs, and recommending corrective actions
  • Assisting with the performance review and termination processes
  • Assisting with the recruitment and interview processes

In addition to serving as general HR coordinators, larger organizations may utilize a number of coordinators in different areas as a way to maximize efficiency and productivity:

Training Coordinators

Training coordinators are responsible for analyzing training needs, developing training curriculum, and delivering training courses. These HR professionals are also often responsible for evaluating new hires or current employees for individual employee growth subsequent to training.

Training coordinators must coordinate with department managers and supervisors to assess the training needs of their employees and to develop programs that match these needs. They must also frequently evaluate training procedures, analyze course effectiveness, and update curriculum, as needed.

Sponsored Content

Employee Benefits Coordinators

Employee benefits coordinators are responsible for administering various employee benefits programs, such as group insurance, long-term disability, pensions, and profit sharing.

The daily responsibilities of employee benefits coordinators involve:

  • Providing benefits orientations and enrollments
  • Claims processing
  • Processing and maintaining all status reports and pay changes
  • Maintaining employee files as to ensure accuracy and compliance
  • Working alongside the payroll professional regarding overseeing benefits deductions and additions to the company’s patrol system.
  • Coordinating all employee incentive programs
  • Maintaining new hire, employee, and absentee reports (weekly, bi-weekly, or monthly)
  • Helping employees file health, dental, life, and other deferred benefit claims
  • Planning and conducting employee presentations and enrollments
  • Maintaining and verifying data related to premiums, claims, costs, profit sharing, and the like

Recruiting Coordinators

Recruiting coordinators, who most often work in larger corporations and multi-nations, are responsible for managing corporate office recruitment and staffing needs.

The main job responsibility of these HR professionals is to develop recruitment strategies as a way to achieve required staffing levels. Accomplishing this involves the completion of a number of job tasks, such as:

  • Meeting with department managers to develop specific recruiting plans
  • Developing and maintaining relationships with college and university placement offices
  • Working alongside employment agencies and search firms
  • Scheduling and attending career fairs as to generate qualified applicants
  • Providing company information and job opportunities to potential candidates
  • Participating in annual recruiting budget and ensuring adherence to the budget throughout the year
  • Researching, analyzing, preparing, and presenting hiring statistics
  • Developing and conducting training programs for managers as to improve recruiting and hiring efficiencies and reduce turnover

Advance your career in Human Resources today with a degree in human resources

What it Takes to Become a Human Resources Coordinator

In addition to being organized, efficient, and productive, HR coordinators must possess a solid education in business and human resources, which is accomplished through the completion of an undergraduate—and often graduate—degree in business or human resources.

Bachelor’s degrees, typically viewed as the minimum educational requirement for human resources coordinators, are often completed with a major in human resource, business administration, finance, or business management. However, those seeking to advance their careers often pursue master’s degrees in human resources or other business-related fields.

MBA in Human Resource Management

A popular master’s degree program for HR coordinators is the Master of Business Administration (MBA) in Human Resources Management (HRM), which allows professionals to gain the skills and experiences necessary to become HR leaders. It also provides them with a solid understanding of business, functional operations, and decisions processes as they relate to human resource management.

Coursework in an MBA in Human Resource Management explores issues such as:

  • Recruitment, staffing models, policies, and legal compliance
  • Concepts, processes, and issues related to training and development
  • Compensation design, development, implementation, and administration
  • Core business management functions
  • Oral and written business communication
  • Team leadership, partnerships, and collaborative work efforts
  • Ethical and responsible business decisions

Certification in Human Resource Management

Similar to graduate work in human resources, professional certification in the area of human resources is an excellent way for human resources coordinators to distinguish themselves as business leaders focused on continuing education and career advancement.

Sponsored Content

The two most widely recognized HR designations, both of which are often pursued by HR coordinators, include:


  • HR Certification Institute (HRCI)
    • Professional in Human Resources (PHR)
    • Senior Professional in Human Resources (SPHR)
    • Global Professional in Human Resources (GPHR)
    • Human Resource Management Professional (HRMP)
    • Human Resource Business Professional (HRBP)
    • California Certification for PHR and SPHR certified professionals

Back to Top