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If you’ve Googled “HR Coordinator job description,” you’ve probably seen the same thing over and over again: a wall of bullet points, corporate jargon, and a list of tasks that could apply to any admin job on the planet.
But here’s the problem—that kind of job post doesn’t attract the right people. It doesn’t connect with the motivated, detail-oriented, emotionally intelligent candidates you’re actually looking for.
If your job description sounds like it came from a handbook instead of your hiring team, you’ll attract people who are just looking for any job—not the ones who care about this job.
In this guide, we’re doing things differently. We’ll walk you through:
- What the HR Coordinator role really is (in plain English)
- Two real-world job description templates (one for experienced hires, one for trainable candidates)
- A breakdown of why good job posts work—and why most fail
- Advanced tips, real examples, and a copy-paste section you can use right now
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Ready to create a job description that actually gets the right candidates to apply? Let’s dive in.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
What Does An HR Coordinator Actually Do
Let’s strip away the buzzwords for a second.
An HR Coordinator is the glue that holds the people side of your business together. They support hiring, onboarding, employee records, and internal communication. But more importantly—they’re often the first person an employee talks to when something needs fixing, clarifying, or improving.
They’re not just “admin support” for HR—they’re a critical part of building a healthy team culture.
Here’s a plain-English way to describe it:
“An HR Coordinator keeps your people processes running smoothly. From scheduling interviews and maintaining employee files to supporting onboarding and handling basic HR questions—they make sure nothing slips through the cracks. A great HR Coordinator is organized, approachable, and trusted by everyone.”
If you’re hiring for this role, remember: you’re not just filling a seat—you’re choosing someone who will shape employee experience every day. That’s why attention to detail, empathy, and follow-through matter just as much as tools or experience.
Two Great HR Coordinator Job Description Templates
✅ Option 1 – Job Description For Experienced HR Coordinator
(eCommerce health brand, Chicago)
📌 Job Title
HR Coordinator for VitalityWell’s Fast-Growing Wellness Team | $48K–$58K | Chicago
💼 Type: Full-Time 📍 Location: On-site, Fulton Market (Chicago, IL) 💰 Salary Range: $48,000–$58,000
🎥 Meet Your Hiring Manager (2-min Loom)
Watch how we’ve scaled from 15 to 75 employees in three years—and why this role matters.
Who We Are
VitalityWell is a direct-to-consumer health and nutrition brand shipping 200,000+ orders a year. Our 75-person team researches, formulates, and ships premium supplements and healthy-living guides from our Chicago HQ. We’re on a mission to make evidence-based wellness simple—and we believe treating employees like customers (with empathy, speed, and transparency) is the secret sauce behind our growth.
What You’ll Be Doing
- Coordinate interviews, send candidate comms, and own our Greenhouse pipeline
- Run new-hire onboarding and Day 1 experience
- Maintain accurate employee records in Gusto & Notion
- Schedule performance reviews and track compliance checklists
- Be the go-to for “quick HR questions” and policy clarifications
What We’re Looking For
- 1–3 yrs in HR/People Ops or similar admin role
- Clear written communication and deadline follow-through
- Comfortable with HR tech (Greenhouse, G-Suite, Notion)
- Warm, discreet, and solutions-oriented
- Bonus: experience supporting eCommerce or logistics teams
🎁 Perks & Benefits
- Medical, dental, vision (90% employer-paid)
- 18 PTO days + 10 company holidays + 2 volunteer days
- 401(k) with 4% match after 6 months
- $1,200 annual learning stipend
- Monthly wellness box (new product drops before anyone else)
🚀 Why This Role Is a Great Fit
VitalityWell is scaling fast, but we refuse to let “people stuff” fall through the cracks. You’ll work side-by-side with our Head of People, build processes from scratch—not just follow them—and see the impact of your work on real teammates every week.
How We Hire
We use WorkScreen.io to keep hiring fair and fast:
- 10-min skill evaluation
- 30-min video interview
- Same-week decision & feedback
Ready? Apply here.
🌱 Option 2 – Job Description For Entry-Level HR Coordinator
(Housing-focused nonprofit, Portland)
📌 Job Title
Entry-Level HR Coordinator @ Rise Housing Alliance | $19–$22/hr | Hybrid Portland
💼 Type: Full-Time 📍 Location: 3 days/week at our SE Portland office 💰 Pay Range: $19–$22/hr
🎥 A Quick Hello from Our Executive Director (90-sec YouTube Short)
See how Rise Housing helps 1,200 families find secure housing each year—and why people operations fuel that mission.
Who We Are
Rise Housing Alliance is a 40-person nonprofit that provides transitional housing, rental-assistance counseling, and financial-literacy workshops across Multnomah County. Since 1998, we’ve placed 10,000+ individuals into stable homes. Our culture is collaborative, heart-led, and grounded in accountability—we show up for our clients and for each other.
What You’ll Be Doing
- Schedule interviews, send offer letters, and prep onboarding packets
- Keep employee files organized in Airtable & Drive
- Update the HR calendar (trainings, anniversaries, compliance deadlines)
- Track PTO and help coordinate wellness events
- Assist with monthly payroll data entry (we’ll teach you)
What We’re Looking For
- Any background in customer service, admin, or volunteer coordination
- Strong organization habits and people-first attitude
- Basic Google Workspace skills; eager to learn Airtable & payroll tools
- Clear communication and respect for confidentiality
- Passion for affordable-housing or social-impact work
🎁 Perks & Benefits
- 100% employer-paid health, dental, vision after 60 days
- 15 PTO days + birthday off + 10 holidays
- $800 annual professional-development allowance
- Transit pass or bike-commuter stipend
- Paid “Service Week”: 5 days to volunteer with any housing nonprofit
🚀 Why This Role Is a Great Fit
We believe potential beats perfection. You’ll get hands-on training from our HR Manager, see the direct impact of helping teammates thrive, and build a foundation for a long-term career in People Ops—all while advancing a mission that changes lives.
How We Hire
Our process is simple and candidate-friendly via WorkScreen.io:
- 8-min values & skills assessment
- 20-min video chat
- Paid 10-hour trial project
Start here ➜ Apply via WorkScreen
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Why These HR Coordinator Job Posts Actually Work
Now let’s break down what makes both templates effective—and why they consistently attract the right candidates (not just any candidates).
✅ 1. The Job Titles Are Clear, Human, and Specific
Instead of bland titles like “HR Coordinator” or “Hiring Admin,” each title adds:
- The company name or mission (VitalityWell, Rise Housing)
- A signal of location or format (e.g. “Chicago-Based,” “Hybrid Portland”)
- Compensation transparency (salary or hourly rate)
This sets immediate expectations, improves relevance, and helps the right people self-select in.
✅ 2. Each Post Begins With a Warm, Purposeful Intro
No corporate fluff. Just a clear message that:
- Frames why the role matters
- Speaks directly to the kind of person who will thrive
- Makes the reader feel seen and wanted
This emotional connection matters more than most hiring teams realize.
✅ 3. There’s a Real “About Us” Section
The company overview isn’t just a timeline or values list. It tells a specific story:
- What the company does
- Why it exists
- How the team operates
- What the new hire is walking into
This makes it easy for candidates to imagine themselves in the team—not just the role.
✅ 4. Responsibilities Are Written Like a Day-in-the-Life
Each task isn’t just a bullet point—it’s framed in plain language that gives purpose:
- “Track PTO and help coordinate wellness events” vs. “Support HR operations”
- “Be the go-to for quick HR questions” vs. “Respond to inquiries”
You’re showing the impact of the work, not just listing tasks.
✅ 5. Requirements Are Thoughtful, Not Gatekeeping
Notice how the entry-level version:
- Encourages applicants without HR backgrounds
- Lists “nice-to-haves” clearly
- Reinforces learning opportunities
This widens your talent pool and invites people with transferable skills who often get overlooked.
✅ 6. Perks and Benefits Are Transparent
Each post includes:
- A detailed breakdown of real benefits
- Additional value (learning stipends, wellness boxes, commuter support)
- Clear timelines (e.g. insurance kicks in after 60 days)
This shows candidates they’ll be supported beyond the role—and builds trust before they even apply.
✅ 7. The Hiring Process Is Clear and Respectful
Both job posts:
- Use WorkScreen to offer a fair, skill-based starting point
- List every step in the process
- Set clear expectations around timing and communication
This eliminates uncertainty and anxiety, which is one of the biggest reasons quality candidates don’t apply.
✅ 8. There’s a Human Call to Action
“Apply now” is replaced with:
- An encouragement to take the first step
- A link to a skill-based evaluation that makes the process feel modern and intentional
- A tone that says “we want to hear from you”—not “we might tolerate you”
If every job post looked like this, hiring would be faster, fairer, and far more effective.
Example of a Bad HR Coordinator Job Description (And Why It Fails)
Here’s what a typical HR Coordinator job post looks like online—and why it doesn’t work.
❌ Bad Job Post Example
Job Title:
HR Coordinator
Company: Confidential
Location: Remote
Salary: Not disclosed
Job Type: Full-Time
Job Summary
We are looking for an HR Coordinator to support administrative and clerical duties related to human resources. The role will include scheduling, documentation, and coordination with other departments.
Responsibilities
- Coordinate interviews and meetings
- File and manage HR paperwork
- Assist with onboarding and offboarding
- Maintain employee records
- Handle basic employee inquiries
Requirements
- Bachelor’s degree in HR, Business, or related field
- 2–3 years of administrative or HR experience
- Proficient in Microsoft Office
- Strong communication skills
How to Apply
Send your resume and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Generic and Uninspiring
“HR Coordinator” is accurate—but bland. There’s no mission, format, or salary insight. It could be any company, any role, anywhere.
2. No Personality or Purpose in the Introduction
The summary reads like a copy-paste from a policy handbook. There’s no reason why the role exists, who it serves, or why the company is hiring now.
3. No Company Context or Culture
“Confidential” employer? No company values, team overview, or industry explained? That’s a trust-breaker—especially for HR roles that require discretion and alignment.
4. Zero Transparency on Pay or Benefits
Not listing salary or perks implies either a lack of planning or poor compensation—both are red flags to serious applicants.
5. The Responsibilities Are Vague and Uninspired
Each line is a bland task, not a meaningful contribution. Nothing tells the candidate why this work matters or what the day-to-day actually looks like.
6. Rigid Requirements That May Exclude Great Candidates
A mandatory degree and 2–3 years of experience shuts out entry-level applicants who may be highly capable. There’s no flexibility or growth language to balance it out.
7. A Cold and Dismissive Application Process
“Only shortlisted candidates will be contacted” sends the message: “We don’t have time to value your effort.” It’s outdated and off-putting—especially for a people-facing role.
8. No Call to Action That Invites the Right People
There’s no encouragement, no human language, no link to a better process. It ends with a transaction—not a connection.
👉 The result? Great candidates scroll past. You attract low-effort applications or none at all. And you’re stuck wondering why hiring takes so long.
Bonus Tips to Make Your Job Description Stand Out
You’ve already seen what a strong job post looks like. But if you want to take yours from great to irresistible, here are a few expert-level touches that most companies skip (and top candidates notice).
🛡️ 1. Add a Candidate Safety & Privacy Notice
This small paragraph goes a long way in building trust—especially in industries where scam listings or phishing attempts are common.
Example:
“We take your privacy seriously. We will never ask for payment, banking details, or personal financial information during any part of our hiring process. If you see a suspicious job listing in our name, please let us know at hiring@company.com.”
🌴 2. Mention Leave Days or Flex Time
Top candidates are evaluating lifestyle fit—not just job duties. By including real time-off policies in your post, you signal that you value rest, balance, and boundaries.
Example:
“Enjoy 15 PTO days, your birthday off, and flexible hours during slower weeks—because great work starts with real rest.”
📈 3. Highlight Growth & Training Opportunities
If you’re willing to train someone, say so. If there’s a clear growth path or internal promotion track, highlight it. Ambitious candidates don’t just want a job—they want progress.
Example:
“We offer paid mentorship, quarterly learning budgets, and a clear pathway to grow into People Ops or HRBP roles within 12–18 months.”
📹 4. Add a Loom or YouTube Video
A short video from your hiring manager, founder, or team instantly humanizes your post. It helps candidates feel like they’re applying to real people, not just a company.
Tip: Keep it under 2 minutes. Use it to explain:
- Why this role exists
- Who they’ll be working with
- What kind of person would thrive here
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
🪞 5. Show, Don’t Tell (Use Specifics Over Claims)
Instead of saying:
“We value our people and foster a great culture”
Try:
“Our team meets once a month for ‘People First Fridays’ where we pause operations to celebrate wins, check in with each other, and reset as a team.”
Specifics create emotional connection. Claims without proof are forgettable.
Should You Use AI to Write Your Job Description?
These days, almost every hiring platform offers “AI-generated job descriptions.” Type in a title, hit enter—and boom, you get a full job post in seconds.
But here’s the problem:
If you let AI write your entire job post without context, you’ll end up with the same generic, lifeless content that already floods job boards.
You might save 10 minutes—but you’ll lose great candidates.
🚫 Why You Shouldn’t Rely on AI Alone
- Generic = invisible
AI without direction gives you templated language that fails to stand out. - You attract the wrong crowd
These posts sound like checklists, not opportunities—so you attract job hoppers or “one-click apply” candidates. - It weakens your brand
Your job post is your first impression. A generic one tells candidates you don’t care about clarity, culture, or connection.
✅ The Right Way to Use AI (With Prompts)
AI isn’t bad—it’s a powerful tool if you guide it right. Think of it like a junior copywriter. You still need to give it the ingredients.
Here’s how to do it well:
🧠 Prompt Template (Use This)
“Help me write a job post for our company, Rise Housing Alliance. We’re hiring an Entry-Level HR Coordinator to help with onboarding, file management, and internal communication.
Our culture is collaborative, mission-driven, and human-first, and we want to attract candidates who are organized, empathetic, and eager to learn.
We offer 100% paid health benefits, 15 days of PTO, and mentorship opportunities, and the salary is $19–$22/hr.
Here are a few notes I’ve written to get you started [paste notes here]
I want the tone to be warm, clear, and down-to-earth.
Please write this in a human, culture-first style similar to the job posts on WorkScreen.io.”
This prompt gives the AI:
- Role clarity
- Company identity
- Culture cues
- Real benefits
- Desired tone
- Specific tools, structure, and traits
From there, you can take the output and polish it—don’t post it as-is.
✏️ Pro Tip:
You can even paste one of the good examples from this guide and tell the AI:
“Make me something similar to this—but for [your role] at [your company].”
Let AI help with formatting and tone—but let you drive the message.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational, Culture-First Job Description
📌 Job Title:
HR Coordinator @ [Company Name] | $[Salary Range] | [Location or Remote]
💼 Type: [Full-Time / Part-Time]
📍 Location: [Remote / In-Person / Hybrid – City, State]
💰 Salary Range: $[Insert range]
🎥 Meet the Hiring Manager (Loom or YouTube Link)
Get to know who you’ll be working with, why this role exists, and what success looks like at [Company Name].
Who We Are
[Company Name] is a [describe your industry or mission in one line]—built on the belief that great companies start with great teams. We’re a [size] team working across [regions/markets], and we care deeply about building a people-first culture that helps everyone thrive.
What You’ll Be Doing
– Coordinate interviews and keep candidates informed
– Manage employee onboarding and document processes
– Maintain accurate employee records (in [HR software used])
– Track important dates (reviews, compliance, birthdays)
– Be the first point of contact for HR-related questions
What We’re Looking For
– 1–2 years in admin, HR, or operations roles (or relevant experience)
– Excellent communication and follow-up skills
– Organized, proactive, and comfortable with HR tools
– Friendly and professional with high integrity
🎁 Perks & Benefits
– [List medical, dental, vision benefits here]
– [PTO, holidays, sick days, mental health days, etc.]
– [Professional development, learning stipend, or growth path]
– [Any remote perks or hybrid flexibility]
🚀 Why This Role Is a Great Fit
You won’t be stuck in a back-office role—you’ll be at the heart of our people experience. You’ll help shape how we hire, onboard, and support the amazing people who make [Company Name] what it is.
📥 How to Apply
We use [WorkScreen.io] to make hiring fast, fair, and focused on real skills—not just resumes.
[Insert your WorkScreen job link]
You’ll complete a short, skill-based evaluation and hear back from us within [timeframe].
🧾 Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title:
HR Coordinator
💼 Type: [Full-Time / Part-Time]
📍 Location: [Remote / In-Person / Hybrid – City, State]
💰 Salary Range: $[Insert range]
🎥 A Quick Introduction (Optional Video Link)
Hear directly from our [HR Manager / Head of People / Founder] about why this role matters and what it’s like to work at [Company Name].
Job Brief
[Company Name] is seeking an organized and detail-oriented HR Coordinator to support our People & Culture operations. This role is ideal for someone who enjoys helping others, managing systems, and making sure nothing falls through the cracks.
Responsibilities
– Schedule interviews and coordinate communications
– Manage onboarding and offboarding documentation
– Maintain employee records and compliance checklists
– Track performance reviews and HR project deadlines
– Assist with internal HR inquiries and policy updates
Requirements
– 1–2 years experience in an HR or administrative support role
– Familiarity with HRIS tools like [e.g., Gusto, BambooHR]
– Excellent organization and communication skills
– Ability to handle sensitive data with discretion
– Strong follow-through and time management
🎁 Benefits
– [Medical, dental, vision coverage]
– [X] PTO days + [X] holidays
– [Annual learning budget / internal growth opportunities]
– [Other perks: hybrid flexibility, wellness program, etc.]
📥 How to Apply
We use [WorkScreen.io] to ensure a transparent and efficient hiring process.
[Insert your WorkScreen job link]
Once you apply, you’ll complete a short evaluation—and we’ll keep you updated at every step.
Let WorkScreen Handle the Next Phase of Hiring
Writing a great job post is only step one.
The real challenge? Figuring out who to shortlist—without wasting hours reading résumés, screening unqualified applicants, or guessing based on cover letters.
That’s where WorkScreen.io comes in.
Here’s how it helps:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants based on a short, role-specific skill test.
No guesswork. No résumé roulette. Just a clear leaderboard showing who’s ready to perform.
🛠 Easily administer one-click skill tests
Every applicant goes through a structured, pre-configured evaluation—customized to your role.
This helps you assess candidates based on what they can actually do, not just what they claim.
🚫 Eliminate low-effort, AI-generated, or spammy applications
If you’re tired of “one-click apply” candidates or generic copy-paste answers from AI tools, WorkScreen filters them out.
You’ll only engage with candidates who are serious, committed, and ready to show what they bring to the table.
💡Make smarter, faster hiring decisions
With WorkScreen, you stop wasting time on unqualified candidates and start hiring based on evidence—not gut feel.
The result? Less bias. Less back-and-forth. More confidence.
If you’ve just created a job post using this guide, your next step is easy: Create your WorkScreen link, plug it into your job description, and let the platform do the heavy lifting from there.
FAQ
The best HR Coordinators have a mix of technical, communication, and people skills. Here’s what to look for:
- Attention to detail: HR involves sensitive data and deadlines—mistakes can create compliance issues.
- Strong written communication: From candidate emails to internal memos, clarity matters.
- Confidentiality and discretion: HR staff often handle private information—this trait is non-negotiable.
- Tech literacy: Comfort with HR software (like Gusto, BambooHR, Notion, or Airtable) is a plus.
- People-first mindset: A good HR Coordinator balances structure with empathy—they’re someone team members trust.
As of 2025, the average salary for an HR Coordinator in the U.S. ranges between $47,000 and $58,000 annually, depending on:
- Location (urban areas typically pay more)
- Industry (tech and healthcare tend to offer higher salaries)
- Experience level and software proficiency
Entry-level roles may start around $40,000, while experienced coordinators can earn $60,000 or more with specialized skills or leadership responsibilities.
An HR Assistant is typically more junior and focused on administrative support (e.g., filing paperwork, data entry).
An HR Coordinator is more hands-on with people operations—coordinating hiring, onboarding, training, and ensuring internal HR systems run smoothly.
Think of the Coordinator as the operational bridge between admin and HR management.
Not necessarily. While many job descriptions still list a degree in HR, business, or psychology as a plus, real-world experience and strong people skills often matter more—especially at startups, nonprofits, and progressive companies.
If you’re hiring for potential, look for candidates with transferable experience (e.g., customer service, office admin, retail leadership) and a willingness to learn.
While tools vary by company, here are some commonly used platforms:
- HRIS tools: Gusto, BambooHR, HiBob, Zenefits
- ATS software: WorkScreen, Greenhouse, Workable
Internal tools: Google Workspace, Notion, Airtable, Slack, Trello
Proficiency with these tools isn’t always required—but candidates who learn software quickly have a major edge.
