HR Administrator / Coordinator - Hire or get hired
Your complete guide to the HR Administrator / Coordinator Role: Duties, salary & hiring tips
Purpose of the HR Administrator / Coordinator
The HR Administrator/Coordinator provides administrative support across HR functions including data entry, record keeping, scheduling, and coordination of employee lifecycle activities.
HR Administrator / Coordinator's duties and responsibilities
• HR Admin Support:
Manage employee files, contracts, and onboarding documentation.
• Scheduling:
Coordinate interviews, training, and probation reviews.
• System Management:
Update HR systems and ensure data accuracy.
• Reporting:
Generate standard HR reports for payroll and leadership teams.
• General Assistance:
Support broader HR team with ad hoc administrative tasks.
Manage employee files, contracts, and onboarding documentation.
• Scheduling:
Coordinate interviews, training, and probation reviews.
• System Management:
Update HR systems and ensure data accuracy.
• Reporting:
Generate standard HR reports for payroll and leadership teams.
• General Assistance:
Support broader HR team with ad hoc administrative tasks.
Requirements and qualifications for a HR Administrator / Coordinator
• 1–2 years’ experience in HR administration or coordination
• Strong attention to detail and time management
• Clear communication and interpersonal skills
• Experience with HR software and Excel
• Ability to manage sensitive information with confidentiality
• Strong attention to detail and time management
• Clear communication and interpersonal skills
• Experience with HR software and Excel
• Ability to manage sensitive information with confidentiality
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
