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HR Coordinator in the United Kingdom

HR coordination is operational excellence: accurate data, clean audit trails, and calm communication.

IT & Office Entry to Mid Medium sponsorship likelihood (indicative) Gross pay focus
CV required: candidates without a CV are not considered.
Work eligibility: non-UK candidates must already have the right to work in the UK, or apply only to employers who explicitly confirm sponsorship for the specific vacancy.
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Typical salary (gross)
£26.2k–£36.1k / year
Indicative UK band for HR Coordinator / HR Admin Coordinator roles.
Reference month (gross)
£2,187–£3,008
Annual range divided by 12; payroll cycles vary by employer.
Reference hour (gross)
£13.46–£18.51
Equivalent at 37.5 hours/week (for comparison only).

What the role delivers (outcomes)

  • Clean HR data: accurate records, timely updates, and consistent naming/fields.
  • Onboarding that runs on time: packs, checks, contracts, and day-one readiness.
  • Fewer escalations: queries answered with evidence, policy references, and clear next steps.
  • Audit-ready admin: traceable actions and proper document control.

In high-volume environments, speed matters — but accuracy is non-negotiable.

Workflow snapshot (choose-one structure)

  1. Inbox triage: log requests, prioritise by deadline and risk.
  2. Onboarding: collect documents, prepare contracts/letters, schedule induction.
  3. Pre-employment checks: right-to-work, references, role-specific checks.
  4. HRIS updates: starters, changes, leavers, absence/leave events.
  5. Manager support: templates, process guidance, clear handoffs.
  6. Reporting: basic metrics (headcount changes, absence trends, training status).
Joiners / movers / leavers Correct dates, approvals, and documents aligned with HRIS records.
Compliance admin Right-to-work evidence, reference logs, and secure document storage.
Employee queries Fast responses, clear outcomes, and escalation where needed.

Strong coordinators leave a clear trail: what was done, when, by whom, and what’s next.

Candidate portrait

You are structured and calm. You can handle confidential information, keep records accurate, and communicate clearly with managers and employees. You prefer checklists over improvisation, and you stay reliable when workload spikes.

Signals employers like

  • Examples of HRIS/CRM-style systems (any modern HR platform experience helps)
  • Excel confidence (filters, pivots, vlookup/xlookup, clean data)
  • Evidence of handling volume (tickets/day, onboarding count, shared services)
  • Clear written English (emails, letters, templates)

Requirements (detailed)

Must-have

  • CV in English with dates, responsibilities, and systems used.
  • HR admin experience (or transferable admin in regulated settings).
  • Data accuracy: clean records, version control, and audit-friendly notes.
  • Confidentiality: appropriate handling of sensitive employee information.
  • Communication: clear emails, respectful tone, and structured handovers.

Strong advantages

  • CIPD Level 3 (or HR qualification modules)
  • HRIS exposure (tickets, workflows, reports)
  • Onboarding checks / right-to-work admin (role-specific)
  • Shared services / high-volume HR inbox experience

Role-critical behaviours

Own the queue Prioritise by deadline and risk; close loops, don’t let requests drift.
Document everything that matters Short notes, consistent labels, and evidence-based decisions.
Keep stakeholders aligned Managers want speed; employees want clarity; HR wants compliance.

Salary (gross / brutto) — realistic UK bands

Band (indicative) Gross salary Typical profile
Entry ~£26.2k–£29.5k Strong admin background, developing HRIS skills, runs onboarding tasks with guidance.
Mid ~£29.5k–£33.5k Independent HR coordinator, handles volume, maintains HRIS accuracy, supports managers.
Upper (role scope) ~£33.5k–£36.1k Shared services complexity, reports/metrics, sensitive cases admin, high accountability.

All figures are gross (brutto). Actual pay varies by location, sector, and scope (onboarding checks, shared services volume, HRIS reporting).

What shifts the salary up

  • HRIS proficiency + clean reporting
  • High-volume onboarding (speed + accuracy)
  • Policy/admin maturity (letters, templates, documentation)
  • Stakeholder handling (tight deadlines, calm comms)

UK work conditions (practical, current)

Paid holiday: statutory minimum is 5.6 weeks per year (pro-rated for part-time).
Rest breaks: if you work more than 6 hours in a day, you are entitled to at least a 20-minute uninterrupted break.
Working time cap: average limit is 48 hours per week (normally averaged over 17 weeks), unless you opt out.
Workplace pension: employers must provide a workplace pension scheme and auto-enrol eligible workers (rules depend on eligibility).
Minimum wage context: UK minimum wage rates update annually in April; office HR roles typically sit above the statutory floor.
Documentation culture: UK employers often expect clear written records for HR actions and decisions.

This section is informational and reflects general UK rules; employer policies and role specifics still matter.

How MaViAl screening works

  • CV review: HR admin scope, systems used, accuracy/volume signals, and written English.
  • Fit check: shared services vs site HR, onboarding workload, stakeholder mix, and deadlines.
  • Matching: we align your profile with current UK demand and client requirements.
  • Next steps: you get clear instructions for the role process and communication path.
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FAQ

What gross salary is realistic for HR Coordinator jobs in the UK in 2026?

A practical gross band is £26.2k–£36.1k per year. Location, HRIS exposure, shared services volume, and responsibility for onboarding checks can shift the offer.

What should I include in my CV to pass screening?

List HR systems used, onboarding volume, types of letters/contracts supported, HR inbox or ticket handling, Excel work, and any compliance admin (evidence logs, secure filing, audit trails).

Is this role more “people” or more “process”?

Most HR Coordinator roles are process-first: accurate admin and clear communication. You will still interact with people daily, but your value is keeping the HR machine running correctly.

What are the most common mistakes in HR coordination?

Incomplete audit trails, inconsistent HRIS entries, missed deadlines, and unclear ownership between HR and managers. Strong coordinators prevent these with checklists and crisp handovers.

Is visa sponsorship possible?

It depends on the employer and the specific vacancy. If you require sponsorship, apply only where the employer confirms sponsorship for that role.

What does “good performance” look like in the first 60 days?

You learn the HRIS quickly, keep data clean, reduce backlog in the HR inbox, deliver onboarding tasks on time, and build trust through accurate work and predictable communication.