Setting Impactful SMART Goals for HR Coordinators

As an HR coordinator, you play a crucial role in managing the workforce, policies, and programs that allow an organization to thrive. Setting clear, targeted goals is essential for executing your responsibilities effectively and advancing your career.

SMART goals are widely used in human resources to provide a framework for establishing meaningful, achievable objectives. In this article, we’ll explore examples of SMART goals tailored specifically for HR coordinators across core focus areas like recruitment, training, compliance, and more

What are SMART Goals?

SMART is a handy acronym for ensuring your goals are:

• Specific – Well-defined, clear, and focused

• Measurable – Include quantifiable metrics and targets.

• Achievable – Realistic and within your control.

• Relevant – Align with overall HR and company objectives.

• Time-bound – Have a specific deadline.

Let’s look at how to apply the SMART framework to set meaningful goals in key HR coordinator responsibility areas.

SMART Goals for Recruiting and Hiring

An HR coordinator often oversees recruiting efforts and the hiring process. SMART goals for this area may include:

• Bring on 5 new hires for the engineering team by Q2 with at least 2 years experience and specific skillset.

• Reduce time-to-fill for manager roles from 90 days to 60 days average by end of Q3.

• Receive at least 4 applicants per open position by building out and utilizing an employee referral program by Q1 next year.

• Decrease hiring costs by 15% by Q4 through leveraging virtual recruiting tools and streamlined screening.

SMART Goals for Employee Onboarding

You play a lead role in welcoming and integrating new hires through onboarding. Effective SMART goals could be:

• Improve new hire retention from 80% to 90% by end of year through revised 30-60-90 onboarding.

• Have 90% of new hires respond favorably on onboarding feedback survey by Q3 by enhancing materials and mentor pairings.

• Reduce time to productivity by 30% by end of Q2 through structured onboarding program for each major role.

SMART Goals for Training and Development

As an HR coordinator, you likely organize training initiatives. SMART goals may include:

• Roll out harassment and diversity training focused on inclusion for all employees by end of Q2.

• Increase manager participation in leadership development programs from 50% to 80% by end of Q3.

• Have over 90% of employees complete cybersecurity training annual refresher by Q1 next year.

• Implement 30-60-90 development plans for new hires and track progress by end of Q2.

SMART Goals for Performance Management

You may assist in performance management processes. Example SMART goals are:

• Complete transition to new performance management system and train managers on usage by end of Q2.

• Track and increase the number of documented one-on-one meetings between employees and managers from once annually to biannually by Q3.

• Develop and institute simple quarterly employee feedback surveys by end of Q1.

• Set up 360-degree feedback pilot group from across business units by Q3 to evaluate for company-wide rollout.

SMART Goals for Employee Relations

Handling employee relations issues like investigations, mediations, and complaints may fall under your responsibilities. Relevant SMART goals could include:

• Reduce the number of reported employee conflicts by 15% by end of year through coordinated mediations.

• Resolve 90% of formal complaints within target 2 week timeline through documented procedures by Q3.

• Survey employee sentiment and increase satisfaction with conflict resolution process from 70% to 85% by Q4.

SMART Goals for Compliance

Ensuring company compliance with employment laws and regulations is often an HR coordinator duty. Some SMART goals for this area include:

• Complete annual reviews and revisions of handbook policies by Q3 to meet evolving legal standards.

• Develop manager compliance training modules and have 100% of people managers participate by end of Q2.

• Pass annual internal sexual harassment policy audit with zero deficiencies by Q4 through updated training rolls and helpline promotion.

• Successfully complete scheduled INS I-9 employment eligibility audits with zero fines.

SMART Goals for Administration

Handling employee paperwork and various HR administrative tasks may be part of your role. Helpful SMART goals include:

• Answer 90% of HR helpdesk inquiries within 1 business day through improved ticketing procedures by Q2.

• Complete transition to cloud-based HRIS system on time and under budget by Q4.

• Maintain clean and accurate digital employee personnel files with monthly audits.

• Process 85% of PTO requests within 1 day of submission through streamlined digital forms by Q3.

SMART Goals for Health and Safety

Some HR coordinators manage workplace safety and health programs. Goal examples are:

• Record zero safety incidents by end of year through proactive reporting culture and increased training on protocols.

• Develop emergency response plan and train floor managers on protocols by Q3. Conduct semi-annual drills.

• Introduce employee wellness program and obtain 60% participation by Q4 through inclusion of activities like step challenges, lunch & learns, and mental health workshops.

Tips for Setting Successful SMART HR Goals

Follow these best practices when developing your SMART goals as an HR coordinator:

• Identify 2-3 core focus areas aligned with company objectives. Avoid overly broad or vague goals.

• Involve stakeholders like senior HR staff and department heads to gain alignment on priorities.

• Benchmark metrics like costs, timeframes and percentage targets against past performance or industry standards.

• Write down goals and timeline commitments and review progress regularly. Adjust as needed.

• Align individual employee goals to reinforce and drive achievement of organizational goals.

• Celebrate achievements and communicate results across the organization to build engagement.

Key Takeaways on SMART Goals for HR

Setting clear SMART objectives drives growth and performance results for both individual HR coordinators and the organization. Align goals to high-priority responsibilities and company needs using quantifiable targets and timeframes. Revisit regularly and make adjustments to propel your HR career development and leadership impact.