UK

United Kingdom · Human Resources · Entry Level (0-2 years)

Wellbeing Coordinator

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

  • Experience bandEntry Level (0-2 years)
  • Direct reportsNo direct reports
  • Reports toWellbeing Specialist or Senior Wellbeing Program Manager
  • UK framework levelUsually someone starting out, or keeping a process running

Also advertised as Wellbeing Assistant · HR Wellbeing Support · Employee Experience Coordinator (Wellbeing)

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Wellbeing Coordinator

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1What this role really is

This role is all about supporting our wellbeing programmes across the business. You'll be the go-to person for employees with questions, helping them find the right resources and making sure our initiatives run smoothly. Think of it as being the engine room for all things wellbeing – keeping things organised, communicating clearly, and making sure everyone feels heard and supported. It's a busy role, but a really rewarding one, especially if you care about making a real difference to people's day-to-day lives at work.

2What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Wellbeing Platforms (e.g., Headspace for Work, Calm Business)Intermediate

Managing user lists, setting up basic content access, pulling standard participation reports, and troubleshooting common employee access issues.

HRIS (e.g., Workday HCM, SAP SuccessFactors)Basic

Looking up employee data (e.g., department, location) to verify programme eligibility or support reporting requests.

Engagement/Survey Tools (e.g., Culture Amp, Glint)Basic

Helping to distribute surveys, pulling pre-built reports on wellbeing-related questions, and exporting data for analysis.

Collaboration & Project Management (e.g., Asana, Monday.com)Intermediate

Updating tasks, tracking deadlines, sharing files, and communicating with team members on ongoing wellbeing initiatives.

Microsoft Office Suite (Outlook, Word, Excel, PowerPoint)Intermediate

Managing emails and calendars, drafting documents, basic data organisation in spreadsheets, and creating simple presentations.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing inWhere you are nowThe step above
Responding to Employee QueriesFollow established FAQs and scripts. Escalate any complex or sensitive queries to your manager immediately.Independently resolve most routine queries. Know when to escalate exceptions or highly sensitive cases.Handle all queries, including complex and sensitive ones. Develop new FAQs and training for junior staff.
Organising Wellbeing EventsExecute logistical tasks (room booking, invites, supplies) under direct guidance. All content and vendor selection is decided by manager.Plan and execute smaller, routine events independently. Propose vendors for approval.Design, plan, and execute complex regional events from start to finish. Select and manage vendors within budget.
Drafting CommunicationsDraft communications using templates provided. All content requires review and approval from manager before sending.Independently draft and send routine communications. Manager reviews critical or new messaging.Own the communication strategy for specific programmes. Draft and approve most communications, setting tone and style.
Vendor InteractionHandle basic administrative tasks (e.g., user list updates, chasing support tickets) with vendors. All contract discussions or issue resolution escalated to manager.Manage day-to-day vendor relationships for specific programmes. Troubleshoot routine issues. Provide input on vendor performance.Lead vendor selection and negotiation for specific programmes. Manage overall vendor performance and relationships.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Programme Participation Rate
The percentage of eligible employees who sign up for or attend specific wellbeing initiatives you've supported.
Target · Achieve >25% engagement in initiatives you've helped launch or promote.

If you've helped promote a new mindfulness series, we'd expect at least 25% of the target audience to sign up. So, if 100 people were invited, 25 should join.

Employee Query Resolution Time
How quickly you respond to and resolve employee questions about wellbeing benefits or programmes.
Target · Resolve 95% of employee queries within a 48-hour service level agreement (SLA).

An employee asks about Gympass membership on Monday; you'd aim to get them a full answer or solution by Wednesday afternoon at the latest.

Event Feedback Score
The average satisfaction rating from employees who attend wellbeing events or workshops you've helped organise.
Target · Maintain an average feedback score of 4.0/5.0 or higher on post-event surveys.

After a virtual yoga session you've organised, the survey comes back with an average rating of 4.2 – that's a good result.

Content Distribution Accuracy
How accurately and on time you distribute wellbeing communications and resources.
Target · Zero errors in content distribution (e.g., wrong links, outdated info) and 100% on-time delivery for scheduled communications.

You're sending out the monthly wellbeing newsletter; it goes out exactly on time, and all the links to resources work perfectly.

Organisational Support & Reliability
How effectively you support the wider wellbeing team and HR colleagues, and how reliable you are in your tasks.
  • You'll get a shout-out from a Wellbeing Specialist for being proactive in setting up a new vendor. Colleagues will tell your manager you're a safe pair of hands. You'll consistently deliver tasks without needing constant reminders.
Employee Experience & Helpfulness
The quality of the experience employees have when interacting with you for wellbeing support.
  • Employees will send thank-you notes for your clear guidance. You'll be the person people seek out first when they have a wellbeing query. You'll get positive mentions in internal surveys about the helpfulness of HR support.
Initiative & Learning
Your willingness to learn new things and take the initiative on tasks, even if they're outside your immediate comfort zone.
  • You'll ask thoughtful questions about 'why' we do things a certain way. You'll come to your manager with ideas for improving a process (even a small one). You'll proactively seek out training or information about new wellbeing trends.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Making a Tangible Difference

You'll get a real kick out of helping an employee find the right mental health support, or seeing a high turnout for an event you helped organise. Knowing your work directly improves someone's day is a big driver.

An employee emails you to say the EAP information you provided was exactly what they needed, and they've now accessed support. That's a good day.

Learning & Development

You're keen to understand how a global HR function works, especially in wellbeing. You'll enjoy learning about different benefits, cultures, and how to run programmes effectively. This role offers a solid foundation.

You'll spend time understanding the nuances of our different wellbeing platforms and how they cater to various employee needs, building your expertise.

Being Part of a Supportive Team

You thrive in an environment where you can ask questions, get guidance, and contribute as part of a collective effort. You'll enjoy the camaraderie of working towards a shared goal of employee wellbeing.

You'll regularly check in with your manager and other team members, sharing updates and asking for advice when you're unsure, knowing they've got your back.

What frustrates people
  • Dealing with urgent requests that mess up your carefully planned schedule.
  • Chasing colleagues for information or approvals, especially across different time zones.
  • The occasional technical glitch with a wellbeing platform that you need to troubleshoot (or escalate).
  • Explaining the same policy or benefit multiple times to different people.
  • Feeling like you're just 'processing' rather than 'creating' sometimes.
What this role does not give you
  • High-level strategic decision-making or budget ownership.
  • Extensive travel or external representation at industry events (not at this level, anyway).
  • A quiet, predictable workload—expect some curveballs and shifting priorities.
  • The ability to completely redesign existing programmes (you'll be working within them).

6Who you work with

This role directly impacts employee engagement and satisfaction by ensuring our wellbeing programmes are accessible and well-communicated. You'll help foster a culture where people feel cared for, which in turn can reduce stress and improve overall productivity. Essentially, you're helping to make our company a better place to work, one organised event or helpful answer at a time.

Inside the business
  • HR Business Partners (HRBPs)
  • Internal Communications team
  • Employee Resource Groups (ERGs)
  • Local HR teams in different countries
Outside the business
  • Wellbeing platform vendors (e.g., Headspace, Calm)
  • EAP (Employee Assistance Programme) providers
  • Local event organisers (e.g., yoga instructors, nutritionists)

7What you need before you start

Not a wish list. The things you would be expected to already have.

  • A genuine interest in employee wellbeing and a desire to help people.
  • Strong organisational skills; you'll need to keep track of lots of different things.
  • Excellent written and verbal communication skills in English.
  • Proficiency with standard office software (email, word processing, spreadsheets).
  • The ability to work effectively as part of a team, taking direction and contributing positively.
  • A knack for spotting details and ensuring accuracy in your work.

8What to practise next

Where the job is going, and what to do about it starting this week.

Enhanced Data Visualisation & Interpretation

You'll be expected to do more than just pull standard reports. You'll need to start understanding what the numbers actually mean and how to present them clearly to others, even if it's just a simple chart.

Basic Chart Types · Identifying Trends · Data Storytelling (Beginner)

  • This week: Pay close attention to any dashboards or reports your team uses. What do they tell you?
  • This month: Try to recreate a simple chart from a report using Excel or a basic dashboard tool.
  • Month 2: Practice explaining a simple data trend to a colleague, focusing on clarity and key takeaways.
  • Month 3: Ask your manager if you can help prepare a small section of a team report, focusing on data presentation.

Quick win: When you pull a report, try to summarise the top 3 insights in bullet points before you share it. It's a small step towards interpretation.

9Staying current once you are in

What people here do to keep up
  • Attending internal HR workshops and training sessions to deepen your understanding of our business and processes.
  • Reading industry publications and blogs on employee wellbeing trends.
  • Networking with other HR professionals, even informally, to learn about different approaches.
  • Taking online courses on communication skills, project coordination, or basic data analysis.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: AI-Assisted Communication & Content Generation

AI tools are getting really good at drafting text, summarising information, and even personalising messages. This will become standard for internal communications, freeing you up from staring at a blank screen.

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

Your PlanIllustration

Built for Wellbeing Coordinator

5 units that map to this job, from the qualifications that cover it.

  1. Promoting Personal WellbeingHighfield Qualifications · covers 3 of 9 standardsLevel 3
  2. Public health for health and social careNCFE · covers 2 of 9 standardsLevel 3
  3. Promote Personal Wellbeing in Care SettingsNOCN · covers 2 of 9 standardsLevel 3
  4. Health and WellbeingPearson Education Ltd · covers 2 of 9 standardsLevel 2
  5. Support the work of a team and develop yourselfCIWM · covers 1 of 9 standardsLevel 2
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI-Assisted Communication & Content Generation

AI tools are getting really good at drafting text, summarising information, and even personalising messages. This will become standard for internal communications, freeing you up from staring at a blank screen.

  • Prompt Engineering Basics
  • Content Curation with AI
  • Ethical AI Use

What you’ll use

Skills this role draws on

Technical

  • Wellbeing Programme Administration
  • Data Entry & Basic Reporting
  • Internal Communications Support
  • Vendor Coordination (Basic)

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    HR Administrator / HR Assistant

    1-2 years

    Skills to master

    • Mastering HR systems (HRIS), understanding core HR processes, handling employee queries, and developing strong organisational skills.

    You're ready to move on when

    • Consistently delivers accurate administrative support.
    • Proactively identifies ways to improve HR processes.
    • Receives positive feedback on employee interactions.
  2. 2

    Administrative Assistant / Executive Assistant

    1-2 years

    Skills to master

    • Exceptional organisational and scheduling skills, managing complex calendars, coordinating events, and strong communication.

    You're ready to move on when

    • Successfully manages multiple priorities for senior leaders.
    • Organises events and meetings flawlessly.
    • Demonstrates discretion and confidentiality.
  3. 3

    Customer Service / Support Role

    1-2 years

    Skills to master

    • Problem-solving for customer issues, empathetic communication, managing expectations, and using ticketing systems effectively.

    You're ready to move on when

    • Consistently achieves high customer satisfaction scores.
    • Resolves complex customer issues independently.
    • Effectively manages high volumes of queries.

11Where this role leads

The long view:Your journey starts here. We're committed to helping you build a fantastic career, whether that's deeper into wellbeing, across other HR functions, or even beyond. We believe in growing our own talent, and this role is a brilliant place to lay down those foundations.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

ONS's coding index maps “Wellbeing Coordinator” to more than one occupation, so there is no one median to quote. Rather than pick, here is each one it could be, with its own figure:

  • Welfare and housing associate professionals n.e.c.£30,087 a year
  • Care workers and home carers£27,468 a year

ONS Annual Survey of Hours and Earnings, from the April 2025 survey — about six months old when published, as ASHE always is, under the Open Government Licence.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Wellbeing Coordinator is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Promoting Personal WellbeingLevel 3

Applied to your work in Wellbeing Coordinator

This unit aims to enable learners to understand the components of their own wellbeing, the principles of self-care and resilience, and the importance of maintaining and improving their wellbeing. Learners will develop the knowledge of how to manage their own stress and build resilience to support their personal and professional lives.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  6. Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Wellbeing Coordinator

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Programme Participation RateThe percentage of eligible employees who sign up for or attend specific wellbeing initiatives you've supported.If you've helped promote a new mindfulness series, we'd expect at least 25% of the target audience to sign up. So, if 100 people were invited, 25 should join.Achieve >25% engagement in initiatives you've helped launch or promote.
  • Employee Query Resolution TimeHow quickly you respond to and resolve employee questions about wellbeing benefits or programmes.An employee asks about Gympass membership on Monday; you'd aim to get them a full answer or solution by Wednesday afternoon at the latest.Resolve 95% of employee queries within a 48-hour service level agreement (SLA).
  • Event Feedback ScoreThe average satisfaction rating from employees who attend wellbeing events or workshops you've helped organise.After a virtual yoga session you've organised, the survey comes back with an average rating of 4.2 – that's a good result.Maintain an average feedback score of 4.0/5.0 or higher on post-event surveys.
  • Content Distribution AccuracyHow accurately and on time you distribute wellbeing communications and resources.You're sending out the monthly wellbeing newsletter; it goes out exactly on time, and all the links to resources work perfectly.Zero errors in content distribution (e.g., wrong links, outdated info) and 100% on-time delivery for scheduled communications.
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Wellbeing Coordinator to Wellbeing Specialist, and whatever you decide comes after.

Level 2 · in progressAI Fluency→ Wellbeing Specialist→ your design
Where this takes you

Your journey starts here. We're committed to helping you build a fantastic career, whether that's deeper into wellbeing, across other HR functions, or even beyond. We believe in growing our own talent, and this role is a brilliant place to lay down those foundations.

See Your Progress GrowIllustration
Wellbeing Coordinator
  • Wellbeing Programme Administration
  • Data Entry & Basic Reporting
  • Internal Communications Support
  • Vendor Coordination (Basic)
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Wellbeing Coordinator is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Wellbeing Specialist

    2-3 years (from Coordinator)

    Level 002 (Mid-Level)

    • Programme Ownership: Taking full responsibility for a specific wellbeing pillar (e.g., physical health, financial wellbeing) for a region.
    • Vendor Relationship Management (Day-to-day): Managing regular check-ins and performance for specific vendors.
    • Budget Contribution: Providing input into programme budgets and tracking spend.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, some parts of this job can be a bit repetitive, especially when you're starting out. But what if you could offload some of that grunt work to smart tools? That's where AI comes in. We're not talking about robots taking over, but about using clever tech to free you up for the more interesting, human-focused parts of your role.

In wellbeing, AI isn't just a buzzword; it's a practical helper. It means less time sifting through data or drafting generic emails, and more time actually helping employees and making sure our programmes are top-notch. You'll be using these tools to make your day-to-day work smoother and more impactful.

Automated Query Responses

Imagine an AI assistant that can answer 70% of common employee questions about our wellbeing benefits. You'd feed it our FAQs and policy documents, and it learns to provide instant, accurate replies. This means you spend less time on repetitive questions and more time on complex or sensitive cases that really need your human touch.

Intelligent Research Summaries

Need to quickly understand the latest research on, say, 'sleep hygiene for shift workers'? Use an AI research tool. You'll give it a topic, and it'll scour academic papers and industry reports, then give you a concise summary of the key findings in minutes. No more sifting through dozens of articles yourself.

Drafting Communications

Staring at a blank page trying to write an engaging email about an upcoming wellbeing challenge? Use a generative AI tool to get a first draft. You'll give it the key points, the tone you want, and the audience, and it'll whip up something for you to edit. It's a massive time-saver for internal comms.

Basic Report Generation

When you need to pull a quick report on programme participation, AI can help. You'll feed it the raw data, and it can help you generate basic charts or summarise key trends, making it much faster to get insights for your manager. It's about getting the data ready for human interpretation.

Common questions

Common questions

How do you become a Wellbeing Coordinator?

Common routes in include HR Administrator / HR Assistant (1-2 years), Administrative Assistant / Executive Assistant (1-2 years) and Customer Service / Support Role (1-2 years). Times vary with prior experience.

Where can a Wellbeing Coordinator progress to?

This role can lead on to Wellbeing Specialist (2-3 years (from Coordinator)), depending on the skills you build.

What level is a Wellbeing Coordinator in the UK?

This role aligns to RQF Level 2 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for a Wellbeing Coordinator?

Increasingly, AI-Assisted Communication & Content Generation. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows a Wellbeing Coordinator, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 9 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming a Wellbeing Coordinator: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 2

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Human Resources

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll pick up in this role, especially around programme coordination, communication, and employee support, are highly transferable. You could move into other HR specialisms (like Learning & Development or Talent Acquisition), or even into project coordination roles in other departments. The emphasis on human-centred design and data will serve you well across many industries.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.