Social Media Coordinator Job Description Templates
6 templates for small businesses, restaurants, e-commerce, and nonprofits. Download as DOCX.
Hiring a social media coordinator sounds straightforward until you hit two questions every generic template skips: what should you actually pay, and is the role exempt from overtime? Both trip up employers, because the headline salary figure online is misleadingly high for this level, and coordinator roles are frequently non-exempt. Get either wrong and you either overpay, set the wrong expectations, or create an overtime problem.
At FirstHR, we build templates for the small businesses making these hires, the cafes, boutiques, online brands, and nonprofits bringing on their first marketer. The six templates below cover the role by setting, each with realistic pay and FLSA guidance built in. Fill in the brackets and post, and the guide to writing a job description covers the fundamentals.
TL;DR
Six free social media coordinator templates: Standard, Small Business (First Hire), Restaurant, E-commerce/DTC, Nonprofit, and Junior. Two things competitors skip, both built in: a realistic pay range (the BLS group figure of $69,780 overstates the coordinator level; market is closer to the high-$40Ks to mid-$50Ks, often $15-25/hr part-time at a small business) and an FLSA note (coordinator roles are often non-exempt).
What Is a Social Media Coordinator?
A social media coordinator runs the day-to-day of a company's social presence: planning and posting content, managing the community, and reporting on what works. The role has no dedicated federal job code and is grouped by BLS under public relations specialists (SOC 27-3031), though in practice it overlaps with marketing and digital roles.
For the employer writing the posting, the key fact is that the role looks different by setting. At a large company it is a junior seat on a social team; at a small business it is often the first and only marketing hire, owning everything. The six templates split by setting so the description matches your reality.
Social Media Coordinator vs Manager
Before you write the posting, make sure coordinator is the right title. Coordinator and manager are different roles at different pay levels, and mixing them up leads to mismatched expectations and budget.
Manager: More often exempt, if duties and salary qualify
If you need someone to set strategy and own the channels, that is a manager. If you need someone to run the daily posting, scheduling, and engagement within a plan, coordinator is the right title, and usually the right budget. A social media manager is a more senior, separate role.
Social Media Coordinator Duties and Responsibilities
The duties cluster into four areas: content and publishing, community management, analytics and reporting, and creative and trends. The emphasis shifts by setting, more on-site video for a restaurant, more product and conversion focus for e-commerce, but these areas hold across nearly every version of the role.
Content and publishing
Maintain the content calendar
Create, schedule, and publish posts
Keep brand voice consistent
Community management
Respond to comments and messages
Monitor and respond to reviews
Engage followers and partners
Analytics and reporting
Track engagement, reach, and growth
Report on what is working
Support paid social campaigns
Creative and trends
Create simple photo and video content
Track trends and new formats
Coordinate with design and marketing
A strong posting grounds these in your specifics: your platforms, your brand voice, and your goals. For a structured way to scope any role before posting, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your business and how the role works. Use this guide to choose the closest fit, then adjust the platforms, pay, and duties to match.
Standard
Any business
The general-purpose version: content calendar, posting, community management, and reporting across platforms.
Small Business (First Hire)
Owner-led, first marketing hire
For a 5-20 person business making its first marketing hire: a hands-on, jack-of-all-trades role reporting to the owner.
Restaurant / Hospitality
Restaurants, cafes, fitness
Built around on-site food and drink content, reels, local engagement, and online reputation.
E-commerce / DTC
Online retail, DTC brands
Product content, UGC and influencer coordination, shoppable posts, and tracking social-to-sales.
Nonprofit
Small nonprofits
Mission storytelling, donor and volunteer engagement, and fundraising support, sometimes part-time.
Junior / Entry-Level
First hire into the field
Lower requirements with an emphasis on learning: supporting the team under supervision.
Match the Template to Your Setting
First marketing hire at a small business: Small Business. Restaurant, cafe, bar, or fitness studio: Restaurant. Online store or DTC brand: E-commerce. Mission-driven organization: Nonprofit. Hiring a trainee: Junior. Otherwise, start with Standard. Set the pay from coordinator-level market data, and classify the role under the FLSA before posting.
6 Free Social Media Coordinator Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and role summary, key responsibilities, required and preferred qualifications, pay and FLSA details, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Templates
Standard, small business, restaurant, e-commerce, nonprofit, and junior. All in one DOCX.
Template 1: Standard Social Media Coordinator
The general-purpose version: content calendar, posting, community management, and reporting across platforms.
Standard Social Media Coordinator Job Description
SOCIAL MEDIA COORDINATOR JOB DESCRIPTION
Company: __ ([City, State] / Remote)
Department: Marketing
Reports to: [Marketing Manager / Owner]
Employment type: [Full-time / Part-time]
FLSA status: [Confirm by duties and salary; coordinator roles are often non-exempt]
Salary range: $_ - $_ [per year / per hour]
ABOUT [COMPANY NAME]
[One or two sentences: what your company does, your brand, and your
audience.]
POSITION SUMMARY
[Company Name] is looking for a Social Media Coordinator to plan,
create, and publish content across our social channels, engage our
community, and report on what is working. You will own the day-to-day
of our social presence and help grow our audience.
KEY RESPONSIBILITIES
•Maintain the content calendar across platforms
•Create, schedule, and publish posts ([Instagram, TikTok, Facebook,
LinkedIn, X, Pinterest, YouTube])
•Respond to comments and messages (community management)
•Track and report on key metrics (engagement, reach, follower growth)
•Support paid social campaigns
•Track trends and suggest new content ideas
•Coordinate with marketing, design, and other teams
REQUIRED QUALIFICATIONS
•[1-2] years managing social media accounts (internships count)
•Hands-on knowledge of major platforms
•Strong writing and basic design skills
•Familiarity with scheduling and analytics tools
•Organized, detail-oriented, and deadline-driven
PREFERRED QUALIFICATIONS
•[Bachelor's in marketing, communications, or equivalent experience]
•Basic photo/video editing
•Experience with paid social
COMPENSATION AND HOW TO APPLY
Salary range: $_ - $_ [+ benefits]
To apply, email __ with your resume and links to
accounts you have managed.
[Company Name] is an equal opportunity employer.
Template 2: Small Business (First Marketing Hire)
For a 5-20 person business making its first marketing hire: a hands-on, jack-of-all-trades role reporting to the owner.
Small Business Social Media Coordinator (First Marketing Hire)
SOCIAL MEDIA COORDINATOR JOB DESCRIPTION (SMALL BUSINESS)
Company: __ ([City, State])
Reports to: [Owner / Operations Lead]
Employment type: [Part-time / Full-time]
FLSA status: [Often non-exempt at this level; confirm by duties and pay]
Pay range: $_ - $_ [per hour / per year]
ABOUT US
[Company Name] is a [type of business] in [location]. This is our first
dedicated marketing hire, so you will own our social presence end to end
and work directly with the owner.
POSITION SUMMARY
We are looking for a hands-on Social Media Coordinator to run our social
channels day to day: planning content, posting, replying to our
community, and telling us what is working. You will wear several hats and
help shape how we show up online.
KEY RESPONSIBILITIES
•Plan and post content across [Instagram, Facebook, TikTok]
•Take or source simple photos and short videos
•Reply to comments, messages, and reviews
•Write captions and basic email/newsletter content
•Track simple metrics and report to the owner
•Suggest promotions and seasonal campaigns
•Keep our brand voice consistent
REQUIRED QUALIFICATIONS
•Real experience running social accounts (personal, freelance,
internship, or for another small business)
•Comfortable creating simple content on a phone
•Self-directed and reliable with little oversight
•Good writing and an eye for our brand
PREFERRED QUALIFICATIONS
•Basic Canva or photo/video editing
•Local knowledge of [your area / community]
COMPENSATION AND HOW TO APPLY
Pay range: $_ - $_
To apply, email __ with examples of accounts or
content you have created.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
Social Media Coordinator Skills and Qualifications
Most coordinator roles weigh demonstrated platform and content skills, and a portfolio of real accounts, alongside a typical but increasingly optional degree. List what is truly required separately from what is preferred, and always ask for examples.
Type
What to look for
Platforms
Hands-on with Instagram, TikTok, Facebook, LinkedIn, etc.
Content
Writing, simple photo/video, and a design tool like Canva
Tools
Scheduling and analytics tools; basic reporting
Education
Bachelor's in marketing/communications (typical, often optional)
Evidence
Links to accounts or content the candidate has run
The role is increasingly skills-based, so weigh a real portfolio over a specific degree, and keep the language neutral and job-related, since the EEOC prohibits job advertisements that show a preference based on protected characteristics. For a fuller framework, the SHRM guide to writing a job description covers the standard sections.
Social Media Coordinator Salary
This is where most templates mislead employers, because the obvious BLS figure is much higher than what the coordinator level actually pays.
Read the Pay Data Carefully
Because there is no dedicated code, BLS groups the role under public relations specialists, whose median annual wage was $69,780 in May 2024 (U.S. Bureau of Labor Statistics). That group blends in senior PR roles, so it overstates the coordinator level. Market data for the specific title is lower, commonly in the high-$40,000s to mid-$50,000s a year, and at a small business the role is often part-time and hourly, frequently $15 to $25 per hour.
Use the BLS group number as a ceiling reference, not your target. Set your actual range from current market data for the coordinator title in your area and your employment type, and state clearly in the posting whether the role is salaried or hourly and full- or part-time. The occupation overall is growing: BLS projects employment of public relations specialists to grow about 5 percent from 2024 to 2034, faster than average, driven in part by social media.
Is a Social Media Coordinator Exempt or Non-Exempt?
This is the second thing employers get wrong, and it carries real cost: most coordinator roles are non-exempt, but employers often label them exempt by default.
Coordinator Roles Are Often Non-Exempt
The administrative exemption requires that the primary duty involve the exercise of discretion and independent judgment on significant matters. A coordinator who mainly schedules posts, publishes content, and moderates comments within an existing plan generally does not meet that bar. The role must also be paid on a salary basis of at least $684 per week ($35,568 per year) to be exempt, and many coordinator roles, especially hourly or part-time, fall below it. So the typical and safer classification is non-exempt, with overtime for hours over 40. Review DOL Fact Sheet 17A and classify by the actual duties.
Default to non-exempt when the work is routine execution, and reserve exempt status for genuinely senior, discretion-heavy roles. For the underlying rules, the exempt vs non-exempt guide and the Fair Labor Standards Act guide explain the tests. This is general information, not legal advice; confirm with an employment attorney, since some states set a higher salary floor than the federal level.
Hiring Your First Social Media Coordinator
For many small businesses, the social media coordinator is the first dedicated marketing hire, made by an owner or operations lead directly. That means the two things above, realistic pay and the right FLSA classification, plus a third, careful account access, all land on you. Here is how to handle them.
The BLS number is much higher than the real coordinator rate, so do not anchor on it alone
There is no dedicated federal wage code for social media coordinator, so the role is grouped under public relations specialists, which had a median of $69,780 in May 2024. That figure is genuinely useful as a ceiling reference, but it sits well above what the coordinator level actually pays, because the group blends in senior PR specialists. Market data for the specific title lands far lower, commonly in the high-$40,000s to mid-$50,000s annually, and at a small business the role is frequently part-time and hourly, often in the $15 to $25 per hour range. If you post a range built on the $69,780 figure, you will either overpay relative to the market or attract candidates expecting a senior salary. So treat the BLS group number as context, set your actual range from current market data for the coordinator title in your area and your employment type, and be clear in the posting about whether the role is salaried or hourly and full- or part-time.
Coordinator roles are often non-exempt, and classifying one as exempt by default is a common mistake
Whether a social media coordinator is exempt from overtime depends on the actual duties and the salary, and at this level the role frequently does not qualify for exemption. The administrative exemption requires that the primary duty involve the exercise of discretion and independent judgment on significant matters, and a coordinator who mainly schedules posts, publishes content, and moderates comments within an existing plan usually does not meet that bar. On top of that, the role must be paid on a salary basis of at least $684 per week ($35,568 per year) to be exempt, and many coordinator roles, especially hourly and part-time ones, fall below it. The practical result is that most coordinator positions should be classified as non-exempt and paid overtime for hours over 40 in a week. Employers who label the role exempt by default to avoid tracking hours create real back-pay exposure. Look at the genuine duties and the pay, default to non-exempt when the work is routine, and confirm with counsel, since some states set a higher salary floor than the federal level.
After the hire, a first marketer needs account access, brand guidance, and a clear first 90 days
Onboarding a social media coordinator, often a small business's first marketing hire, is mostly about access and direction, and a repeatable process keeps it clean when you are running HR on the side. Before day one, send the offer letter with the right FLSA classification and pay, collect the signed offer, and complete the I-9 and tax forms. Then grant access carefully: this person will hold the keys to your social accounts, so use a password manager and your platforms' built-in access controls rather than sharing raw logins, and document who has access to what. Give them your brand guidelines, tone of voice, and any content do's and don'ts, set clear expectations for posting cadence and approvals, and lay out a first-90-days plan so they know what good looks like. FirstHR fits this neatly: e-signature for the offer letter and policy acknowledgments, document management to store the signed offer and brand and social-media policies, onboarding workflows and an AI onboarding wizard for the first weeks, and training assignments for tone and tools, with an HRIS and org chart placing the coordinator under the owner or marketing lead. The flat monthly price helps when you are adding just one role. FirstHR does not run payroll or administer benefits, so pair it with your payroll and benefits providers. Applicant tracking is coming soon to FirstHR.
After You Hire: Onboarding a Social Media Coordinator
Once the offer is accepted, onboarding is mostly about access and direction. Start with the basics before day one: send the offer letter stating the FLSA classification and pay, collect the signed offer, and complete Form I-9 and tax forms as part of the new hire paperwork.
FirstHR fits this neatly: e-signature for the offer letter and policy acknowledgments, document management to store the signed offer and your brand and social-media policies, onboarding workflows and an AI onboarding wizard for the first weeks, training assignments for tone and tools, and an HRIS with an org chart placing the coordinator under the owner or marketing lead, all at a flat monthly price that suits adding a single role. FirstHR does not run payroll or administer benefits, so connect your payroll and benefits providers for those functions. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A social media coordinator runs the day-to-day: content calendar, posting, community management, and reporting, often as a small business's first marketing hire.
Coordinator and manager are different roles: coordinator executes within a plan, manager sets strategy and owns the channels.
Pay carefully: the BLS group figure of $69,780 (public relations specialists, May 2024) overstates the coordinator level, which is closer to the high-$40Ks to mid-$50Ks, often $15-25/hr part-time at a small business.
Coordinator roles are often non-exempt and owed overtime; classifying as exempt by default is a common, costly mistake.
The role is increasingly skills-based: weigh a real portfolio of accounts over a specific degree.
Handle social account access carefully at onboarding, using access controls and a password manager rather than shared logins.
Frequently Asked Questions
What does a social media coordinator do?
A social media coordinator runs the day-to-day of a company's social media presence. The core work is maintaining the content calendar, creating and scheduling posts across platforms like Instagram, TikTok, Facebook, LinkedIn, and Pinterest, managing the community by responding to comments and messages, and tracking metrics like engagement, reach, and follower growth to report on what is working. They often support paid campaigns, watch for trends, and coordinate with marketing and design. At a larger company, the coordinator is a junior member of a social team working under a manager. At a small business, the coordinator is frequently the first and only marketing hire, a jack-of-all-trades who owns the entire social presence and reports directly to the owner. The templates on this page split by setting, including small business, restaurant, e-commerce, and nonprofit versions, so the description matches how the role actually works in your business.
What is the difference between a social media coordinator and a social media manager?
The difference is scope and seniority. A social media coordinator focuses on execution: posting, scheduling, replying to the community, and routine reporting, usually within a plan someone else set, and typically at an entry-to-mid level (0 to 3 years). A social media manager focuses on strategy: setting the plan, owning the channels and budget, and often directing other people, usually at a mid-to-senior level (3 or more years). In a small business the line blurs, and one person may do both, but the title you advertise should match the work and the pay. The distinction also matters for overtime classification: a coordinator doing routine execution is often non-exempt and owed overtime, while a manager exercising real discretion and meeting the salary threshold is more likely exempt. If you need someone to own strategy, hire a manager; if you need someone to run the daily posting and engagement, a coordinator is the right title and the right budget.
How much does a social media coordinator make?
It depends on the source, and there is an important gap to understand. The Bureau of Labor Statistics does not have a dedicated wage code for social media coordinator, so it groups the role under public relations specialists, which had a median annual wage of $69,780 in May 2024. That number is higher than what the coordinator title actually pays, because the group includes more senior PR roles. Market data for the specific title of social media coordinator lands lower, commonly in the high-$40,000s to mid-$50,000s a year, and at a small business the role is often part-time and hourly, frequently in the $15 to $25 per hour range. The practical takeaway: use the BLS figure as a ceiling reference, but set your actual range from current market data for the coordinator title in your area and your employment type, and state clearly whether the role is salaried or hourly and full- or part-time. Posting a range built on the broad BLS number risks setting unrealistic expectations.
Is a social media coordinator exempt or non-exempt under the FLSA?
Most coordinator-level roles are non-exempt, meaning they are owed overtime, though it depends on the actual duties and the salary. The administrative exemption, the one usually considered for this role, requires that the employee's primary duty involve the exercise of discretion and independent judgment on significant matters. A coordinator who mainly schedules posts, publishes content, and moderates comments within an existing plan generally does not meet that standard. The role must also be paid on a salary basis of at least $684 per week ($35,568 per year) to qualify, and many coordinator roles, especially hourly or part-time ones, fall below that threshold. So the typical and safer classification is non-exempt, with overtime paid for hours over 40 in a week. Labeling the role exempt by default to avoid tracking hours is a common mistake that creates back-pay risk. Review the actual duties and pay, default to non-exempt when the work is routine, and confirm with an employment attorney, since some states apply a higher salary floor than the federal level. This is general information, not legal advice.
What should a social media coordinator job description include?
A strong social media coordinator job description includes a short company and role summary, the core responsibilities, the required and preferred qualifications, the pay and employment details, and a clear way to apply that asks for examples of work. For responsibilities, focus on the real day-to-day: the content calendar, creating and scheduling posts across your platforms, community management, basic analytics and reporting, and any platform-specific or industry-specific work. Two things most templates skip but that matter: state the FLSA classification thoughtfully, since coordinator roles are often non-exempt, and set a realistic pay range based on the coordinator-level market rather than the broad BLS group figure. Name your platforms, your brand, and whether the role is full- or part-time and salaried or hourly, and ask for links to accounts or content the candidate has created. The templates on this page give you a setting-matched, fill-in-the-blank starting point with the salary and FLSA guidance built in.
Do I need to hire a full-time social media coordinator?
Not necessarily, and many small businesses do not. Plenty of small businesses run a strong social presence with a part-time or hourly coordinator, especially when they are making their first marketing hire and want to test the role before committing to full-time. Part-time is common in restaurants, boutiques, fitness studios, and nonprofits, where the work scales with seasons and campaigns. Some small businesses also outsource social entirely to a freelancer or agency rather than hiring in-house, which can make sense when the volume is low or the budget is tight. The right answer depends on how much content you need, how much community engagement your audience expects, and whether you want the institutional knowledge and brand consistency that come with an in-house hire. If you do hire in-house, the small business template on this page is written for exactly that situation: an owner making a first, hands-on marketing hire, often part-time.
What skills should a social media coordinator have?
The most important skills are platform knowledge, content creation, community management, and basic analytics. A good coordinator knows how the major platforms work and differ, can create or source simple photos and short videos, writes clear and on-brand captions, responds well to a community, and can read basic metrics to report on what is working. Familiarity with scheduling tools and a design tool like Canva is common and useful, and basic photo or video editing is increasingly expected. A bachelor's in marketing or communications is typical but, increasingly, not required: the role is often skills-based, and a strong portfolio of accounts the candidate has actually run, including personal, freelance, or internship work, can matter more than a degree. For entry-level hires, prioritize a willingness to learn and a genuine feel for your brand and audience over years of experience. Keep the requirements job-related and ask for real examples of work.
What happens after I hire a social media coordinator?
After the offer is accepted, onboarding a coordinator is mostly about access, brand direction, and clear expectations, and it pays to make the process repeatable, especially if this is your first marketing hire and you are handling HR yourself. Before day one, send the offer letter stating the FLSA classification and pay, collect the signed offer, and complete Form I-9 and tax forms. Then handle account access carefully, since this person will hold the keys to your social accounts: use your platforms' access controls and a password manager rather than sharing raw logins, and document who can access what. Give them your brand guidelines, tone of voice, and content do's and don'ts, set expectations for posting cadence and approvals, and lay out a clear first-90-days plan. FirstHR supports this: e-signature for the offer letter and policy acknowledgments, document management for the signed offer and your brand and social-media policies, onboarding workflows and an AI onboarding wizard, and training assignments for tone and tools, with an HRIS and org chart placing the coordinator under the owner or marketing lead. FirstHR does not run payroll or administer benefits, so connect those providers separately. Applicant tracking is coming soon to FirstHR.
