6 free templates by setting, from corporate to a part-time small-team version, plus FLSA guidance and an honest take on whether a small team needs a dedicated hire. Download as DOCX.
A wellness coordinator job description is harder to write well than it looks, because the role means very different things in different places. In a large corporation it is a strategic program owner; in a gym or senior-living community it is hands-on running classes; in a small office it might be a few hours a month added to someone's existing role. A single generic template serves none of them. This page gives you six templates by setting, plus the honest guidance most templates skip: whether a small team needs a dedicated hire at all.
At FirstHR, we build for the smaller organizations weighing this decision, where an owner or HR lead is figuring out how to staff wellness without overspending. The six templates below cover the general version, corporate, employee and HR-focused, health and wellness for fitness and clinical settings, program management, and a part-time small-team version built around a volunteer committee. Each is ready to use. Fill in the brackets and post, and the guide to writing a job description covers the fundamentals.
TL;DR
A wellness coordinator plans and runs an employee or member wellness program, but the role differs by setting: corporate (strategy and ROI), HR-integrated, fitness or clinical (hands-on), program management, or part-time small-team. Classification runs both ways: exempt for corporate and program roles, non-exempt for fitness and part-time. Closest pay anchor: about $63,000/year (BLS, health education specialists, May 2024). Most small teams need a part-time or committee model, not a full-time hire. Download six templates as DOCX.
What Is a Wellness Coordinator?
A wellness coordinator plans, runs, and grows an organization's wellness program. The work centers on organizing wellness activities and events, promoting them to drive participation, coordinating with vendors and benefits partners, running screenings and campaigns, and tracking and reporting on outcomes. The aim is a healthier, more engaged workforce or community.
Because the federal government does not publish a separate wellness coordinator occupation, the closest official anchor is health education specialists (SOC 21-1091), which covers professionals who develop programs to promote health and wellbeing. The role also appears in federal workplace-health guidance: the CDC workplace health model names a coordinator, council, or committee as a core part of running a program. The most important thing for an employer to recognize is that the role varies sharply by setting, which is why this page is split into six versions.
Wellness Coordinator Duties and Responsibilities
Across settings, wellness coordinator duties cluster into four areas: program planning, engagement and communication, vendors and partners, and tracking and reporting. A strong job description picks the specific responsibilities from each area that match your setting rather than listing every possible task. These are the duties grouped the way the templates use them.
Program planning
Plan wellness events, challenges, and campaigns
Coordinate screenings and health activities
Manage logistics, calendar, and budget
Engagement and communication
Promote programs and drive participation
Maintain wellness communications
Gather employee feedback
Vendors and partners
Coordinate with wellness vendors and brokers
Integrate with benefits and the EAP
Manage contracts and RFPs
Tracking and reporting
Track participation and outcomes
Report results to leadership
Improve programs based on data
The emphasis shifts by setting: a corporate role leans into strategy and ROI, a fitness role into running activities directly, and a part-time role into coordinating a volunteer committee. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your setting and how the role is staffed. The core structure is the same across all six, but each emphasizes the responsibilities, certifications, and classification that fit a specific kind of wellness coordinator. Use this guide to choose the closest fit, then adjust.
General Wellness Coordinator
Universal base
The core version: plan and run wellness programs, coordinate vendors and benefits, and drive participation. Adapt it to any setting.
Corporate Wellness Coordinator
Program strategy and ROI
For a larger company: own program strategy, manage vendors and budget, secure leadership buy-in, and report on participation and impact.
Employee Wellness Coordinator
HR-focused
For an HR team: integrate wellness with benefits and the EAP, handle health data with care, and support engagement and compliance.
Health & Wellness Coordinator
Clinic, fitness, senior living
For a fitness, clinical, or senior-living setting: lead classes and activities, run screenings or fitness testing, with CPR and ACSM or NASM.
Wellness Program Coordinator
Program management
For a program-management role: design and deliver the program end to end, run surveys and RFPs, and report on outcomes and ROI.
Part-Time / Small-Team
Committee and champions
The version generic templates skip: a part-time coordinator or current employee who leads a volunteer committee and wellness champions on a few hours a month.
Match the Template to the Setting
A larger company with a real program: Corporate. An HR team integrating wellness with benefits: Employee / HR-Focused. A gym, clinic, or senior-living community: Health & Wellness. A program-management role: Wellness Program Coordinator. A small team that wants wellness without a full-time hire: Part-Time / Small-Team. Anything else, or a starting point to adapt: General. Classification runs both ways, so set it by the actual duties and pay.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company summary, job summary, key responsibilities, qualifications, the FLSA classification, compensation, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
General, corporate, employee/HR, health & wellness, program, and part-time small-team. All in one DOCX.
Template 1: Wellness Coordinator (General)
The universal base: plan and run wellness programs, coordinate vendors and benefits, and drive participation. Adapt it to any setting.
Wellness Coordinator Job Description (General)
WELLNESS COORDINATOR JOB DESCRIPTION (GENERAL)
Company: __ ([City, State])
Reports to: __ (HR / Operations Manager)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [Exempt or non-exempt; classify by duties and salary]
Compensation: $_____ [salary or hourly]
ABOUT [COMPANY NAME]
[One or two sentences about your organization and why employee wellbeing
matters to you.]
JOB SUMMARY
[Company Name] is hiring a Wellness Coordinator to plan, run, and grow our
employee wellness program. You will organize wellness activities, coordinate
with vendors and benefits, track participation, and help build a healthier,
more engaged workplace.
KEY RESPONSIBILITIES
•Plan and coordinate wellness programs, events, and challenges
•Promote programs and drive employee participation
•Coordinate with vendors, benefits, and health partners
•Track participation and report on outcomes
•Maintain wellness resources and communications
•Support a culture of health and safety
•Gather employee feedback and improve programs
•Manage the wellness budget and logistics
REQUIRED QUALIFICATIONS
•[1-3+] years in wellness, health promotion, HR, or events
•Strong organization, communication, and people skills
•Comfortable promoting programs and engaging employees
•[Bachelor's in health promotion, public health, or related a plus]
•CPR/First Aid or wellness certification a plus
COMPENSATION AND HOW TO APPLY
Compensation: $_____ [salary or hourly + benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Template 2: Corporate Wellness Coordinator
For a larger company: own program strategy, manage vendors and budget, secure leadership buy-in, and report on participation and impact. Usually salaried and exempt.
Corporate Wellness Coordinator Job Description
CORPORATE WELLNESS COORDINATOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (HR / Benefits Manager)
Employment type: Full-time
FLSA status: Exempt (administrative exemption); confirm by duties and salary
Compensation: $_____ base [+ bonus]
JOB SUMMARY
[Company Name] is hiring a Corporate Wellness Coordinator to design and manage
our company-wide wellness program. You will own program strategy, manage vendors
and budget, secure leadership buy-in, and measure participation and impact across
the organization.
KEY RESPONSIBILITIES
•Design and run the company-wide wellness program
•Manage wellness vendors, contracts, and budget
•Secure leadership buy-in and align with company goals
•Drive participation across sites and teams
•Track KPIs: participation, engagement, and outcomes
•Coordinate biometric screenings and health campaigns
•Integrate wellness with benefits and total rewards
•Report results and recommend improvements
REQUIRED QUALIFICATIONS
•[3-5+] years in corporate wellness or health promotion
•Experience managing programs, vendors, and budgets
•Strong data, communication, and stakeholder skills
•Bachelor's in health promotion, public health, or related
•Certification such as CHES, ACSM, or NASM a plus
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base [+ bonus / benefits]
To apply, email __ with your resume.
[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.
For a fitness, clinical, or senior-living setting: lead classes and activities, run screenings or fitness testing, with CPR required and ACSM or NASM a plus. Often non-exempt and hourly.
The version generic templates skip: a part-time coordinator or current employee who leads a volunteer committee and wellness champions on a few hours a month. Built for a small team that wants wellness without a full-time hire.
Employment type: [ ] Part-time [ ] Added to an existing role
FLSA status: Non-exempt (hourly) unless added to an exempt role
Hours: [5-20] hours per month
Compensation: $_____ [hourly or stipend]
JOB SUMMARY
We are a small team that wants to support employee wellbeing without a full-time
hire. This is a part-time role, or a set of duties added to a current role, for
someone to coordinate simple wellness activities, organize a volunteer wellness
committee, and keep the program running on a few hours a month.
KEY RESPONSIBILITIES
•Coordinate simple, low-cost wellness activities and challenges
•Organize and support a volunteer wellness committee
•Recruit and support wellness champions across the team
•Promote activities and encourage participation
•Coordinate with any outside wellness vendor or broker
•Gather feedback and keep activities fresh
•Keep wellness communications going
•Track simple participation and report to leadership
WHAT WE ARE LOOKING FOR
•Organized, friendly, and good at rallying people
•Able to run a light program in [5-20] hours per month
•Comfortable working with a volunteer committee
•No certification required; enthusiasm matters most
•[Current employee who wants to take this on is welcome]
THE COMMITTEE / CHAMPION MODEL (why this works for a small team)
Most small organizations do not need, and cannot afford, a dedicated full-time
wellness coordinator. A practical model is a part-time coordinator or a current
employee who leads a volunteer wellness committee and a few wellness champions.
This spreads the work, keeps costs low, and still drives participation.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ [hourly or monthly stipend]
Hours: [5-20] per month
To apply, [talk to / email] __.
[Company Name] is an equal opportunity employer.
Qualifications and Certifications
Required qualifications depend heavily on the setting, and over-requiring credentials is a common mistake that shrinks your candidate pool. Here is how the main certifications map to the different versions of the role.
Setting
Typical qualifications
Corporate / general
Bachelor's in health promotion or public health common; CHES preferred, not always required
Fitness / clinical / senior living
CPR and First Aid usually required; ACSM or NASM a strong plus or required
Employee / HR-focused
HR or benefits knowledge; organization and communication over clinical credentials
Program management
Project management and program skills; wellness or public health background a plus
Part-time / small-team
No certification needed; enthusiasm and organization matter most
List certifications as preferred rather than required wherever the setting allows, and reserve hard requirements (like CPR for a fitness role) for cases where they genuinely matter. This widens your pool for what is often a hard-to-fill role.
Pay and FLSA Classification
Wellness coordinator classification runs both ways depending on the setting, which makes getting it right more important than for most coordinator roles.
Exempt or Non-Exempt Depends on the Role
Corporate and program-management wellness coordinators who exercise independent judgment on program strategy, vendors, and budget, and are paid on a salary basis above the federal threshold, generally qualify for the administrative exemption and are exempt. Fitness, community, and part-time wellness coordinators that are hands-on, hourly, and focused on running activities are usually non-exempt and entitled to overtime. Review DOL Fact Sheet 17C on the administrative exemption, and classify by the real duties and pay, not the title. This is general information, not legal advice.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the tests in plain terms. For a small organization, the part-time version is almost always non-exempt and hourly; confirm with an employment advisor when a role sits near the line.
Wellness Coordinator Pay
Wellness coordinator pay varies by setting and seniority. Anchor your range to the closest federal occupation, then adjust for your setting and whether the role is full-time or part-time.
Median Near $63,000 a Year (BLS)
The closest federal occupation, health education specialists, had a median annual wage of $63,000 in May 2024, with the lowest 10 percent under $42,210 and the highest 10 percent over $112,900 (U.S. Bureau of Labor Statistics). National compensation surveys tracking the wellness coordinator title specifically report averages in the low-to-mid $50,000s, with a typical range from the low $40,000s to around $80,000, varying by setting.
Setting drives the spread: corporate and insurance roles pay at the higher end, healthcare and senior living in the middle, and fitness, gym, and community roles at the lower end, sometimes around $20 to $23 an hour. Set your range to your industry and setting, and remember that a part-time role is priced hourly or as a stipend rather than as a full salary.
Does a Small Team Need a Wellness Coordinator?
This is the question generic templates never ask, and the most important one for a smaller organization. The wellness coordinator role grew up in large employers, and for a small team the honest answer is usually that you do not need a dedicated full-time one. Here is how to think about it.
Most small businesses cannot justify a full-time wellness coordinator
Here is the honest starting point. A dedicated wellness coordinator is a role that grew up in large corporations, hospitals, insurers, and universities, where headcount and program scale justify a full-time hire. Research on workplace health promotion is direct about this: many small businesses cannot afford a staff person dedicated to wellness, and comprehensive wellness programs are far more common at large employers than small ones. A company of 5 to 50 people almost never needs a full-time wellness coordinator. That does not mean skipping wellness; it means right-sizing how you staff it. The part-time and small-team template above is written for exactly this, a few hours a month, often added to a current role, rather than a full-time hire you do not need.
A volunteer committee and wellness champions usually beat a dedicated hire
The federal workplace-health guidance points small employers toward a practical model: identify a coordinator, council, or committee to oversee the program, and build a network of wellness champions, employees who model and promote healthy habits. For a small team, this distributed approach works better than a single dedicated hire. One person, often a current employee or a part-timer, coordinates, while a volunteer committee shares the load and champions keep momentum going across the team. It costs little, spreads ownership, and still drives participation. The part-time template is built around this committee-and-champion model rather than a full-time job that a small organization would struggle to fill or fund.
However you staff it, the offer, classification, and onboarding still need handling
Whether you hire a part-time coordinator, add the duties to a current role, or eventually bring on a full-time one, the people side is the same: a clear job description, an offer with the correct FLSA classification, the I-9 and tax forms, and a structured onboarding so the person can actually run the program. The classification matters here because wellness coordinator roles run both ways: corporate and program-management versions are often salaried and exempt, while fitness, community, and part-time versions are usually hourly and non-exempt. FirstHR fits this for a small organization: e-signature for the offer, document management for wellness policies and program records, task workflows for onboarding, and training modules to get the coordinator up to speed. To be clear about scope, FirstHR is an onboarding and HR platform, not a benefits administration or payroll system, so pair it with those providers. Applicant tracking is coming soon to FirstHR.
From Hiring to Onboarding
However you staff wellness, whether a part-time coordinator, duties added to a current role, or a full-time hire, the job description is step one. Once someone takes the role, the same document becomes the basis for the offer and onboarding, and getting the classification right matters here because the role runs both exempt and non-exempt depending on the setting.
Send the offer
Confirm the role, pay, schedule, and the correct FLSA classification in writing. An offer letter template makes this fast, whether full-time or part-time.
Onboard the role
Give the coordinator a structured start: program goals, budget, vendor contacts, and the wellness committee or champions they will work with.
Set privacy expectations
If the role touches employee health information, set confidentiality expectations and cover any privacy and accommodation rules that apply.
Store program records
Keep wellness policies, vendor contracts, and participation records organized and easy to hand off as the program grows.
Once your offer is ready, the offer letter template handles the next step, an onboarding template gives the new coordinator a structured start, and an employee handbook template covers the policies a wellness program touches. For related HR roles, the HR coordinator and HR generalist templates cover adjacent hires, since wellness often sits within HR at a smaller organization. FirstHR connects the offer, paperwork, e-signatures, policy records, and the onboarding workflow in one place. FirstHR is an onboarding and HR platform, not a benefits administration or payroll tool, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A wellness coordinator plans and runs an employee or member wellness program, but the role differs sharply by setting: corporate, HR, fitness or clinical, program management, or part-time.
Classification runs both ways: corporate and program roles are often exempt and salaried, while fitness, community, and part-time roles are usually non-exempt and hourly.
Most small teams do not need a dedicated full-time wellness coordinator; a part-time role or a volunteer committee with wellness champions usually fits better.
Federal workplace-health guidance points small employers toward a coordinator, council, or committee plus a champion network rather than a full-time hire.
The closest pay anchor, health education specialists, had a median near $63,000 a year in May 2024, but the wellness coordinator title spans a wide range by setting.
Match certifications to the setting: CHES for corporate, CPR and ACSM or NASM for fitness, and none required for a part-time small-team role.
Frequently Asked Questions
What does a wellness coordinator do?
A wellness coordinator plans, runs, and grows an organization's employee or member wellness program. Day to day, that means organizing wellness activities, events, and challenges, promoting them to drive participation, coordinating with vendors and benefits partners, running screenings or health campaigns, tracking participation, and reporting on outcomes. The specifics vary by setting: a corporate wellness coordinator focuses on company-wide program strategy, vendor management, and ROI; an employee wellness coordinator in HR integrates wellness with benefits and engagement; a health and wellness coordinator in a fitness, clinical, or senior-living setting leads classes and activities directly; and a wellness program coordinator focuses on program design, surveys, and reporting. Across all of them, the goal is the same: build a healthier, more engaged population through well-run programs.
Does a small business need a wellness coordinator?
Usually not as a dedicated full-time hire. The wellness coordinator role developed in large corporations, hospitals, insurers, and universities, where program scale justifies dedicated staff. Research on workplace health promotion is direct that many small businesses cannot afford a staff person dedicated to wellness, and comprehensive programs are far more common at large employers than small ones. For a company of 5 to 50 people, the practical approach is to right-size it: a part-time coordinator, the duties added to a current role, or a volunteer wellness committee with a few wellness champions. Federal workplace-health guidance specifically points small employers toward identifying a coordinator, council, or committee and building a champion network rather than a full-time hire. The part-time and small-team template on this page is built for exactly this, so you can support wellbeing without overstaffing it.
Is a wellness coordinator exempt or non-exempt under the FLSA?
It depends on the role and setting, and both are common. Corporate and program-management wellness coordinator roles that involve independent judgment, program strategy, vendor and budget management, and are paid on a salary basis above the federal threshold generally qualify for the administrative exemption and are exempt. Fitness, community, and part-time wellness coordinator roles that are more hands-on, hourly, and focused on running activities rather than managing strategy are usually non-exempt and entitled to overtime. The title alone does not decide it; the actual duties and how the person is paid do. For a small organization, the part-time version is almost always non-exempt and hourly. Classify by the real work and pay, and confirm with an advisor when a role sits near the line. This is general information, not legal advice.
How much does a wellness coordinator make?
Pay varies by setting and seniority. Because the federal government does not publish a separate wellness coordinator occupation, the closest official anchor is health education specialists, which had a median annual wage of about 63,000 dollars in May 2024, with the lowest 10 percent under 42,210 dollars and the highest 10 percent over 112,900 dollars. National compensation surveys that track the wellness coordinator title specifically report averages in the low-to-mid 50,000s, roughly 50,000 to 63,000 dollars a year, with a typical range from the low 40,000s to around 80,000 dollars. Setting matters: corporate and insurance roles pay at the higher end, healthcare and senior living in the middle, and fitness, gym, and community roles at the lower end, sometimes around 20 to 23 dollars an hour. Set your range to your industry, setting, and whether the role is full-time or part-time.
What certifications does a wellness coordinator need?
It depends on the setting, and few are universally required. For a general or corporate wellness coordinator, a bachelor's in health promotion, public health, or a related field is common but not always required, and the Certified Health Education Specialist (CHES) credential is the most recognized. For a health and wellness coordinator in a fitness or clinical setting, CPR and First Aid certification is typically required, and a fitness certification such as those from ACSM or NASM is a strong plus or sometimes required. For an employee or program coordinator focused on HR and program management, the emphasis is more on organization, communication, and program skills than clinical credentials. For a part-time or small-team coordinator, no certification is usually needed; enthusiasm and organization matter most. List certifications as preferred rather than required where you can, since requiring them narrows your candidate pool.
What is the committee or wellness champion model?
It is the practical alternative to a dedicated wellness coordinator that works well for small organizations. Rather than hiring one full-time person to own wellness, you identify a coordinator, council, or committee to oversee the program and build a network of wellness champions, employees who volunteer to model and promote healthy habits across their teams. This distributed approach is recommended in federal workplace-health guidance and spreads the work across volunteers instead of concentrating it in one expensive hire. For a small team, a part-time coordinator or a current employee who leads the committee, supported by a few champions, can run a real wellness program on a few hours a month. The part-time and small-team template on this page is built around this model, which is why it includes committee and champion responsibilities rather than the full-time program-ownership of the corporate version.
What is the difference between a wellness coordinator and a benefits coordinator?
They are related but distinct, and they often work together. A wellness coordinator focuses on programs that promote employee health and wellbeing: activities, challenges, screenings, fitness, and a culture of health. A benefits coordinator focuses on administering employee benefits: health insurance, retirement plans, leave, and enrollment. Wellness is about engagement and healthy behavior; benefits is about the compensation and insurance package. In larger organizations these are separate roles, sometimes both reporting into HR, and the wellness coordinator may integrate programs with the benefits the benefits coordinator administers. In a smaller organization, one person, often in HR, may cover both. If you are hiring, decide which emphasis you actually need; if it is mostly insurance and enrollment administration, you want a benefits coordinator, and if it is mostly health programs and engagement, you want a wellness coordinator.
What should a wellness coordinator job description include?
A strong wellness coordinator job description starts by naming the setting and scope, since the role differs sharply between a corporate program, an HR-integrated role, a fitness or clinical setting, and a part-time small-team version. Include a job summary and group responsibilities into program planning, engagement and communication, vendors and partners, and tracking and reporting. State the qualifications, with certifications like CHES, ACSM, NASM, or CPR listed as preferred or required depending on the setting. Be clear about the FLSA classification, which is often exempt for corporate and program roles but non-exempt for fitness, community, and part-time ones, and give an honest pay range, since a growing number of states require one. For a small organization, the most useful addition that generic templates skip is honesty about whether you need a dedicated hire or a part-time committee-based approach. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
