HR Coordinator Salary at Principal Technical Services Inc BETA

How much does a Principal Technical Services Inc HR Coordinator make?

As of December 2024, the average annual salary for a HR Coordinator at Principal Technical Services Inc is $77,670, which translates to approximately $37 per hour. Salaries for HR Coordinator at Principal Technical Services Inc typically range from $70,843 to $84,707, reflecting the diverse roles within the company.

It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

Principal Technical Services Inc Overview

Website:
ptsadvance.com
Size:
100 - 200 Employees
Revenue:
$50M - $200M
Industry:
Business Services

PTS Advance is the largest specialist provider of technical talent to the United States' petrochemical industry with a growing service offering in Power & Renewables, Life Sciences, Construction & Infrastructure, and Manufacturing industries. PTS Advance helps businesses source qualified candidates so they can spend more time focusing on completing successful projects - and less time worrying about their staffing needs. With 70 years combined experience, PTS Advance provides a full range of staffing solutions, including Contract, Direct, and Project Hire; Payroll & Transition Services; and innovative solutions (Hiring Manager Portal & Private Talent Pool).

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What Skills Does a person Need at Principal Technical Services Inc?

At Principal Technical Services Inc, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

  1. Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
  2. Employee Relations: Establishing and managing all interactions with employees to achieve the goals of the organization.
  3. HRIS: HRIS is a management system designed specifically to provide managers with information to make HR decisions. Is a system that lets you keep track of all your employees and information about them.
  4. Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
  5. Microsoft Office: Microsoft Office is a suite of desktop productivity applications that is designed by Microsoft for business use. You can create documents containing text and images, work with data in spreadsheets and databases, create presentations and posters.

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Check more jobs information at Principal Technical Services Inc

Job Title Average Principal Technical Services Inc Salary Hourly Rate
2 Accounts Payable $50,424 $24
3 Administrative Assistant $54,153 $26
4 Business Development Director $208,146 $100
5 CAD Designer $62,815 $30
6 Construction Coordinator $57,064 $27
7 Contractor $101,637 $49
8 Director, Business Development $208,146 $100
9 Director, Talent Acquisition $191,809 $92
10 Electrical Designer $70,104 $34
11 Field Services Engineer $104,357 $50
12 IT Support Analyst $69,391 $33
13 Planner $100,333 $48

Hourly Pay at Principal Technical Services Inc

The average hourly pay at Principal Technical Services Inc for a HR Coordinator is $37 per hour. The location, department, and job description all have an impact on the typical compensation for Principal Technical Services Inc positions. The pay range and total remuneration for the job title are shown in the table below. Principal Technical Services Inc may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $77,670 look to you?

FAQ about Salary and Jobs at Principal Technical Services Inc

1. How much does Principal Technical Services Inc pay per hour?
The average hourly pay is $37. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at Principal Technical Services Inc?
According to the data, the highest approximate salary is about $84,707 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at Principal Technical Services Inc?
According to the data, the lowest estimated salary is about $70,843 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.