How to hire a business analyst/trainer

How to hire a business analyst/trainer, step by step

Here's a step-by-step business analyst/trainer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a business analyst/trainer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new business analyst/trainer
• Step 8: Go through the hiring process checklist

What does a business analyst/trainer do?

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1. Identify your hiring needs

   Before you start hiring a business analyst/trainer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect business analyst/trainer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of business analyst/trainers.

   Type of Business Analyst/Trainer	Description	Hourly rate
   Business Analyst/Trainer	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$23-43
   Trainer Lead	As a training lead, you are responsible for overseeing a company's employee training and development activities. You are also expected to perform various tasks that may include identifying training needs for the organization, supervising trainers' work, and developing effective employee training programs... Show more	$22-53
   Staff Analyst	Staff Analysts are employees who oversee the activities related to the employees. They monitor the performance of the employees and assess whether particular employees suit the role they have... Show more	$34-65

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Training Materials
   • Business Process
   • Training Programs
   • Subject Matter Experts
   • SQL
   • Visio
   • Business Analysis
   • User Acceptance
   • SME
   • ERP
   • Training Documentation
   • User Stories
   • Training Sessions
   • Training Curriculum

   Check all skills

   Responsibilities:

   • Manage QA staff issues, delegate assignments, and monitor the progress of test planning and execution.
   • Create and manage functional requirement documents for in house development of software applications for healthcare providers and payers.
   • Perform data conversion QA using FoxPro and SQL querying, as well as UI testing of the final conversion.
   • Promote SharePoint user adoption and provide desk side support.
   • Project manager and SME for the WebEx platform implementation in LATAM.
   • Create SQL queries to identify specific data and provide business users with ad-hoc reporting tools.

   More business analyst/trainer duties

3. Make a budget

   Including a salary range in your business analyst/trainer job description is one of the best ways to attract top talent. A business analyst/trainer can vary based on:

   • Location. For example, business analyst/trainers' average salary in west virginia is 50% less than in district of columbia.
   • Seniority. Entry-level business analyst/trainers 46% less than senior-level business analyst/trainers.
   • Certifications. A business analyst/trainer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a business analyst/trainer's salary.

   Average business analyst/trainer salary

   $67,554yearly

   $32.48 hourly rate

   ---

   Entry-level business analyst/trainer salary

   $49,000 yearly salary

   Updated December 19, 2025

   Average business analyst/trainer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$89,954	$43
   2	Washington	$86,461	$42
   3	Maryland	$83,699	$40
   4	Pennsylvania	$74,156	$36
   5	New York	$73,344	$35
   6	Virginia	$70,150	$34
   7	Texas	$69,697	$34
   8	Colorado	$69,223	$33
   9	Georgia	$67,032	$32
   10	Michigan	$65,889	$32
   11	Ohio	$61,717	$30
   12	Florida	$51,781	$25

   Average business analyst/trainer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	JPMorgan Chase & Co.	$84,879	$40.81	212
   2	Citi	$84,074	$40.42	32
   3	IBM	$80,024	$38.47	20
   4	M&T Bank	$77,672	$37.34	44
   5	Rackspace	$74,602	$35.87
   6	University of Washington	$71,698	$34.47	2
   7	TCG Digital	$70,865	$34.07	2
   8	Multimax	$70,475	$33.88
   9	United Wholesale Mortgage	$69,924	$33.62
   10	Marsh & McLennan Companies	$69,331	$33.33	37
   11	Community Brands	$68,879	$33.11
   12	Black Knight	$68,623	$32.99
   13	UW Medicine	$68,230	$32.80
   14	Fabergent	$68,150	$32.76	1
   15	VST Consulting	$67,710	$32.55
   16	CACI International	$63,615	$30.58	111
   17	Amazon	$60,225	$28.95	105
   18	HealthTrust	$54,418	$26.16

4. Writing a business analyst/trainer job description

   A business analyst/trainer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a business analyst/trainer job description:

   Business analyst/trainer job description example

   You could be the one who changes everything for our 26 million members. Centene is transforming the health of our communities, one person at a time. As a diversified, national organization, you’ll have access to competitive benefits including a fresh perspective on workplace flexibility.
   
   Position Purpose: Perform and lead various analysis and interpretation to link business needs and objectives for assigned function and implement process improvements.• Lead the support of business initiatives through data analysis, identification of implementation barriers and user acceptance testing of various systems
   
   • Lead the identification and analysis of user requirements, procedures, and problems to improve existing processes
   • Resolve issues and identify opportunities for process redesign and improvement
   • Perform detailed analysis on multiple projects, recommend potential business solutions and ensure successful implementations, including improvements and revisions to business processes and requirements
   • Evaluate risks and concerns and communicate to management
   • Coordinate with various business units and departments in the development and delivery of training programs
   • Develop, share, and incorporate organizational best practices into business applications
   • Oversee all changes to departmental policies and procedures, including communicating and implementing the changes
   • Serve as the subject matter expert on the assigned function product to ensure operational performance
   • Ability to travel Education/Experience:
   Bachelor’s degree in related field or equivalent experience. 6+ years of business process or data analysis preferably in healthcare or 5+ years of HEDIS analysis. Advanced knowledge of Microsoft Applications, including Excel and Access preferred. Project management experience preferred.
   
   Benefits and Payment Configuration
   Bachelor’s degree in related field or equivalent experience. 6+ years of business process analysis, preferably in healthcare (i.e. documenting business process, gathering requirements) or claims payment/analysis experience. Advanced knowledge of Microsoft Applications, including Excel and Access preferred. Experience in benefits, pricing, contracting or claims and knowledge of provider reimbursement methodologies. Knowledge of managed care information or claims payment systems preferred. Previous structured testing experience preferred. Our Comprehensive Benefits Package: Flexible work solutions including remote options, hybrid work schedules and dress flexibility, Competitive pay, Paid time off including holidays, Health insurance coverage for you and your dependents, 401(k) and stock purchase plans, Tuition reimbursement and best-in-class training and development. Centene is an equal opportunity employer that is committed to diversity, and values the ways in which we are different. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other characteristic protected by applicable law.

   Copy this example

   

5. Post your job

   There are a few common ways to find business analyst/trainers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your business analyst/trainer job on Zippia to find and recruit business analyst/trainer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting business analyst/trainers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new business analyst/trainer

   Once you've found the business analyst/trainer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new business analyst/trainer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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