How to hire an industrial relations representative

How to hire an industrial relations representative, step by step

Here's a step-by-step industrial relations representative hiring guide:

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

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1. Identify your hiring needs

   The industrial relations representative hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   An industrial relations representative's background is also an important factor in determining whether they'll be a good fit for the position. For example, industrial relations representatives from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents industrial relations representative salaries for various positions.

   Type of Industrial Relations Representative	Description	Hourly rate
   Industrial Relations Representative	Labor relations specialists interpret and administer labor contracts regarding issues such as wages and salaries, healthcare, pensions, and union and management practices.	$20-47
   Self-Employed	A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends... Show more	$12-21
   Recruiting Coordinator	A recruiting coordinator's tasks include posting job vacancies, coordinating candidate travel, setting up schedules for interviews and handling last-minute scheduling changes, preparing offer letters, and conducting background checks on aspirants. The coordinator assists in the company's recruiting and talent acquisition procedures and strategies by hiring job-seekers to fill in vacant positions and to supply the company's workforce needs and goals... Show more	$16-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Collective Bargaining
   • Product Line
   • Trade Shows
   • Industrial Relations
   • Competitive Situations
   • Arbitration
   • Contract Negotiations
   • Contract Interpretation

   Responsibilities:

   • Manage the grievance and arbitration process.
   • Manage all unemployment claims and appeals resulting in a reduction of the maximum experience rate to the minimum contribution rate.
   • Negotiate with union representatives at various levels of the grievance procedure and prepare cases for arbitration.
   • Key participant in successful defense of union organizing campaigns, acquisitions, plant closures and administrative agency litigation.
   • Assist GL in monthly close process as well as handling credit card disputes.

3. Make a budget

   Including a salary range in your industrial relations representative job description is a great way to entice the best and brightest candidates. An industrial relations representative salary can vary based on several factors:

   • Location. For example, industrial relations representatives' average salary in florida is 65% less than in new jersey.
   • Seniority. Entry-level industrial relations representatives earn 58% less than senior-level industrial relations representatives.
   • Certifications. An industrial relations representative with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an industrial relations representative's salary.

   Average industrial relations representative salary

   $65,115yearly

   $31.31 hourly rate

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   Entry-level industrial relations representative salary

   $42,000 yearly salary

   Updated December 18, 2025

4. Writing an industrial relations representative job description

   An industrial relations representative 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 an industrial relations representative job description:

   Industrial relations representative job description example

   Want to make a difference? Join an organization that has been transforming lives for over 40 years!

   Prison Fellowship® trains and inspires churches and communities—inside and outside of prison—to support the restoration of those affected by incarceration. We equip correctional leaders, volunteers, and incarcerated men and women to make prisons more rehabilitative places; we advocate for a more restorative criminal justice system; and we collaborate with churches and local service providers to support former prisoners, their families, and their communities.

   What we are looking for:

   A driven and team focused Donor Relations Representative located west of the Mississippi River to provide ongoing interaction and to build relationships with a portfolio of identified donors in a fast-paced environment. The successful candidate will have a solid understanding of basic principles of the Christian faith, a Bachelor’s degree in a related field or equivalent and relevant experience, including:

   • 5 years of experience in customer service or sales; minimum 2-3 years of fundraising experience
   • Experience using databases to meet customer and organizational needs; demonstrated professionalism; ability to use wise discernment in role of ambassador for the organization.
   • Excellent oral and written communication skills; high competency in spelling, grammar and punctuation; keen attention to detail are key. Outstanding phone presence imperative.
   • Demonstrated ability to work in a remote/virtual professional environment
   • This is a remote/work from home position.

   What we offer:

   A team oriented, mission driven, supportive environment with cutting edge technology solutions and tremendous opportunity for growth and development. Our outstanding benefits package, includes paid leave starting at 39 days (14 holidays, 15 vacation days, 10 sick days), retirement account funding and much more!

   Visit the employment page on our website to learn more about Prison Fellowship.

   Check out our YouTube channel to see how Prison Fellowship is transforming lives!

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5. Post your job

   There are various strategies that you can use to find the right industrial relations representative for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your industrial relations representative job on Zippia to find and recruit industrial relations representative candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting industrial relations representatives 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 industrial relations representative

   Once you have selected a candidate for the industrial relations representative position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new industrial relations representative. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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