How to hire a labour relations analyst

How to hire a labour relations analyst, step by step

Here's a step-by-step labour relations analyst hiring guide:

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

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1. Identify your hiring needs

   The labour relations analyst 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

   You should also consider the ideal background you'd like them a labour relations analyst to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a labour relations analyst that fits the bill.

   This list presents labour relations analyst salaries for various positions.

   Type of Labour Relations Analyst	Description	Hourly rate
   Labour Relations Analyst	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$19-46
   Recruiter	Recruiters are responsible for filling up vacancies in the organization. They put up job postings on the company website and other recruitment websites, screen applicants, prospective schedule candidates for interviews, conduct initial interviews, and, should candidates pass the initial interview, endorse them to hiring managers... Show more	$16-35
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Collective Bargaining Agreements
   • Collective Bargaining
   • Arbitration
   • Analyze Data
   • Contract Negotiations
   • Payroll
   • SQL
   • Mediation
   • Contract Language
   • Disciplinary Actions
   • Analytical Support
   • FMLA
   • Labor Relations Issues
   • Labor Negotiations

   Check all skills

   Responsibilities:

   • Manage alumni programs and data systems including implementing new data tracking system and creating data privacy policy.
   • Complete daily tally, communication logs, benefit updates, medical policy reviews and review policies and procedures using SharePoint applications.
   • Perform research on potentially suspicious transactions/activities through analysis of internal systems, AML databases and communication with bank personnel.

3. Make a budget

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

   • Location. For example, labour relations analysts' average salary in indiana is 53% less than in washington.
   • Seniority. Entry-level labour relations analysts earn 58% less than senior-level labour relations analysts.
   • Certifications. A labour relations analyst 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 a labour relations analyst's salary.

   Average labour relations analyst salary

   $63,404yearly

   $30.48 hourly rate

   ---

   Entry-level labour relations analyst salary

   $41,000 yearly salary

   Updated December 22, 2025

4. Writing a labour relations analyst job description

   A job description for a labour relations analyst role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a labour relations analyst job description:

   Labour relations analyst job description example

   At Constellation, we've got a place for you!
   
   Join the nation's leading competitive energy provider, with one of the largest electricity generation portfolios in the country. You will be part of a family of companies that strives for the highest standards of power generation and competitive energy sales. Our team of outstanding professionals is focused on performance, thought leadership, innovation, and the power of ideas that come from a diverse and inclusive workforce.
   
   Constellation will provide you the tools and resources you need to design, build and enhance a successful career. We are also dedicated to motivating the success of our employees through competitive base salary, incentives, and health and retirement benefits.
   
   Join Constellation and share your passion at a forward-thinking Fortune 100 company. Establish yourself in a place where you can truly shine and create a brighter, more sustainable tomorrow. Energize your career at Constellation!
   
   PRIMARY PURPOSE OF POSITION
   
   The Labor Relations Principal has accountability and primary responsibility to manage labor relations for a given workgroup. Includes hands on day to day administration and consultation of labor contracts (grievances, arbitrations, union relationships, etc) and the opportunity to lead bargaining of CBAs and provide arbitration support.

   The Labor Relations Principal proactively identifies opportunities for improvements in HR employee relations/compliance processes, (e. g. Contractor Management, I-9 Compliance, Employee Out - Processing, Employee Investigations and Employee Moves/Changes).
   
   In addition, the Principal will pull, analyze and report on labor risks and other key HR human capital metrics.
   
   The Principal will support coordination of HR and Labor training sessions and focus groups related to HR, employee relations and Labor programs.
   
   PRIMARY DUTIES AND ACCOUNTABILITIES

   • Act as first chair in bargaining
   • Provide assistance to HR and Line Managers on employee/labor relations policy and agreement interpretation and application.
   • Assist in planning and coordinating HR OpCo training sessions.
   • Assist in the research of training needs and pilot programs.
   • Plan and facilitate training.

   ***This is a hybrid/flexible role***

   Qualifications

   Minimum:

   • Bachelor's degree in HR Business, or a related area of study and at least 8 years of relevant experience; OR high school diploma and 12 years of trades and labor relations experience.
   • Outstanding critical thinking and problem solving skills
   • Expertise in Excel and Data Analysis
   • Proficient knowledge of HRPC/Peoplesoft HRIS
   • Proven skills in performance/process improvements including process mapping and process documentation, Visio preferred
   • Excellent planning and organization skills attention to detail

   
   Preferred:

   • Experience with Mergers and Acquisitions and the Labor issues around those transactions.
   • PHR or Advanced Degree (Juris Doctor, Masters in Labor Relations, etc.)
   • Operates independently
   • Responsible for understanding and anticipating business needs, gathering requirements and producing innovative results.
   • Routinely interacts with Operational, Legal and HR leaders

   
   Constellation is proud to be an equal opportunity employer and employees or applicants will receive consideration for employment without regard to: age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law.
   
   VEVRAA Federal Contractor

   
   

   Copy this example

   

5. Post your job

   There are a few common ways to find labour relations analysts 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 labour relations analyst job on Zippia to find and recruit labour relations analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting labour relations analysts 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 labour relations analyst

   Once you've selected the best labour relations analyst candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   To prepare for the new labour relations analyst 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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