How to hire a labour relations consultant

How to hire a labour relations consultant, step by step

Here's a step-by-step labour relations consultant 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 consultant job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new labour relations consultant
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a labour relations consultant, 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

   A labour relations consultant's background is also an important factor in determining whether they'll be a good fit for the position. For example, labour relations consultants 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.

   The following list breaks down different types of labour relations consultants and their corresponding salaries.

   Type of Labour Relations Consultant	Description	Hourly rate
   Labour Relations Consultant	Labor relations specialists interpret and administer labor contracts regarding issues such as wages and salaries, healthcare, pensions, and union and management practices.	$21-52
   Employee Relations Representative	Employee relations representatives are professionals who are responsible for negotiating the contracts of employees as well as offer overall support to them working for an organization. These representatives must deal with employee complaints in areas such as salary, pensions, and benefits while investigating potential disturbances in their workplace... Show more	$19-43
   Consultant	Consultants are individuals who were tapped by a company or an organization to work on a specific activity, depending on their field of expertise. They act as guides for the organization in undertaking projects that are related to their field... Show more	$27-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Collective Bargaining Agreements
   • Arbitration
   • Mediation
   • Collective Bargaining
   • Labor Relations
   • Federal Laws
   • Dispute Resolution
   • Conflict Resolution
   • Labor Agreements
   • Employee Relations
   • Labor Relations Issues
   • FLSA
   • Contract Administration
   • Contract Interpretation

   Check all skills

   Responsibilities:

   • Manage outside counsel assign to employment discrimination litigation, labor arbitration and unfair labor practice matters.
   • Manage alumni programs and data systems including implementing new data tracking system and creating data privacy policy.
   • Train junior team members on NLRA, FLSA, FMLA, VESSA, USERRA, ADA-AA, etc.
   • Educate customers with information about FLSA, FMLA, SCA, and DBA regulations.
   • Coordinate, prepare and administer company-union labor agreements including grievance hearing and arbitration preparation.
   • Provide leadership to corporate peer mediation program, serving as a mediator and member of program steering committee.

3. Make a budget

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

   • Location. For example, labour relations consultants' average salary in hawaii is 61% less than in new jersey.
   • Seniority. Entry-level labour relations consultants earn 60% less than senior-level labour relations consultants.
   • Certifications. A labour relations consultant 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 consultant's salary.

   Average labour relations consultant salary

   $69,957yearly

   $33.63 hourly rate

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   Entry-level labour relations consultant salary

   $44,000 yearly salary

   Updated December 16, 2025

4. Writing a labour relations consultant job description

   A job description for a labour relations consultant 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 consultant job description:

   Labour relations consultant job description example

   Are you looking for a Hospital Senior Employee and Labor Relations Consultant role that will stimulate, challenge and engage you? If so, this may be the perfect job and organization for you to join to let your career blossom!
   
   The Hospital Senior Labor Relations Consultant will join a prestigious healthcare organization that is one of the Greater Seattle area top hospitals, located in one of the world's most technologically advanced communities. As a member of their team, you can expect the latest technology, a collaborative environment and a friendly atmosphere.
   
   The Hospital Senior Employee and Labor Relations Consultant will conduct labor relations activities by preparing information for management to utilize during the collective bargaining process; collect information on industrial labor relations programs to ensure compliance with the union's negotiated contract; provide information for resolve disputes or grievances between employees and management; research labor policies; process complaints from unionized employees; participate in arbitration processes as appropriate; develop new or revised union contracts; compile labor statistical information; and maintain records of wage and salary surveys or correspondence.
   
   The Hospital Senior Employee and Labor Relations Consultant will complete work assignments and support business-specific projects by applying expertise in subject area; supporting the development of work plans to meet business priorities and deadlines; ensuring team follows all procedures and policies; coordinating resources to accomplish priorities and deadlines; collaborating cross-functionally to make effective business decisions; solving complex problems; escalating high priority issues or risks as appropriate; and recognizing and capitalizing on improvement opportunities.
   
   The Hospital Senior Employee and Labor Relations Consultant will conduct moderately complex to complex EEO and other HR investigations by collecting and analyzing quantitative and qualitative data; conducting interviews; making recommendations based on investigation findings; researching key business issues; identifying potential action steps; fully documenting investigation findings; providing updates to HR and business leadership; and providing input for the creation of corrective action plans for substantiated allegations.
   
   The Hospital Senior Employee and Labor Relations Consultant will provide consulting to business line stakeholders on Human Resources policies, processes, procedures, laws and regulations by advising employees and management on policies, procedures, and documentation; researching and identifying concerns; coordinating problem resolution; staying abreast of and interpreting policies and regulations; providing input to the development of policies in partnership with cross-functional leadership; guiding managers on employee management, discipline, and terminations; and working with Legal to resolve issues.
   
   The ideal candidate for Hospital Senior Employee and Labor Relations Consultant should have Bachelor's degree in Human Resources, Business, Social/Behavioral Science, Education, Public Administration, Liberal Arts, or related field and Minimum 5 years experience in HR consulting, including at least 3 years in employee and/or labor relations with 1 year experience working in a unionized environment. Human Resources Professional Certification (SHRM-CP or PHR) or other accredited HR certification. Senior Human Resources Professional Certification (SHRM-SCP or SPHR).
   The hospital offers a serene campus environment, bordered by a park and located near restaurants, shopping and other conveniences. The Healthcare Senior Employee and Labor Relations Consultant will also receive a generous employee benefits package. Join the reputable team of healthcare professionals now!

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit labour relations consultants, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 consultant

   Once you've selected the best labour relations consultant 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new labour relations consultant. 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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