How to hire a labour relations director

How to hire a labour relations director, step by step

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

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1. Identify your hiring needs

   Before you start hiring a labour relations director, 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 director's background is also an important factor in determining whether they'll be a good fit for the position. For example, labour relations directors 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 shows salaries for various types of labour relations directors.

   Type of Labour Relations Director	Description	Hourly rate
   Labour Relations Director	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$34-70
   Staffing Manager	A staffing manager is responsible for overseeing the overall staffing operations of the company, identifying the staffing needs for each department by coordinating with hiring managers for their requirements and specific instructions for job postings. Staffing managers monitor the performance of the staff, delegating tasks, and ensuring that the recruitment operations adhere to the company's policies and structured guidelines... Show more	$17-34
   Generalist	A generalist, also known as a human resource generalist, is responsible for overseeing the operations in a human resource department, focusing on employees' welfare and working conditions. They are primarily involved in the hiring and laying off processes among employees, handing training and benefits programs, and coordinating with every department in the company... Show more	$13-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Collective Bargaining Agreements
   • Human Resources
   • Collective Bargaining
   • Arbitration
   • Litigation
   • Employment Law
   • Labor Relations Issues
   • Employee Engagement
   • Contract Negotiations
   • Mediation
   • Labor Agreements
   • Spokesperson
   • Disciplinary Actions
   • Training Programs

   Check all skills

   Responsibilities:

   • Transform FMLA record keeping and communication system utilizing vendor program to manage and achieve compliance.
   • Manage alumni programs and data systems including implementing new data tracking system and creating data privacy policy.
   • Provide labor relations counsel to Verizon executives, and expert testimony for arbitration hearings.
   • Direct and train labor relations representatives responsible for responding to grievances and writing arbitration briefs.
   • Perform workplace mediation services to resolve employee conflicts.
   • Conduct mediation sessions to resolve employee work relate disputes and recommend resolutions.

3. Make a budget

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

   • Location. For example, labour relations directors' average salary in hawaii is 40% less than in california.
   • Seniority. Entry-level labour relations directors earn 51% less than senior-level labour relations directors.
   • Certifications. A labour relations director 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 director's salary.

   Average labour relations director salary

   $102,104yearly

   $49.09 hourly rate

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   Entry-level labour relations director salary

   $71,000 yearly salary

   Updated December 17, 2025

4. Writing a labour relations director job description

   A labour relations director 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 labour relations director job description:

   Labour relations director job description example

   May Mobility is transforming cities through autonomous technology to create a safer, greener, more accessible world. Based in Ann Arbor, Michigan, May develops and deploys autonomous vehicles (AVs) powered by our innovative Multi-Policy Decision Making (MPDM) technology that literally reimagines the way AVs think.
   
   Our vehicles do more than just drive themselves - they provide value to communities, bridge public transit gaps and move people where they need to go safely, easily and with a lot more fun. We're building the world's best autonomy system to reimagine transit by minimizing congestion, expanding access and encouraging better land use in order to foster more green, vibrant and livable spaces. Since our founding in 2017, we've given more than 300,000 autonomy-enabled rides to real people around the globe. And we're just getting started. We're hiring people who share our passion for building the future, today, solving real-world problems and seeing the impact of their work. Join us.
   
   The Director of Investor Relations will be responsible for managing all investor relations functions for the company and will develop and maintain a cohesive and coordinated communication program with the investment and media community on a proactive basis. This will involve participating in the development of written communications to shareholders, potential shareholders and the media, interfacing with corporate executives to ensure consistency in the messages communicated to shareholders and the media, and arranging presentations for financial analysts, prospects and other investors. This individual will participate in presentations and develop relationships with analysts, investment professionals and media contacts to improve coverage of, and interest in May Mobility. This position reports directly to the Chief Financial Officer and will work closely with the Chief Executive Officer, as well as the other members of the senior management team.
   Role and Responsibilities
   Develop new and maintain established relationships with investors, research analysts, equity holders, and other prospects as well as media contacts Develop communication strategy to communicate company progress through (1) press releases, (2) telephone contact, (3) one-on-one meetings with investors and bankers in conjunction with the CEO and other members of Senior Management as necessary, (4) and investor meetings Co-Develop the external messaging and content that we share with new and existing investors Manage IR website contents and other internal and external briefing materials, including ownership of IR days/events Manage the fundraising process through pipeline management, presentation material/content personalization and investor follow up Respond to investor and media requests and provide appropriate information regarding company results, business strategies, and other corporate news Review external research reports issued by organizations regarding their perception of the company, the industry, and competitors and provide a summary analysis to senior management Maintain rapport with the investment community by planning and coordinating visits by investors; planning and attending investment community presentations and responding to correspondences, questions, and concerns in a timely manner Participate in the preparation and review of all investor documentation and press releases Provide senior management with accurate feedback related to discussions with the investment community and its reaction to company business strategies, results, and other corporate developments- also provide advice to senior management regarding current events within the market that may affect the company Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, bench-marking state-of-the-art practices and participating in professional societies Complete special projects and perform other duties as assigned
   Qualifications and Skills
   Minimum of 5 years of previous investor relations experience either with a public company or growth stage private company Experience as an equity research analyst at an investment bank or buy side financial investor a plus Excellent communications skills (verbal and written) required Excellent presentation skills, ability to present in a large group setting and deliver a compelling presentation Demonstrated analytical problem solving and decision-making skills Highly developed ability to describe the technical aspects of our business in terms our audience can comprehend Demonstrated ability to interact with senior management and decision makers among our target audience Must possess the ability to establish a highly professional and competent presence among meeting participants in a very short period of time Demonstrated advanced proficiency in Microsoft Office, especially PowerPoint and Excel Ability and desire to travel- 25% Bachelor's degree in Finance, Economics, Communications, Public Relations or related discipline MBA or advanced degree preferred
   
   Don't meet every single requirement? Studies have shown that women and/or people of color are less likely to apply to a job unless they meet every qualification. At May Mobility, we're committed to building a diverse, inclusive, and authentic workforce, so if you're excited about this role but your previous experience doesn't align perfectly with every qualification, we encourage you to apply anyway! You may be the perfect candidate for this or another role at May.
   
   Want to learn more about our culture & benefits? Check out our website !
   
   May Mobility is an equal opportunity employer. All applicants for employment will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity or expression, veteran status, genetics or any other legally protected basis. Below, you have the opportunity to share your preferred gender pronouns, gender, ethnicity, and veteran status with May Mobility to help us identify areas of improvement in our hiring and recruitment processes. Completion of these questions is entirely voluntary. Any information you choose to provide will be kept confidential, and will not impact the hiring decision in any way. If you believe that you will need any type of accommodation, please let us know.
   
   Note to Recruitment Agencies: May Mobility does not accept unsolicited agency resumes. Furthermore, May Mobility does not pay placement fees for candidates submitted by any agency other than its approved partners.

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5. Post your job

   To find the right labour relations director for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with labour relations directors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit labour relations directors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your labour relations director job on Zippia to find and attract quality labour relations director candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   Recruiting labour relations directors 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 labour relations director

   Once you've selected the best labour relations director 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.

   Once that's done, you can draft an onboarding schedule for the new labour relations director. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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