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Contract Labor Jobs in Alabama (NOW HIRING)

Continental

Labor Relations Specialist

AL · On-site

Labor Relations Specialist Continental Aerospace Technologies™ has been a leader in aviation ... contract interpretation, employee relations issues, corrective action, investigations, attendance ...

Hive Group LLC

Contract Specialist

Huntsville, AL · On-site

Prepare and validate contract files. * Apply the policies and procedures for utilizing task and ... Multiple labor categories ranging from 8+ of experience in federal contracting. * FAC-C Level II or ...

Hive Group LLC

Contract Specialist

Huntsville, AL · On-site

$110K - $160K/yr

Prepare and validate contract files. * Apply the policies and procedures for utilizing task and ... Multiple labor categories ranging from 8+ of experience in federal contracting. * FAC-C Level II or ...

Danos, LLC

Land Plant Operator

Mobile, AL · On-site

Replace filters, oil, chemicals, and other lubricating fluids as needed, and supervise contract labor involved in plant maintenance activities. * Must be clean-shaven to meet fitting requirements.

Danos, LLC

Land Plant Operator

Mobile, AL · On-site

Replace filters, oil, chemicals, and other lubricating fluids as needed, and supervise contract labor involved in plant maintenance activities. Qualifications * Must be clean-shaven to meet fitting ...

Danos, LLC

Land Plant Operator

AL · On-site

Replace filters, oil, chemicals, and other lubricating fluids as needed, and supervise contract labor involved in plant maintenance activities. Qualifications * Must be clean-shaven to meet fitting ...

Voyage Health

Travel RN Labor and Delivery

Birmingham, AL · On-site

$1.6K - $1.7K/wk

Travel/Contract Pay: $1633 - $1719 per week Shift: 3x12 Nights Start Date: ASAP Contract Length: 13-week Position: RN Labor and Delivery (Travel/Contract) We're hiring experienced RN Labor and ...

Voyage Health

Travel RN Labor and Delivery

Dothan, AL · On-site

$2.6K - $2.7K/wk

Travel/Contract Pay: $2629 - $2768 per week Shift: 4x12 Nights Start Date: ASAP Contract Length: 13-week Position: RN Labor and Delivery (Travel/Contract) We're hiring experienced RN Labor and ...

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Showing results 21-40

All JobsContract Labor JobsContract Labor Jobs in Alabama

Contract Labor information

What is contract labor?

Contract labor refers to workers who are hired for a specific period of time or for the duration of a particular project, rather than being permanent employees. These workers typically operate under a contract that outlines their responsibilities, duration of employment, and payment terms. Contract labor can provide businesses with flexibility and specialized skills for short-term needs, but contract workers usually do not receive the same benefits as full-time employees, such as health insurance or paid leave.

What are the key skills and qualifications needed to thrive as a contract laborer?

To thrive as a Contract Laborer, you need physical stamina, reliability, and relevant experience or training in the specific labor tasks required. Familiarity with tools, machinery, safety protocols, and sometimes OSHA certifications or specialized equipment training are typically necessary. Strong communication, attention to detail, and the ability to work both independently and as part of a team are valuable soft skills. These skills ensure that contract laborers can perform tasks efficiently, safely, and with quality results in diverse and often time-sensitive environments.

What are the typical challenges contract labor workers face in adapting to new work environments quickly?

Contract labor workers often need to acclimate rapidly to different workplaces, teams, and company cultures. This can be challenging, as each assignment may have unique expectations, processes, and communication styles. Successful contract laborers are adaptable, proactive in asking questions, and skilled at building rapport quickly with colleagues and supervisors. Additionally, managing transitions between assignments requires strong organizational skills and the ability to learn new tasks efficiently.

What is the difference between Contract Labor vs Temporary Employee?

AspectContract LaborTemporary Employee
CredentialsMay require specific certifications or skills, but not alwaysTypically requires basic employment documentation; certifications depend on role
Work EnvironmentUsually hired for specific projects or short-term tasksWorks in a similar environment but often for a set period
Employer & Industry UsageCommon in construction, IT, and freelance sectorsWidely used across retail, admin, and hospitality industries

Contract labor refers to individuals hired for specific projects or timeframes, often as independent contractors. Temporary employees are hired through staffing agencies for short-term roles within the company's workforce. While both are short-term, contract labor typically operates independently, whereas temporary employees are officially employed by the staffing agency.

What are the most commonly searched types of Labor jobs in Alabama?

The most popular types of Labor jobs in Alabama are:

What cities in Alabama are hiring for Contract Labor jobs?

Cities in Alabama with the most Contract Labor job openings:

Contract Labor jobs near you
Infographic showing various Contract Labor job openings in Alabama as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 13% Part Time, 7% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution.

Labor Relations Manager

Chugach Government Solutions

Huntsville, AL • On-site

Full-time

Posted 4 days ago

Job description

About Us
When you work at Chugach Government Solutions (CGS), you join a proud legacy of supporting missions while sustaining culture.
The federal division of Chugach Alaska Corporation, CGS has been supporting critical missions as a government contractor for over 25 years. Our focus is to support facility maintenance, IT/technical services, construction and education. We are proud to have built, and continue to foster, an incredibly talented team spanning across the globe in hundreds of different fields - each team member proud to serve our country with first-class business services, while also making a difference for our Chugach shareholders.
At CGS, empowering employees is a part of our core, and that focus is one of the ways we build and foster high-performing teams. We empower our employees through competitive compensation and benefits package, professional growth opportunities, truthful communication, and more!
If you are looking for an opportunity to serve something bigger than yourself; if you want your day job to be one that creates meaningful value; if you are looking for an environment that highly values employees and respects individual differences - then Chugach Government Solutions may be the right fit for you!
Job Overview
The Labor Relations Manager is CGS's enterprise operational lead and subject matter resource for labor-management relations. Reporting to the Vice President of Human Resources, the role leads the day-to-day execution, coordination, and governance of labor relations activities across CGS programs and represented employee groups. The position partners closely with Operations, site Human Resources, Payroll, Benefits, union representatives, and Legal Counsel to administer collective bargaining agreements (CBAs), resolve labor disputes, support bargaining, and identify labor risk before it affects employees, customers, or business continuity. HR leadership and Legal Counsel establish overall labor strategy and approve material bargaining positions, economic commitments, precedent-setting contract interpretations, and significant settlements; the Labor Relations Manager translates that direction into consistent execution across the organization. The role also supports labor-related due diligence and workforce transitions associated with new business, contract changes, and program mobilization or demobilization.
Responsibilities
Essential Job Duties:
Labor Relations Strategy, Governance & Partnership
  • Lead the execution of CGS labor relations strategy and recommend proactive approaches that strengthen labor-management relationships, workforce stability, and business continuity.
  • Serve as the primary day-to-day liaison among CGS leadership, program management, Human Resources, union representatives, and Legal Counsel on represented-workforce matters.
  • Advise leaders on CBA interpretation, management rights, past practice, grievance handling, discipline, performance management, workforce changes, and other labor implications of business decisions.
  • Establish enterprise labor-relations standards, tools, calendars, escalation protocols, and consistent practices while recognizing site-specific CBA obligations and established past practices.
  • Support labor-related due diligence for new business, proposals, acquisitions, contract transitions, and mobilization/demobilization.

Collective Bargaining & CBA Administration
  • Lead or serve as a principal member of CGS bargaining teams, as assigned and in coordination with HR leadership and Legal Counsel, including bargaining preparation, proposal development, data analysis, costing, table strategy, documentation, and implementation of negotiated commitments.
  • Maintain centralized oversight of CGS CBAs, including bargaining units, union/local information, contract terms, expiration and reopener dates, wage and benefit provisions, side letters, memoranda of understanding, notice requirements, and other continuing labor commitments.
  • Lead day-to-day CBA administration and interpretation, research contract history and past practice, and provide clear guidance to HR and Operations on contractual obligations and available management options.
  • Partner with Payroll, Benefits, HRIS, Finance, and Operations to ensure negotiated wages, premiums, benefits, leave provisions, schedules, seniority rules, and other employment terms are accurately implemented and administered.
  • Monitor contract milestones and bargaining obligations sufficiently in advance to support timely planning, leadership alignment, costing, and negotiation readiness.

Grievances, Disputes & Labor Proceedings
  • Manage the grievance process from intake through resolution, including issue assessment, investigation, documentation, contractual timelines, management preparation, grievance meetings, resolution recommendations, and follow-through on settlements or other commitments.
  • Represent CGS in grievance hearings, mediations, arbitrations, and other labor proceedings as assigned; coordinate case strategy and external counsel support with HR leadership and Legal Counsel when appropriate.
  • Maintain centralized tracking of grievances, information requests, arbitrations, unfair labor practice matters, settlements, and other labor disputes, including deadlines, owners, status, outcomes, and precedent considerations.

Labor Compliance, Risk & Representation Matters
  • Support compliance with the National Labor Relations Act (NLRA), applicable federal and state labor requirements, collective bargaining obligations, and company policy in coordination with HR leadership and Legal Counsel.
  • Support responses to representation matters, organizing activity, unfair labor practice charges, agency inquiries, and related labor proceedings as assigned and with appropriate legal oversight.
  • Assess labor implications associated with reorganizations, reductions in force, transfers of work, schedule changes, subcontracting, program start-up or closeout, and other operational changes, including notice and bargaining obligations.
  • Handle sensitive and confidential labor matters with sound judgment and promptly escalate material compliance, litigation, customer, financial, reputational, or employee-relations risk.
  • Develop and maintain labor relations procedures, playbooks, training materials, and manager guidance that support effective contract administration and defensible, consistent practices.

Labor Analytics, Records & Business Support
  • Maintain complete and organized labor relations records, including CBAs, bargaining notes, proposals, cost models, grievance files, settlement agreements, side letters, historical interpretations, and relevant correspondence.
  • Track and analyze labor metrics such as grievance volume and aging, arbitration activity, discipline trends, contract expirations, information requests, settlement patterns, and recurring contract issues to identify risk and improvement opportunities.
  • Support labor-related due diligence for new business, acquisitions, contract transitions, and mobilization/demobilization activities by identifying represented-workforce obligations, inherited practices, bargaining requirements, and implementation risks.
  • Partner with Finance and business leaders, as needed, to evaluate labor-cost implications of bargaining proposals, settlements, and workforce changes.

Leader Capability & Labor-Management Engagement
  • Develop and deliver practical training for leaders and HR partners on CBA interpretation, grievance administration, documentation, labor-law fundamentals, supervisor conduct, and effective communication in a unionized environment.
  • Coach managers and HR partners on consistent, contract-compliant application of policies, performance expectations, attendance standards, corrective action, and documentation.
  • Build constructive working relationships with union representatives and employees while preserving CGS management rights, contractual positions, and business objectives.
  • Promote early issue identification and resolution through regular engagement with program leadership, HR partners, and union representatives.

Job Requirements
Mandatory:
  • Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field; an equivalent combination of education and directly relevant experience may be considered.
  • Seven (7)+ years of progressive Human Resources, employee relations, or labor relations experience, including at least five (5) years of substantive, hands-on labor relations experience in a unionized environment.
  • Demonstrated experience with collective bargaining, CBA administration and interpretation, grievance management, arbitration preparation, labor investigations, and advising leaders on complex represented-workforce matters.
  • Working knowledge of labor requirements applicable to represented employees in federal contracting environments, including Service Contract Labor Standards, wage determinations, and successor-contractor labor obligations.
  • Demonstrated ability to independently manage multiple labor matters, contractual deadlines, and stakeholder relationships across geographically dispersed operations.
  • Strong working knowledge of the NLRA, collective bargaining principles, grievance and arbitration processes, and labor-management practices.
  • Strong written, verbal, negotiation, conflict-resolution, and executive communication skills, with the ability to develop clear recommendations from complex facts and contract language.
  • Experience handling highly sensitive and confidential matters with sound judgment, disciplined documentation, and appropriate escalation.
  • Proficiency with Microsoft Office, HRIS platforms, databases, and reporting tools used to organize and analyze labor-relations information.
  • This position involves access to export-controlled technology and requires U.S. Person status or government authorization.

Preferred:
  • Experience supporting labor relations in a federal government contracting environment.
  • Experience supporting multiple unions, bargaining units, and CBAs across multiple states, sites, or business programs.
  • Substantive participation in contract negotiations, mediation, arbitration, NLRB representation matters, or unfair labor practice proceedings.
  • Experience in aerospace and defense, manufacturing, industrial operations, construction, facilities services, or other operationally intensive environments.
  • Professional certification such as SPHR, SHRM-SCP, or a relevant labor-relations credential.
  • Advanced ability to interpret collective bargaining agreements, reconcile contract language with past practice and policy, and explain practical management options and risk.
  • Strong negotiation, conflict-resolution, fact-finding and labor-dispute resolution skills.
  • Ability to evaluate, operational, financial, employee-relations, precedent and , and legal/compliance implications of labor decisions.
  • Ability to influence and communicate effectively with executives, operations leaders, HR professionals, employees, union representatives, Legal Counsel, and external advisors.
  • Strong analytical, organizational, project-management, records-management, and follow-through skills; including management of competing priorities and contractual deadlines in a fast-paced environment.
  • Sound judgment in complex or high-pressure situations, including the ability to balance constructive labor-management relationships with preservation of management rights and recognize matters requiring executive or legal escalation.

Working Conditions:
  • Work is typically sedentary in nature and performed in an office setting.
  • The incumbent should be able to sit for extended periods of time, stand, walk, talk, hear, and write.
  • Work hours are subject to change, and work over 40 hours per week, evening, weekend, and/or holiday work may be necessary based on bargaining schedules, grievance or arbitration activity, investigations, and other urgent labor matters.
  • Travel Approximately 20% may be required, as well as work outside standard business hours when required to support labor meetings, negotiations, investigations, training, and other Human Resources activities.

Disclosures
Chugach Government Solutions is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, gender, sexual orientation, gender identity or expression, age, pregnancy, disability, genetic factors, protected veteran status or other characteristics protected by law.
Chugach will provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities. In compliance with the ADA Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position with Chugach Government Solutions or any of its subsidiaries, please email ada@chugachgov.com.
Chugach Government Solutions supports pay transparency and is committed to equitable and competitive compensation practices. Compensation for this role will be determined based on factors including job responsibilities, experience, skills, internal equity, geographic location, and applicable contract requirements. Where required by law, compensation ranges will be provided to candidates during the hiring process.
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