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Employee Relations Assistant Jobs in Michigan (NOW HIRING)

Cinemark Holdings

Cinemark Assistant Managers assist in the overall operation of the theatre. They ensure policies ... Reports all Employee relations issues to the General Manager (In the absence of the GM, management ...

Cinemark Holdings

Cinemark Assistant Managers assist in the overall operation of the theatre. They ensure policies ... Reports all Employee relations issues to the General Manager (In the absence of the GM, management ...

Minth North America

HR Generalist

East Tawas, MI · On-site

$65K - $85K/yr

Employee Relations: * Serve as a point of contact for employee inquiries and concerns, providing guidance and support as needed. * Assist in resolving employee relations issues and conducting ...

Cinemark USA, Inc

Part-Time Assistant Manager

Flint, MI · On-site

Cinemark Assistant Managers assist in the overall operation of the theatre. They ensure policies ... Enforces these with all Team Members fairly and consistently Reports all Employee relations issues ...

Cinemark USA, Inc

Part-Time Assistant Manager

Flint, MI · On-site

Cinemark Assistant Managers assist in the overall operation of the theatre. They ensure policies ... Enforces these with all Team Members fairly and consistently Reports all Employee relations issues ...

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All JobsEmployee Relations JobsEmployee Relations Assistant JobsEmployee Relations Assistant Jobs in Michigan

Employee Relations Assistant information

See Michigan salary details

$17K

$55.8K

$96.3K

How much do employee relations assistant jobs pay per year?

As of Sep 5, 2026, the average yearly pay for employee relations assistant in Michigan is $55,848.00, according to ZipRecruiter salary data. Most workers in this role earn between $35,300.00 and $71,000.00 per year, depending on experience, location, and employer.

What does an Employee Relations Assistant do?

An Employee Relations Assistant supports the human resources team by helping manage workplace relations, ensuring compliance with company policies, and maintaining positive employee interactions. They assist with investigations, handle documentation, schedule meetings, and help resolve minor workplace issues. Their role is essential for fostering a healthy work environment and addressing employee concerns efficiently.

What are some common challenges faced by an Employee Relations Assistant, and how can they be addressed?

Employee Relations Assistants often encounter challenges such as handling sensitive employee concerns, maintaining confidentiality, and balancing multiple administrative tasks. Navigating these situations requires strong communication skills, attention to detail, and the ability to remain impartial. Building trust with employees and staying up to date with company policies and employment laws are key to effectively managing these challenges and supporting a positive workplace environment.

What are the key skills and qualifications needed to thrive as an Employee Relations Assistant, and why are they important?

To thrive as an Employee Relations Assistant, you need a solid understanding of HR principles, employment law, and strong administrative skills, typically supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and sometimes certifications like SHRM-CP or PHR is often required. Outstanding interpersonal skills, discretion, and conflict resolution abilities set candidates apart in this role. These competencies are crucial for handling sensitive workplace matters, supporting fair practices, and promoting a positive organizational climate.

What is the difference between Employee Relations Assistant vs HR Coordinator?

AspectEmployee Relations AssistantHR Coordinator
CredentialsTypically requires an associate's or bachelor's degree in HR, business, or related fieldUsually requires a bachelor's degree in HR, business, or related field; certifications like SHRM-CP are common
Work EnvironmentSupports employee relations activities within HR departments, often in corporate or organizational settingsManages various HR functions, including employee relations, recruitment, and onboarding in similar environments
Employer & Industry UsageUsed across industries to assist with employee engagement and conflict resolutionCommonly employed in organizations to coordinate HR processes and employee programs

While both roles support employee well-being, the Employee Relations Assistant primarily focuses on employee relations support, whereas the HR Coordinator handles a broader range of HR functions, including recruitment and administration.

What are the most commonly searched types of Employee Relations jobs in Michigan?

The most popular types of Employee Relations jobs in Michigan are:

What are popular job titles related to Employee Relations Assistant jobs in Michigan?

For Employee Relations Assistant jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Employee Relations Assistant jobs in Michigan look for?

The top searched job categories for Employee Relations Assistant jobs in Michigan are:

What cities in Michigan are hiring for Employee Relations Assistant jobs?

Cities in Michigan with the most Employee Relations Assistant job openings:

Employee Relations Assistant jobs near you
Infographic showing various Employee Relations Assistant job openings in Michigan as of August 2026, with employment types broken down into 1% As Needed, 71% Full Time, 20% Part Time, 2% Temporary, 4% Contract, and 2% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $55,848 per year, or $26.9 per hour.

Human Resources Specialist - Labor Relations

DFM Solutions, LLC

Detroit, MI • On-site

Full-time

Posted 22 days ago

DFM Solutions rating

6.6

Company rating: 6.6 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

146th of 260 rated facilities management

Job description

HUMAN RESOURCES SPECIALIST - LABOR RELATIONS
The Human Resources Specialist - Labor Relations provides operational Human Resources support across DFM's unionized locations with a primary focus on labor relations, workplace investigations, grievance administration, and employee relations. Working under the direction of the Sr. Human Resources Manager, this position partners with operations leadership to administer collective bargaining agreements, resolve workplace concerns, and ensure compliance with Company policies, labor agreements, and employment laws.
This role also assists with recruiting and onboarding activities during periods of business growth, customer launches, and increased staffing demands while serving as a trusted HR resource to supervisors and represented employees.
Primary Goals and Responsibilities (include but not limited to)
Labor Relations
  • Support the day-to-day administration of multiple Collective Bargaining Agreements (CBAs), including grievance tracking, research, documentation, and preparation for grievance meetings.
  • Attend grievance meetings, labor-management meetings, disciplinary meetings, and other union-related meetings as assigned.
  • Assist with arbitration preparation by organizing documentation, timelines, witness statements, and supporting evidence.
  • Maintain labor relations files, grievance logs, and other required documentation.
  • Develop productive working relationships with union representatives while monitoring grievance and investigation trends to identify training opportunities, process improvements, and proactive labor relations initiatives.

Workplace Investigations & Employee Relations
  • Conduct workplace investigations involving employee complaints, policy violations, attendance concerns, misconduct, harassment, safety concerns, and other employee or labor relations matters.
  • Interview employees, supervisors, and witnesses while maintaining confidentiality and impartiality throughout the investigation process.
  • Prepare detailed investigation reports, findings, and recommendations for review by senior Human Resources leadership.
  • Partner with site leadership to resolve employee and labor relations matters by providing guidance on contract interpretation, policy application, coaching documentation, corrective actions, progressive discipline, and performance concerns involving represented employees.

Talent Acquisition & Onboarding Support
  • Provide operational recruiting support during periods of increased hiring activity, customer launches, and business growth.
  • Coordinate candidate interviews, communications, and pre-employment activities, including background checks, drug screenings, employment verifications, and Paycor onboarding.
  • Coordinate new hire logistics including IT equipment requests, badge access, orientation schedules, and first-day communications.
  • Monitor onboarding progress to ensure all pre-employment and onboarding requirements are completed.

Human Resources Operations
  • Maintain employee records within Paycor and other HR systems while processing employment verifications, unemployment claims, personnel transactions, and required HR documentation.
  • Assist employees and supervisors with HR policy interpretation, leave administration, benefits inquiries, and general Human Resources questions.
  • Prepare HR reports, labor relations metrics, and workforce data to support business decisions.
  • Assist with HR audits and ensure compliance with federal, state, local, and contractual requirements.
  • Participate in People Services projects and continuous improvement initiatives.
  • Travel to company locations as needed to support workplace investigations, employee relations matters, onboarding activities, and operational HR initiatives.

Role Requirements
  • Bachelor's degree in Human Resources, Business Administration, or related field preferred.
  • 3-5+ years of progressive Human Resources experience required.
  • Experience supporting unionized workforces with working knowledge of collective bargaining agreements, grievance administration, and progressive discipline strongly preferred. UAW labor relations experience preferred.
  • Experience conducting workplace investigations and employee relations matters preferred.
  • Experience supporting full-cycle hiring and onboarding processes preferred.
  • Working knowledge of federal and state employment laws.
  • Experience with HRIS systems (Paycor preferred).
  • Strong proficiency in Microsoft Office applications, including Word, Excel, and PowerPoint.
  • Excellent verbal, written, organizational, and interpersonal communication skills.
  • Strong analytical, organizational, and decision-making skills with the ability to manage multiple priorities and deadlines.
  • Ability to maintain confidentiality and exercise sound judgment.
  • Ability to travel periodically to support multiple company locations.

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