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Employee Relations Manager Jobs in Iowa (NOW HIRING)

Sears Seating

Labor Relations Coordinator

Davenport, IA · On-site

$65K - $97K/yr

Support supervisors and managers in understanding contract provisions related to attendance ... Employee Relations Support * Assist with employee relations matters, including investigations into ...

Grain Millers

HR Manager

Saint Ansgar, IA · On-site

As our Human Resources Manager, you will serve as the senior HR leader for the St. Ansgar facility ... You will bring both strategic insight and hands-on HR expertise to help navigate employee relations ...

Grain Millers St. Ansgar

HR Manager

Saint Ansgar, IA · On-site

As our Human Resources Manager, you will serve as the senior HR leader for the St. Ansgar facility ... You will bring both strategic insight and hands-on HR expertise to help navigate employee relations ...

New

Grain Millers

HR Manager

Saint Ansgar, IA · On-site

As our Human Resources Manager, you will serve as the senior HR leader for the St. Ansgar facility ... You will bring both strategic insight and hands-on HR expertise to help navigate employee relations ...

Grain Millers St. Ansgar

HR Manager

IA · On-site

As our Human Resources Manager, you will serve as the senior HR leader for the St. Ansgar facility ... You will bring both strategic insight and hands-on HR expertise to help navigate employee relations ...

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Showing results 21-40

All JobsEmployee Relations JobsEmployee Relations Manager JobsEmployee Relations Manager Jobs in Iowa

Employee Relations Manager information

See Iowa salary details

$44.6K

$91.6K

$155K

How much do employee relations manager jobs pay per year?

As of Aug 10, 2026, the average yearly pay for employee relations manager in Iowa is $91,610.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,900.00 and $109,000.00 per year, depending on experience, location, and employer.

What is the difference between Employee Relations Manager vs HR Generalist?

AspectEmployee Relations ManagerHR Generalist
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications often preferredBachelor's degree in HR, Business, or related field; HR certifications beneficial
Work EnvironmentFocus on employee relations, conflict resolution, and policy enforcement within organizationsHandles a broad range of HR functions including recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in medium to large organizations across various industriesWidely used across industries, especially in organizations with dedicated HR teams

In summary, an Employee Relations Manager specializes in managing employee relations and resolving workplace conflicts, while an HR Generalist handles a broader spectrum of HR functions. Both roles require similar credentials and are integral to HR departments, but their focus areas differ.

What does an employee relations manager do?

An employee relations manager provides a vital link between employees and management. You focus on problem resolution which may involve non-biased internal investigations. Your responsibilities include a wide range of duties such as oversight of employee rights; this can range from conflict to sexual harassment issues. You also provide guidance for management in regards to worker discipline and termination. You help ensure that the company complies with all required laws and regulations, and work closely with human resources for other tasks such as HR analytics. Work is typically full-time during regular business hours in an office environment. Some positions may require travel.

What does an employee relations manager do?

An Employee Relations Manager is responsible for fostering positive relationships between employees and management within an organization. They handle workplace disputes, ensure compliance with employment laws, and develop policies that support a healthy work environment. Their duties often include investigating complaints, advising management on employee issues, and implementing strategies to improve employee morale and engagement. This role is key to maintaining a productive workplace and preventing legal issues related to employment.

What are the key skills and qualifications needed to thrive as an employee relations manager, and why are they important?

To thrive as an Employee Relations Manager, you need a thorough understanding of labor laws, conflict resolution, and HR best practices, typically supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and certifications like SHRM or HRCI are commonly required. Exceptional interpersonal skills, discretion, and the ability to mediate sensitive situations distinguish top performers in this role. These skills are crucial for fostering a positive work environment, minimizing legal risks, and ensuring fair and equitable workplace practices.

What are some common challenges faced by employee relations managers, and how are they typically addressed?

Employee Relations Managers often encounter challenges such as resolving complex workplace conflicts, navigating sensitive investigations, and ensuring compliance with labor laws. These situations require strong communication and mediation skills, as well as the ability to remain impartial and confidential. Managers typically address these challenges through ongoing training, clear policies, and close collaboration with HR, legal, and management teams to ensure fair and consistent outcomes.
More about Employee Relations Manager jobs
What are the most commonly searched types of Employee Relations jobs in Iowa? The most popular types of Employee Relations jobs in Iowa are:
What are popular job titles related to Employee Relations Manager jobs in Iowa? For Employee Relations Manager jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Employee Relations Manager jobs in Iowa look for? The top searched job categories for Employee Relations Manager jobs in Iowa are:
What cities in Iowa are hiring for Employee Relations Manager jobs? Cities in Iowa with the most Employee Relations Manager job openings:
Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Iowa as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, 2% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $91,610 per year, or $44 per hour.

Labor Relations Coordinator

Sears Seating

Davenport, IA • On-site

$65K - $97K/yr

Full-time

Re-posted 22 days ago

Job description

Position Summary
The Labor Relations Coordinator supports daily labor relations activities within a unionized manufacturing environment. This role works closely with Human Resources, operations leadership, and UAW representatives to ensure consistent application of the collective bargaining agreement (CBA), company policies, and labor laws in a right-to-work state.
The coordinator plays a key role in grievance tracking, investigation support, documentation, and supervisor guidance, helping to maintain a fair and productive workplace while fostering positive labor-management relationships.
KEY RESPONSIBILITIES
Contract Administration Support
  • Assist in interpreting and applying the UAW collective bargaining agreement.
  • Support supervisors and managers in understanding contract provisions related to attendance, seniority, job assignments, and work rules.
  • Ensure consistent application of company policies and CBA provisions across departments.
Grievance Coordination
  • Coordinate and track grievance activity, including documentation, timelines, and responses.
  • Support investigations by gathering facts, documents, and statements.
  • Partner with HR and leadership to prepare responses and maintain accurate grievance records.
  • Monitor trends and escalate recurring issues to HR leadership.
Employee Relations Support
  • Assist with employee relations matters, including investigations into attendance, conduct, and workplace concerns.
  • Help ensure consistent and fair application of discipline within the guidelines of the CBA.
  • Serve as a resource for supervisors navigating day-to-day labor relations situations.
  • Support attendance management processes, including tracking, documentation, and coordination of corrective action in alignment with the CBA.
Labor-Management Interaction
  • Build working relationships with UAW stewards and bargaining unit employees.
  • Support labor-management meetings through preparation, notes, and follow-up actions.
  • Help facilitate communication between management and union representatives.
Compliance amp; Documentation
  • Maintain accurate and organized records related to grievances, discipline, and investigations.
  • Support compliance with labor laws including NLRA, FMLA, FLSA, and right-to-work considerations.
  • Assist with audit preparation and documentation requests.
Training amp; Supervisor Support
  • Support training efforts for supervisors on basic contract interpretation and employee relations practices.
  • Provide guidance and tools to leaders to improve consistency in decision-making.
Reporting amp; Metrics
  • Maintain labor relations reports (grievances, attendance, discipline trends).
  • Identify patterns and assist HR leadership in developing action plans to reduce risk and improve workforce stability.
QUALIFICATIONS
Education amp; Experience
  • Associate or bachelor’s degree in human resources, Business Administration, or related field preferred.
  • 1–3 years of HR, employee relations, or labor relations experience.
  • Experience in a manufacturing or industrial environment preferred.
  • Exposure to union environments (UAW preferred) is a strong plus.
Knowledge, Skills amp; Abilities
  • Basic understanding of labor relations principles and collective bargaining agreements.
  • Strong organizational and documentation skills.
  • Ability to handle sensitive information with confidentiality.
  • Effective communication and interpersonal skills.
  • Ability to build positive working relationships with supervisors, employees, and union representatives.
KEY COMPETENCIES
  • Attention to detail
  • Organization and follow-through
  • Communication skills
  • Problem-solving
  • Integrity and confidentiality
WORKING CONDITIONS
  • Manufacturing environment with presence on the production floor.
  • Interaction across multiple shifts; occasional off-shift support may be needed.
  • Fast-paced setting with frequent priorities requiring strong time management.
  • Frequent interaction with production supervisors and operations leadership.

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