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Employee Relations Jobs in Michigan (NOW HIRING)

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Employee Relations information

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$17K

$55.8K

$96.3K

How much do employee relations jobs pay per year?

As of Aug 14, 2026, the average yearly pay for employee relations 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 is the difference between Employee Relations vs HR Generalist?

AspectEmployee RelationsHR Generalist
Primary FocusManaging employee relationships, conflict resolution, and workplace cultureHandling a broad range of HR functions including recruitment, onboarding, and compliance
Required CredentialsTypically HR certification or related experienceHR certification or degree often preferred
Work EnvironmentEmployee-focused, often within HR teamsVaried, covering multiple HR functions across departments
Industry UsageCommon in organizations emphasizing employee engagementWidely used across industries for general HR duties

While both roles are part of HR, Employee Relations specializes in maintaining positive employee relationships and resolving workplace issues. HR Generalists handle a broader range of HR tasks, including recruitment and compliance. Understanding these differences helps organizations assign the right responsibilities and professionals to each area.

What is employee relations?

An employee relations job is an HR position in which you manage interactions between HR and employees. Your responsibilities include training new employees about various aspects of the workplace culture, such as specific procedures, and how to find support during difficult times and helping them learn how to take advantage of company policies about grievances, promotions, and benefits. Your duties include leading training sessions, working closely with other HR professionals who support your efforts by developing new policies, reviewing company guidelines, and ensuring workers understand their rights and benefits.

How does an employee relations specialist typically collaborate with HR and management to resolve workplace conflicts?

Employee Relations specialists work closely with HR teams and management to address workplace issues such as conflicts, grievances, and disciplinary matters. They often act as mediators, facilitating open communication between employees and supervisors to ensure fair and consistent application of company policies. In addition, they may lead investigations, recommend solutions, and support managers in implementing corrective actions. This collaboration helps maintain a positive work environment and ensures compliance with labor laws and organizational standards.

Is employee relations in demand?

Employee relations is a growing field within human resources, as organizations increasingly focus on workplace culture, employee engagement, and conflict resolution. Demand for professionals with skills in communication, conflict management, and HR software remains strong across various industries.

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

To thrive as an Employee Relations Specialist, you need a solid understanding of labor laws, conflict resolution, and HR policies, often supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and sometimes certifications like SHRM-CP or PHR are commonly required. Exceptional communication, problem-solving, and negotiation skills set standout professionals apart in this role. These skills are vital for fostering a positive workplace environment, ensuring legal compliance, and effectively resolving employee issues.

What does an employee relations job do?

An employee relations job involves managing the relationship between an organization and its employees, addressing workplace issues, resolving conflicts, and ensuring compliance with employment laws. Professionals in this role often conduct investigations, facilitate communication, and develop policies to promote a positive work environment.
More about Employee Relations jobs

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 jobs in Michigan?

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

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

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

What cities in Michigan are hiring for Employee Relations jobs?

Cities in Michigan with the most Employee Relations job openings:

Employee Relations jobs near you
Infographic showing various Employee Relations job openings in Michigan as of August 2026, with employment types broken down into 85% Full Time, 10% Part Time, and 5% Contract. Highlights an 95% In-person, and 5% Hybrid job distribution, with an average salary of $55,848 per year, or $26.9 per hour.

Employee & Labor Relations Specialist

Samsung SDI America Inc

Auburn Hills, MI • On-site

Full-time

Posted 21 days ago

Job description

Duties and Responsibilities

  • Serves as one of the Company’s primary point of contact with Headquarters on labor and employee relations matters. Prepares timely reports and presentations regarding collective bargaining agreements, union activity, grievances, employee relations trends, and other workforce matters.
  • Collaborates with and reports to SDIA Employee Relations Leadership to develop and implement effective labor and employee relations strategies and courses of action.
  • Supports the launch and stabilization of a new manufacturing facility by developing employee and labor relations processes, workplace policies, investigation protocols, escalation procedures, training programs, and workforce engagement strategies.
  • Works effectively within a joint venture environment, balancing the operational priorities, policies, governance requirements, and cultural expectations of multiple parent organizations.
  • Collaborates with SDIA Employee Relations Leadership to recommend improvements to policies, procedures, and personnel practices.
  • Researches and develops subject-matter expertise regarding unions that are involved, or may become involved, with the Company. Prepares related reports, risk assessments, and presentations for Headquarters and Company leadership.
  • Monitors labor-market trends, union activities, competitor labor developments, and emerging workforce risks to provide proactive recommendations to Company leadership.
  • Maintains current knowledge of emerging employee and labor relations trends, National Labor Relations Board decisions and guidance, union-organizing developments, and changes in federal, state, and local employment laws.
  • Evaluates the potential impact of new NLRB decisions, regulations, and enforcement priorities on Company policies, workplace practices, supervisory conduct, and labor relations strategy.
  • Provides specialized consultation, coaching, and training on employee and labor relations matters to managers, employees, and Human Resources professionals, including guidance on performance management, corrective action, disciplinary matters, and workplace conflict.
  • Conducts timely, thorough, and impartial investigations involving potential grievances, employee complaints, workplace misconduct, and policy violations.
  • Identifies opportunities to remediate and prevent workplace concerns that may negatively affect morale, productivity, employee engagement, safety, or organizational performance.
  • Determines, gathers, preserves, and analyzes relevant evidence and documentation necessary to evaluate policy, compliance, and workplace issues.
  • Supports grievance administration and resolution, including investigation, response preparation, labor-management discussions, and identification of appropriate corrective or preventive actions.
  • Recommends process improvements that strengthen the consistency, transparency, accuracy, and efficiency of personnel processes and employee relations practices.
  • Provides policy interpretation, compliance guidance, and training to minimize organizational risk and resolve workplace disputes at the lowest appropriate administrative level.
  • Develops, conducts, or participates in specialized presentations and training covering operational, technical, and regulatory Human Resources topics.
  • Anticipates and advises management and Human Resources leadership regarding the employee and labor relations impact of strategic and operational decisions. Recommends actions that prevent or minimize grievances, unfair labor practice charges, organizing risk, and labor disputes.
  • Identifies training opportunities and develops materials for supervisors, Human Resources and Employee Relations professionals, and labor-management committees.
  • Collaborates with supervisors, Employee Relations, Environmental Health and Safety, and training committee members to support safe work practices and consistent application of workplace expectations.
  • Assists with workforce readiness and plant-launch activities, including policy implementation, supervisor training, employee onboarding, organizational communications, issue-escalation processes, and the establishment of a positive workplace culture.
  • Develops effective relationships with joint venture partners, parent-company representatives, operational leadership, union representatives, legal counsel, and other internal and external stakeholders.



Minimum Experience Requirements

  • Four or more years of direct labor relations experience in a unionized manufacturing environment.
  • Two or more years of labor relations experience involving the UAW and/or an automotive original equipment manufacturer.
  • Demonstrated experience developing and implementing labor and employee relations strategies.
  • Experience conducting workplace investigations and managing and resolving employee conflicts, grievances, and disciplinary matters.
  • Experience providing guidance on Human Resources policies and applicable U.S. employment and labor laws.
  • Experience advising supervisors and organizational leaders on employee and labor relations risks.
  • Working knowledge of current NLRB decisions, guidance, procedures, and enforcement trends.

Preferred Experience

  • Experience supporting the launch, ramp-up, or stabilization of a new manufacturing plant or major manufacturing operation.
  • Experience working within a joint venture, strategic partnership, or other multi-company governance structure.
  • Experience establishing employee relations policies, processes, and infrastructure in a start-up or greenfield manufacturing environment.
  • Experience supporting collective bargaining, contract administration, grievance handling, arbitration preparation, or union-organizing response.
  • Experience conducting, analyzing, and reporting employee engagement or workplace climate surveys and developing improvement plans based on the results.
  • Experience working in multicultural, global, or international headquartered business environments.
  • Experience presenting labor and employee relations updates to executive leadership or corporate headquarters.

Premium Skill

  • Bi lingual Korean


Minimum Education

  • Bachelor’s degree in Human Resources, Industrial and Labor Relations, Business Administration, Psychology, or a related field.


Preferred Education

  • Master’s degree in Business Administration, Human Resources, Industrial and Labor Relations, or a related field.


Certifications

  • Professional in Human Resources certification—such as PHR, SPHR, SHRM-CP, or SHRM-SCP— a plus.



Required Skills and Competencies

  • Thorough knowledge of U.S. labor and employment laws, including the National Labor Relations Act and other laws governing the employment relationship.
  • Current knowledge of significant NLRB decisions, rulemaking, enforcement priorities, unfair labor practice standards, protected concerted activity, and union-organizing developments.
  • Knowledge of federal and state agencies and regulations governing employment and labor relations.
  • Understanding of employee relations policies, workplace sensing methods, engagement strategies, and early-warning indicators of workforce concerns.
  • Demonstrated understanding of labor relations practices within unionized manufacturing and UAW-represented environments.
  • Ability to support a fast-paced plant launch while building sustainable employee and labor relations processes.
  • Ability to operate effectively in a joint venture environment with multiple stakeholders, governance structures, business priorities, and organizational cultures.
  • Strong investigative skills, including interviewing, credibility assessment, evidence analysis, documentation, and report writing.
  • Strong grievance-handling, conflict-resolution, mediation, and problem-solving capabilities.
  • Ability to analyze complex oral and written information quickly, accurately, and objectively and make sound decisions under pressure.
  • Ability to translate legal and regulatory developments into practical guidance for supervisors, managers, and Human Resources professionals.
  • Strong written and verbal communication skills, including the ability to prepare executive-level reports and deliver effective presentations.
  • Ability to develop and maintain effective working relationships with employees, union representatives, management, executive leadership, joint venture partners, and outside contacts.
  • Strong interpersonal skills and the ability to establish credibility and partnerships across organizational and cultural lines.
  • Sound judgment, discretion, professionalism, and the ability to handle sensitive and confidential information.
  • Strong organizational and project-management skills, with the ability to manage multiple priorities in a rapidly changing manufacturing environment.
Samsung SDI logo

About Samsung SDI

Sourced by ZipRecruiter

Industry

Electrical equipment, appliance, and component manufacturing

Company size

1,001 - 5,000 Employees

Headquarters location

Auburn Hills, MI, US

Year founded

2015

View All Samsung SDI Jobs