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Labor Relations Manager Jobs in Arizona (NOW HIRING)

Carvana

Counsel, Labor & Employment

Phoenix, AZ · On-site

... labor-relations risk. * Monitor employment and labor law developments across a multi-state ... Demonstrated ability to manage employment disputes through all phases, including negotiations ...

Carvana

Counsel, Labor & Employment

Tempe, AZ · On-site

... labor-relations risk. * Monitor employment and labor law developments across a multi-state ... Demonstrated ability to manage employment disputes through all phases, including negotiations ...

Sub-Zero, Inc.

Human Resources Manager

Goodyear, AZ · On-site

$110 - $140/hr

Partner with manufacturing team to cultivate positive labor and employee relations for union and non-team members. * Coach and influence leaders and team members on company policies and practices, as ...

New

Alstom

HR Generalist - Phoenix 1

Phoenix, AZ

Progress towards becoming a trusted advisor and strategic partner for business leaders, while advancing your expertise in HR leadership, talent management, and labor relations. , * Utilise our ...

Alstom

HR Generalist - Phoenix 1

Phoenix, AZ

Progress towards becoming a trusted advisor and strategic partner for business leaders, while advancing your expertise in HR leadership, talent management, and labor relations. , * Utilise our ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Arizona

Labor Relations Manager information

See Arizona salary details

$54.5K

$103.8K

$155.2K

How much do labor relations manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for labor relations manager in Arizona is $103,784.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,900.00 and $118,300.00 per year, depending on experience, location, and employer.

What does a labor relations manager do?

A Labor Relations Manager is responsible for overseeing and managing the relationship between an organization and its employees, specifically focusing on matters related to labor unions and collective bargaining agreements. They work to resolve disputes, negotiate contracts, interpret labor laws, and ensure that company policies comply with relevant labor regulations. Their goal is to maintain productive working relationships while protecting the interests of both the employer and the employees.

What does a labor relations manager do?

Labor relations managers negotiate contracts and agreements between labor organizations or individual employees and their organization. As a labor relations manager, your primary duties involve researching industry data, handling all aspects of negotiations, and resolving labor disputes. Most labor relations managers work in the human resources department of a company. The career requires knowledge of labor laws, union practices, and bargaining procedures, as well as wage information for your industry. Additional qualifications include at least a bachelor’s degree in a relevant field, such as business administration or human resources, prior management experience, and strong negotiation skills.

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

To excel as a Labor Relations Manager, you need expertise in labor law, contract negotiation, and dispute resolution, typically supported by a degree in human resources, labor relations, or a related field. Familiarity with HR information systems (HRIS), collective bargaining agreement software, and relevant certifications such as SHRM or HRCI can be advantageous. Outstanding interpersonal skills, emotional intelligence, and the ability to communicate persuasively make a candidate stand out. These competencies are vital to maintain positive employer-employee relationships, ensure compliance, and achieve organizational goals through effective labor management.

How does a labor relations manager typically collaborate with both management and union representatives to resolve workplace disputes?

A Labor Relations Manager acts as a crucial liaison between company management and union representatives, aiming to foster effective communication and resolve workplace disputes efficiently. They participate in negotiations, facilitate meetings, and help interpret labor contracts to ensure both parties' concerns are addressed fairly. This role often requires balancing organizational goals with employee rights, making strong interpersonal and conflict-resolution skills essential. Successful collaboration builds trust and helps maintain a positive, productive workplace environment.

What is the difference between Labor Relations Manager vs Human Resources Specialist?

AspectLabor Relations ManagerHuman Resources Specialist
CredentialsTypically requires a bachelor’s degree in HR, labor relations, or related field; certifications like SHRM-CP or PHR are commonSame as Labor Relations Manager: bachelor’s degree, HR certifications often preferred
Work EnvironmentFocuses on union negotiations, employee relations, and compliance within organizationsHandles recruitment, onboarding, employee benefits, and general HR functions
Employer & Industry UsageUsed in industries with unionized workforces such as manufacturing, transportation, and public sectorUsed across various industries including corporate, healthcare, and retail

The main difference is that Labor Relations Managers specialize in union negotiations and employee relations within unionized environments, while Human Resources Specialists handle broader HR functions like recruitment and benefits. Both roles require similar credentials and are essential in organizations with or without union presence.

Is labor relations a stressful job?

Labor relations managers often work in high-pressure environments, as they handle negotiations, conflicts, and compliance issues between employers and employees. The role requires strong communication, problem-solving skills, and the ability to manage complex and sometimes contentious situations, which can contribute to job stress.

What degree do you need for labor relations manager?

A labor relations manager typically needs a bachelor's degree in human resources, labor relations, business administration, or a related field. Some roles may prefer or require a master's degree or professional certifications in labor relations or HR management. Strong communication, negotiation skills, and knowledge of employment laws are also important for this role.
More about Labor Relations Manager jobs

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

The most popular types of Labor Relations jobs in Arizona are:

What are popular job titles related to Labor Relations Manager jobs in Arizona?

For Labor Relations Manager jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Labor Relations Manager jobs in Arizona look for?

The top searched job categories for Labor Relations Manager jobs in Arizona are:

What cities in Arizona are hiring for Labor Relations Manager jobs?

Cities in Arizona with the most Labor Relations Manager job openings:

Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Arizona as of August 2026, with employment types broken down into 87% Full Time, 10% Part Time, 2% Temporary, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $103,784 per year, or $49.9 per hour.

Assistant General Counsel - Labor & Employment

U-Haul

Phoenix, AZ • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

U-Haul rating

6.0

Company rating: 6.0 out of 10

Based on 522 frontline employees who took The Breakroom Quiz

153rd of 177 rated vehicle equipment hire

Job description

Location:
2721 N Central Ave, Phoenix, Arizona 85004 United States of America
To ensure a fair and consistent evaluation process, candidates are expected to complete all interviews and assessments independently and without the use of artificial intelligence tools (including AI-generated responses, prompts, or real-time assistance). Use of AI throughout the application and recruiting process may result in removal from consideration. Our goal is to get to know your authentic experiences, communication style, and problem-solving approach.
This position is not eligible for employer sponsorship.
Since 1945, U-Haul has been providing opportunities! The U-Haul International Legal Department has an excellent opportunity for an attorney with 5 or more years of employment litigation experience in class and individual claims and ideally, substantial experience in traditional labor law. Reporting to the Director of Litigation, this Assistant General Counsel role is part of a collegial law department of about 20 attorneys in various practice areas. This is an in-office position in Phoenix. Arizona. Full-time remote work is not an option.
This non-supervisory position is ideal for an attorney who is committed to: 1) learning the diverse business lines within the U-Haul System of companies in the U.S. and Canada; 2) providing responsive counsel and assertive representation; and 3) being open to growth in other areas over time to meet the needs of the department and the System.
A successful candidate will have a proactive mindset, sense of humor, curiosity, and a drive for continuous effort. A successful teammate will enjoy freedom from micromanagement by being a trustworthy professional, a direct communicator, and a self-starter with relentless engagement and initiative.
Responsibilities:
(The following is not all-inclusive. Rather, it is meant to provide a good overview of the role.)
Employment:
  • Handle docket of single-plaintiff and class/collective employment matters in courts and arbitration across U.S. and Canada and inclusive of all employment claims, e.g. California PAGA, wage/hour, discrimination, FMLA, retaliation (including worker's comp. retaliation).
  • Manage outside employment counsel in effective manner.
  • Serve as backup to non-litigation employment counsel for day-to-day questions or counsel regarding EEOC and state agency position statements drafted by HR team members.
  • Keep abreast of developments in employment law and provide related counsel.

Labor:
  • Provide counsel regarding compliance with the National Labor Relations Act (NLRA), the federal Worker Adjustment and Retraining Notification (WARN), and similar state or local laws.
  • Handle NLRB unfair labor practice charges and representation petitions.
  • Manage outside labor counsel in effective manner.
  • Support Director of Unionfree Advantage with the development and execution of a positive team member relations and unionfree program.
  • Keep abreast of labor law developments and provide related counsel.

General:
  • Provide legal advice to U-Haul field personnel on general legal issues.
  • Exercise good judgment in working with paralegals and assistants toward litigation and project objectives.
  • Collaborate effectively within Legal Dept. and with representatives of other departments.
  • Support department operational objectives.
  • Embrace opportunities for professional growth to contribute to other areas of Legal Dept.
  • Triage and manage simultaneous time-sensitive matters.
  • Occasional business travel.

Qualifications:
  • JD from an ABA-accredited law school.
  • Licensed in good standing in at least one U.S. jurisdiction.
  • Minimum of 5 years of experience in class and single-claimant employment litigation.
  • Prior experience in California PAGA matters is preferred.
  • Prior traditional labor experience, including union avoidance, unfair labor practices, organizing campaigns, elections, and picketing, is preferred.
  • Prior experience in Canadian employment law is a plus, but not required.
  • Excellent research, writing, strategic, and analytical skills.
  • Strong judgment in prioritizing work, managing time, and meeting deadlines.
  • Willing to work primarily in-office in Midtown Phoenix with reasonable flexibility for work-life balance.

U-Haul Offers:
  • Medical insurance
  • Prescription drug plans
  • Dental & Vision plan with hearing care discounts
  • Onsite medical clinic for team members and eligible family members
  • New indoor fitness gym (Midtown Phoenix campus)
  • Get Fit Gym Reimbursement Program
  • Registered Dietitian Program
  • WeightWatchers®
  • CVS Virtual Care
  • U-Haul Kids Program
  • 24-Hour Nurse Line
  • Wellness Program (HealthierYou initiatives & challenges)
  • Mindset App Reimbursement
  • Pet Insurance & Wellness plans
  • Career stability
  • Opportunities for advancement
  • Valuable on-the-job training
  • Tuition Reimbursement Program
  • Free online courses for personal and professional development at U-Haul University®
  • 401(k) Savings Plan
  • Employee Stock Ownership Plan (ESOP)
  • Company-paid life insurance
  • Voluntary life insurance options
  • Short-Term and Long-Term Disability
  • Critical Illness, Accident & Hospital Indemnity plans
  • Business & business travel insurance
  • MetLaw Legal Program
  • MetLife Auto & Home Insurance
  • LifeLock Identity Theft Protection
  • Dave Ramsey's SmartDollar® Financial Wellness Program
  • U-Haul Federal Credit Union
  • Paid holidays, vacation, and sick time
  • YouMatter Employee Assistance Program (EAP)
  • Discounts on cell phone plans, hotels, computers, vehicles & more
  • Community involvement & volunteer opportunities
  • U-Haul Mothers Program (Paid maternity leave)

#LI-SB1
U-Haul Holding Company, and its family of companies including U-Haul International, Inc. ("U-Haul"), continually strives to create a culture of health and wellness. Consistent with applicable state law, U-Haul will not hire or re-hire individuals who use nicotine products. The states in which U-Haul will decline to hire nicotine users are: Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia, and Washington. U-Haul has observed this hiring practice since February 1, 2020 as part of our commitment to a healthy work environment for our team.
U-Haul is an equal opportunity employer. All applicants for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis.

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