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Labor Relations Manager Jobs in Connecticut (NOW HIRING)

HomeServe USA

Director Labor Relations

Norwalk, CT · On-site

This includes managing the full negotiations process, from preparing negotiation strategies with ... Manage the day-to-day labor relations operations of the Energy Services division, including labor ...

HomeServe

Director Labor Relations

Norwalk, CT · On-site

This includes managing the full negotiations process, from preparing negotiation strategies with ... Manage the day-to-day labor relations operations of the Energy Services division, including labor ...

UNFI

Human Resources Business Partner

CT · On-site

$72K/yr

... Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability, and Philanthropy. In addition, this team plays a ...

NBCUniversal

Director, Human Resources

Hartford, CT · On-site

Work with managers to build a career path for employees, identifying opportunities for training, new skill acquisition, and advancement * Work closely with Labor Relations on collective bargaining ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Connecticut

Labor Relations Manager information

See Connecticut salary details

$55.6K

$105.9K

$158.4K

How much do labor relations manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for labor relations manager in Connecticut is $105,944.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,600.00 and $120,800.00 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 Connecticut?

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

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

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

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

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

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

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

Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Connecticut as of August 2026, with employment types broken down into 84% Full Time, 11% Part Time, 2% Temporary, and 3% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $105,944 per year, or $50.9 per hour.

Agency Labor Relations Manager

State of Connecticut

Newington, CT • On-site

$107K - $147K/yr

Full-time

Posted 5 days ago

Job description

Introduction
About Us
The State of Connecticut's Office of Policy and Management's (OPM) Office of Labor Relations (OLR) seeks to hire an Agency Labor Relations Manager. OLR serves as the Governor's designated representative, through the Secretary of OPM, on collective bargaining matters for the majority of executive branch State employees.
This opportunity is available to current State of Connecticut employees.
Who We Are
At OPM, we report directly to the Governor and provide information and analysis that the Governor uses to formulate public policy for the state. We also assist state agencies and municipalities in implementing the law and public policy on behalf of the people of Connecticut. We prepare the Governor's budget proposals; implement and monitor the execution of the enacted budget; and oversee the executive branch agencies that report to the Governor.
OLR serves as the Governor's designated representative, through the Secretary of OPM, for collective bargaining matters for state employees in the executive branch, other than the constituent units of Higher Education, the State Board of Education and the Division of Criminal Justice.
Your Role
In this position you will be deployed at an agency and will be accountable for providing leadership over the staff and operations of an agency's labor relations program.
In this position, you will work with your staff to provide consultative services to agencies and commissioners on a variety of issues that impact the mission of each organization. You will be expected to play an integral role in managing the relationships between the State Employee Bargaining Units and the Agencies to ensure the delivery of services to Connecticut residents. Working in OLR will provide an opportunity to assist in labor relations matters such as union contract negotiations, contract grievances, arbitrations, hearings, and other labor and employment issues.
This is a full time (40 hours per week) position located in the greater Hartford area. This recruitment may be considered for future Agency Labor Relations Manager opportunities within OPM, for locations in the Greater Hartford and surrounding areas.
Selection Plan
In order to be considered for this job opening, you must be a current State of Connecticut employee, who has worked for the state for at least six (6) months of full-time service or full-time equivalent service, absent any applicable collective bargaining language, and meet the Minimum Qualifications as listed on the job opening. You must specify your qualifications on your application.
FOR ASSISTANCE IN APPLYING:
Check out our Applicant Tips on How to Apply! Need more resources? Visit our Applicant Reference Library for additional support throughout the recruitment process.
BEFORE YOU APPLY:
  • Meet Minimum Qualifications: Ensure you meet the Minimum Qualifications listed on the job opening by the job closing date. You must specify your qualifications on your application. The minimum experience and training requirements listed must be met by the close date on the job opening, unless otherwise specified.
  • Educational Credits: List your earned credits and degrees from accredited institutions accurately on your application. To receive educational credits towards qualification, the institution must be accredited. If the institution of higher learning is located outside of the U.S., you are responsible for providing documentation from a recognized USA accrediting service which specializes in determining foreign education equivalencies to the contact listed below.
  • Resume Policy: Per Public Act 21-69, resumes are not accepted during the initial application process. As the recruitment process progresses, candidates may be required to submit additional documentation to support their qualification(s) for this position. This documentation may include: a cover letter, resume, transcripts, diplomas, performance reviews, attendance records, supervisory references, licensure, etc., at the request and discretion of the hiring agency.
  • Preferred Shift/Location: Select all location(s) and shift(s) you are willing to work on your application. Failure to do so may result in not being considered for vacancies in that specific location or shift.
  • Timely Submission: All application materials must be received by the job posting deadline. You will be unable to make revisions once you officially submit your application to the State. Late submissions are rarely accepted, with exceptions only for documented events that incapacitate individuals during the entire duration of the job posting. Request exceptions by emailing DAS.SHRM@ct.gov.
  • Salary Calculations: For current state employees, salary calculations are not necessarily comparable from one of the three branches of state government (i.e., Executive, Legislative, Judicial) to the other.
  • Note: The only way to apply to this posting is via the 'Apply' or 'Apply Online' buttons on the official State of Connecticut Online Employment Center job posting.

AFTER YOU APPLY:
  • Some email providers may experience delays or issues delivering messages. To avoid missing important updates-such as referral questionnaires or interview scheduling links-please check your Personal Status Board regularly.
  • For added convenience, you can also enable text (SMS) notifications. To do this, log in to your Personal Status Board and select "Update My Contact Information."
  • Referral Questions: This posting may require completion of additional Referral Questions (RQs), which must be completed by the questionnaire's expiration date. If requested, RQs can be accessed via an email sent to you after the job close date or by visiting your JobAps Personal Status Board (Certification Questionnaires section).
  • Prepare For An Interview: Interviews are limited to those whose experience and training are most aligned with the role. To prepare, review this helpful Interview Preparation Guide to make the best impression!
  • Stay connected! Log in daily to your JobAps Personal Status Board to track your status and check email (including spam/junk folders) for updates and tasks.
  • The immediate vacancy is listed above, however, applications to this recruitment may be used for future vacancies in this job class.
  • Note: This position will be filled in accordance with contractual language, reemployment, SEBAC, transfer, promotion and merit employment rules. Candidates who are offered and accept a position with the State of Connecticut are bound by the State Code of Ethics for Public Officials and State employees, available at www.ct.gov/ethics.

QUESTIONS? WE'RE HERE TO HELP:
Due to high volume, we are unable to confirm receipt or provide status updates directly. For recruitment updates, please check your Personal Status Board and review our Frequently Asked Questions. If you have additional questions about the recruitment process, reach out to opm.recruitment@ct.gov.
PURPOSE OF JOB CLASS (NATURE OF WORK)
In the Office of Policy and Management, Office of Labor Relations this class is deployed at an agency and is accountable for providing leadership over the staff and operations of an agency's labor relations program.
In a state agency this class is accountable for providing leadership over the staff and operations of an agency's labor relations program that involves collective bargaining agreements not under the jurisdiction of the Office of Labor Relations.
EXAMPLES OF DUTIES
  • Partners with and is accountable for successful relationships with agency leadership to ensure alignment of labor relations support with organizational goals and strategies;
  • Proactively analyzes data and plans for emerging agency labor relations needs;
  • Interprets and ensures adherence to collective bargaining agreements;
  • Advises executives, administrators, managers and supervisors on collective bargaining agreements and other employee relations issues;
  • Communicates with bargaining unit representatives and other interested parties to ensure cooperative relationships;
  • Trains and evaluates staff and provides guidance and assistance on complex issues;
  • Conducts a variety of investigations and determines appropriate action;
  • Assigns, directs and reviews investigations performed by assigned staff;
  • Coordinates and participates in Agency Labor Management meetings;
  • Administers collective bargaining agreements, progressive discipline and conducts grievance hearings;
  • Triages crisis situations and recommends appropriate action in conjunction with appointing authority;
  • Analyzes complex workplace situations and issues and leverage solutions;
  • Oversees performance management system;
  • Ensures compliance with applicable state and federal laws, regulations, policies and procedures;
  • Supports related agency strategic needs as required;
  • Prepares and maintains relevant documentation;
  • Serves as a member of labor contract negotiating teams, as assigned;
  • Participates in the recruitment and hiring of staff, including outreach, interview and selection;
  • May work with local and State Police, in conjunction with the Under Secretary for Labor Relations, regarding issues of criminal activity involving employees;
  • May serve as a project team leader on complex projects involving labor relations initiatives and other projects with statewide impact;
  • Performs related duties as required.

KNOWLEDGE, SKILL AND ABILITY
  • Considerable knowledge of
    • and ability to apply management principles and practices within a matrixed organization;
    • relevant state and federal laws, statutes, regulations, policies and procedures;
    • labor relations, collective bargaining and human resources management;
  • Knowledge of employee classification and compensation;
  • Considerable
    • interpersonal skills;
    • oral and written communications skills;
    • negotiation and conflict resolution skills;
  • Considerable ability to
    • effectively conduct investigations;
    • analyze and interpret collective bargaining agreements, laws, regulations, policies and procedures;
    • counsel employees;
  • Ability to
    • effectively serve as an advocate, supervise and strategically plan;
    • apply innovate solutions to workforce problems.

MINIMUM QUALIFICATIONS - GENERAL EXPERIENCE
Nine (9) years of professional experience in labor relations or human resources management.
MINIMUM QUALIFICATIONS - SPECIAL EXPERIENCE
One (1) year of the General Experience must have been at the full advanced working level in human resources or labor relations management.
NOTE: For state employees this experience is interpreted at the level of Principal Human Resources Specialist, Human Resources Generalist 3 or Agency Labor Relations Specialist.
MINIMUM QUALIFICATIONS - SUBSTITUTIONS ALLOWED
  • College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equaling one half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
  • A Master's degree in human resources management, labor relations, business administration, public administration or a closely related field may be substituted for one (1) additional year of the General Experience.
  • A law degree may be substituted for two (2) additional years of the General Experience.

SPECIAL REQUIREMENTS
  • Incumbents in this class may be required to travel.
  • Incumbents in this class may be required to possess and retain a valid Motor Vehicle Operator's License.

Conclusion
AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER
The State of Connecticut is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, and persons with disabilities.
ACKNOWLEDGEMENT
As defined by Sec. 5-196 of the Connecticut General Statutes, a job class is a position or group of positions that share general characteristics and are categorized under a single title for administrative purposes. As such, a job class is not meant to be all-inclusive of every task and/or responsibility.

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