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Labor Relations Manager Jobs in Georgia (NOW HIRING)

Southern States LLC

Employee Relations Manager

Hampton, GA · On-site

$80 - $100/hr

Highlight potential labor relations issues to senior management and assist in resolution. * Plans, coordinates, and directly handles employee relations activities. * Act as internal consultant for ...

Clearwater Paper

Manager II Human Resources

Augusta, GA

$108K - $163K/yr

The HR Manager II will act as a liaison between departments performing a variety of human resources responsibilities to foster positive employee relations, labor relations, organization, career, and ...

Hyundai Mobis

Consultant, Employee Relations

GA · On-site

Manage the coordination and organization of labor relations activities, which may include contract administration, contract negotiations, grievance administration planning and discipline ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Georgia

Labor Relations Manager information

See Georgia salary details

$49.4K

$94K

$140.6K

How much do labor relations manager jobs pay per year?

As of Aug 24, 2026, the average yearly pay for labor relations manager in Georgia is $94,038.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,000.00 and $107,200.00 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 Georgia?

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

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

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

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

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

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

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

Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Georgia as of August 2026, with employment types broken down into 80% Full Time, 11% Part Time, 6% Contract, and 3% Nights. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $94,038 per year, or $45.2 per hour.

MGR LABOR RELATIONS

Metropolitan Atlanta Rapid Transit Authority

Atlanta, GA

$77K - $115K/yr

Full-time

Posted 2 days ago

New

Job description

EDUCATION and/or EXPERIENCE 
Bachelor's Degree in Labor Relations, Industrial Management, Personnel Management, Business Administration, or related fields. Additional course work in Labor/Management Relations desirable. Minimum of six (6) years progressively responsible experience required in Labor/Employee Relations including grievance handling and arbitration preparation. Must have excellent written and verbal communication skills with the ability to conduct training and prepare economic analysis of contract proposals and related statistical research.  In lieu of education, directly related work experience may be substituted on a year-for-year basis.
INTERVIEW SELECTION PROCESS: The selection process may include one or more components to demonstrate applicants' knowledge, skills and abilities in job related areas. These may include exercises such as practical demonstrations, written communications, oral interviews and/or competency assessments.

SUMMARY 
Assists the Assistant General Manager of Labor & Employee Relations in negotiating and administering the Labor Agreement between MARTA and Amalgamated Transit Union, Local 732, and any other recognized labor unions representing MARTA employees.  The Labor Relations Manager manages the relationship between MARTA and Amalgamated Transit Union, Local 732 with oversight from the Assistant General Manager. Acts as a liaison between management and union representatives, focusing on dispute resolution and contract interpretation.  Provides to supervisors and management, interpretation, advice, and instruction related to terms and conditions of the Labor Agreement(s). Responds to grievances; prepares for, represents, and defends the Authority in arbitration proceedings. Performs special projects as assigned. Investigates and resolves matters of significance on behalf of management.  Represents the Authority in handling complaints, arbitrating disputes, and resolving grievances. 
ESSENTIAL DUTIES AND RESPONSIBILITIES 
1. Interprets Labor Agreement(s) for line management; advises supervisors of contract ramifications in their day-to-day operations; solves problems as they arise regarding application of work rules.  Manages the relationship between MARTA and Amalgamated Transit Union, Local 732 with oversight from the Assistant General Manager. 

2.  Develops and conducts union contract training for managers and supervisors. Educates and guides managers and supervisors through the grievance process and on contract interpretation. Provides instruction and training for managers on labor agreement interpretations, arbitration preparation, and strategies for improving labor relations. 

3. Develops and maintains professional working relationship with the Union.  Participates in the negotiations of new labor agreements between MARTA and the union as directed by Assistant General Manager of Labor & Employee Relations. 

4. Investigates and resolves matters of significance on behalf of management. Represents and defends the Authority in arbitration proceedings; researches and develops Authority's position; interviews and prepares witnesses; serves as advocate at hearings.  Represents the Authority in handling complaints, arbitrating disputes, or resolving grievances.

5. Recommends Authority policy and work rules; research data and drafts policies having authority-wide application. Develops processes that allow the labor relations function to improve productivity and scale according to future business needs; champions continuous improvement and quality control efforts and identify opportunities to improve efficiency, accuracy, and standardization.

6. Participates in special projects such as design and implementation of grievance tracking system, providing input for Labor Relations module of HRIS, and formulation of long-range Labor Relations strategy. Maintains grievance log and prepares statistical reports.

7. Maintains all sensitive information in accordance with corporate policies and procedures on confidentiality and the Code of Ethics. 

8. Performs other related duties as assigned, including Transit Ambassador assignments.
SUPERVISORY RESPONSIBILITIES
Supervises Labor Relations staff. Interviews, hires, and develops subordinate personnel. Establishes and evaluates performance of employees. Provides feedback, coaches, disciplines, and discharges as appropriate.
 

MARTA is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

Salary Grade -21

Classification -Non-Represented 

Number of Openings - 1

Salary Range -$77,168 - $115,752
 

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