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Labor Relations Manager Jobs in Georgia (NOW HIRING)

Inspire Brands

Labor Relations Manager

Atlanta, GA

The Employee & Labor Relations Manager serves as a strategic partner responsible for strengthening workplace culture, mitigating labor risk, and supporting positive employee relations across a large ...

Inspire Brands

Labor Relations Manager

Atlanta, GA

The Employee & Labor Relations Manager serves as a strategic partner responsible for strengthening workplace culture, mitigating labor risk, and supporting positive employee relations across a large ...

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 ...

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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 Jul 30, 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 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.

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.

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 handle complex negotiations, conflict resolution, and employee disputes, which can be stressful due to the high stakes involved. The role requires strong communication, problem-solving skills, and the ability to manage tense situations regularly.

What is the highest paid labor job?

In labor relations, executive-level roles such as Director of Labor Relations or Vice President of Human Resources tend to be the highest paid, often earning six-figure salaries. These positions require extensive experience, strong negotiation skills, and knowledge of labor laws and union management.

Is labor relations the same as HR?

Labor relations is a specialized area within human resources that focuses on managing relationships between employers and employees, particularly regarding collective bargaining, unions, and labor laws. While HR handles a broad range of employee management tasks, labor relations specifically addresses union negotiations, contract administration, and conflict resolution related to labor agreements.

What is the role of a labor relations manager?

A labor relations manager oversees interactions between an organization and its employees' labor unions or workforce, ensuring compliance with labor laws and collective bargaining agreements. They handle negotiations, resolve disputes, and develop policies to maintain positive labor relations, often requiring strong communication and negotiation skills. The role may also involve advising management on labor issues and managing grievance procedures.

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.

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 July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 13% Part Time, 1% Temporary, 5% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $94,038 per year, or $45.2 per hour.

Labor Relations Manager

Inspire Brands, Inc.

Sandy Springs, GA • On-site

Full-time

Re-posted 19 days ago

Inspire Brands rating

5.8

Company rating: 5.8 out of 10

Based on 56 frontline employees who took The Breakroom Quiz

27th of 106 rated fast food restaurants

Job description

The Employee & Labor Relations Manager serves as a strategic partner responsible for strengthening workplace culture, mitigating labor risk, and supporting positive employee relations across a large, multi-brand restaurant organization. This role partners closely with HR, Operations, Legal, Corporate Communications, Brand Leadership, and Franchise Business Consultants to champion a culture of high engagement to mitigate the risk of unionization. The role also proactively addresses labor relations issues, supports HR compliance, and reinforces company values while maintaining a strong pulse on external labor trends and internal workforce trends.
This role requires a strong blend of labor relations expertise, cultural intelligence, and operational fluency within high-volume, frontline environments.
RESPONSIBILITIES
Labor Relations
  • Serve as the subject matter expert on labor relations, including union activity, workplace disruptions, and concerted employee activity.
  • Advise HR and Operations leaders on labor-risk mitigation strategies and best practices for restaurant and field-based environments.
  • Partner with Legal, Corporate Communications, Risk, and HR to support responses to labor organizing efforts, unfair labor practice (ULP) allegations, and related investigations.
  • Monitor labor trends, regulatory developments, and organizing activity impacting the restaurant industry and relevant geographic markets.
  • Own and manage the Culture Index/Heatmap framework, identifying high-risk locations, enterprise patterns, and operational implications while integrating insights into business decision-making.
  • Provide senior leadership with regular updates on the external labor landscape, internal risk trends, cultural indicators, and proactive prevention strategies.

Culture & Engagement
  • Support the design and execution of culture initiatives that promote company values and strengthen a workplace rooted in respect, fairness, and inclusion across diverse brands and markets.
  • Partner with HR Business Partners and Operations to identify cultural friction points and recommend practical, scalable, and sustainable solutions.
  • Analyze engagement results, exit feedback, and employee relations trends to surface insights and drive proactive, data-informed action plans.
  • Contribute to the development of culture-focused communications, toolkits, and training resources to enable field and operational leaders.

Cross-Functional Partnership
  • Serve as a trusted advisor to Operations leaders and Franchise Business Consultants on complex and sensitive employee relations matters, balancing legal risk, brand values, and operational needs.
  • Collaborate with Legal, Compliance, Risk, Corporate Communications, and HR Centers of Excellence to ensure alignment on policies, messaging, and response strategies.
  • Support brand-specific employee relations and labor needs while maintaining consistency with enterprise labor relations standards and culture expectations.

Policy, Training & Programs
  • Assist in the development, review, and rollout of employee relations and labor-related policies, guidelines, and compliance standards.
  • Conduct ongoing monitoring and interpretation of HR legislation to assess enterprise impact across operations, financials, workforce practices, culture, and policy requirements.
  • Support training initiatives for managers and field leaders on respectful workplace practices, labor law fundamentals, and effective employee communication.
  • Develop and manage playbooks, toolkits, and response frameworks for labor relations scenarios common in the restaurant and franchise environment.

EDUCATION QUALIFICATIONS
  • Bachelor's in Human Resources, Labor Relations, or a related field
  • Master's in Human Resources & Labor Relations and/or J.D.

EXPERIENCE QUALIFICATION
  • 5+ years of progressive experience in labor relations, employee relations, HR, or a closely related function

KNOWLEDGE, SKILLS or ABILITIES
Required
  • Strong working knowledge of U.S. labor and employment laws, including the NLRA and relevant state and local regulations.
  • Strong consultative skills with the ability to translate complex regulations into clear, actionable guidance.
  • Demonstrated ability to influence without authority and operate effectively as an individual contributor.
  • Excellent judgment, discretion, and professionalism when managing sensitive or complex situations.
  • Strong interpersonal, coaching, and advisory skills.
  • Exceptional written and verbal communication skills.
  • Ability to balance compliance, culture, and operational realities.
  • Analytical mindset with the ability to identify trends, diagnose root causes, and recommend solutions.
  • Comfortable working in fast-paced, ambiguous environments.
  • Ability to manage projects and deliver high-quality work independently.

Preferred
  • Experience supporting unionized or union-adjacent work environments.
  • Experience working within a multi-brand, franchise, or highly decentralized business model.
  • Familiarity with change management principles, employee engagement strategies, or organizational culture initiatives.
  • HR or labor relations experience in the restaurant, retail, hospitality, or service-based industries.
  • Experience partnering across Legal, Risk, Communications, and Operations in a matrixed environment.

Inspire is a multi-brand restaurant company whose portfolio includes more than 33,000 Arby's, Baskin-Robbins, Buffalo Wild Wings, Dunkin', Jimmy John's, and SONIC restaurants worldwide.
We're made up of some of the world's most iconic restaurant brands, but we're much more than just a restaurant company. We're a team of hundreds of thousands who individually and collectively are changing the way people eat, drink, and gather around the table. We know that food is much more than a staple-it's an experience. At Inspire, that's our purpose: to ignite and nourish flavorful experiences.

What Inspire Brands employees say

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About Inspire Brands

Sourced by ZipRecruiter

Inspire Brands Inc., located in Atlanta, GA, United States, operates in the foodservice industry as a multi-brand restaurant company, making it among the biggest restaurant companies globally. Their portfolio includes well-known restaurant brands such as Arby's, Buffalo Wild Wings, Sonic, and Jimmy John's, reflecting their commitment to innovation and quality. Founded in 2018 as a result of a consolidation of various restaurant brands under one corporate umbrella, Inspire Brands was formed with a vision to invigorate excellent brands and supercharge their long-term growth.

Industry

Food services and drinking places

Company size

10,000+ Employees

Headquarters location

Atlanta, GA, US

Year founded

2018

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