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Labor Relations Manager Jobs in Michigan (NOW HIRING)

Meijer, Inc.

Team Relations Manager

Grand Rapids, MI · On-site

The Team Relations Manager will use a working knowledge of applicable employment laws and HR best ... Identify team and labor relations trends within business units and collaborate with HR, legal and ...

DFM Solutions, LLC

Labor Supervisor

Allen Park, MI · On-site

Participate in grievance meetings, labor-management meetings, disciplinary meetings, and other labor relations discussions. * Maintain labor relations files, grievance logs, and required ...

DFM Solutions

Labor Supervisor

Allen Park, MI

Participate in grievance meetings, labor-management meetings, disciplinary meetings, and other labor relations discussions. * Maintain labor relations files, grievance logs, and required ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Michigan

Labor Relations Manager information

See Michigan salary details

$51K

$97.1K

$145.1K

How much do labor relations manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for labor relations manager in Michigan is $97,069.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,400.00 and $110,700.00 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.

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 Michigan? The most popular types of Labor Relations jobs in Michigan are:
What are popular job titles related to Labor Relations Manager jobs in Michigan? For Labor Relations Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Labor Relations Manager jobs in Michigan look for? The top searched job categories for Labor Relations Manager jobs in Michigan are:
What cities in Michigan are hiring for Labor Relations Manager jobs? Cities in Michigan with the most Labor Relations Manager job openings:
Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Michigan as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 12% Part Time, 1% Temporary, and 2% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $97,069 per year, or $46.7 per hour.

Regional Manager, Colleague and Labor Relations (State of Michigan - Muskegon and Southeast Michi...

Trinityhealth

Muskegon, MI

Full-time

Re-posted 18 days ago

Job description

Employment Type:Full timeShift:Description:

Purpose

Accountable for leading, guiding & directing the functional responsibilities within an area of assignment. Enable ministry-level or enterprise-wide functional strategy to address internal or external business & regulatory issues. Provide functional expertise & ensure fulfillment of performance & service standards. Responsible for consistent operating performance & achieving financial goals. Identifies, defines & solves complex problems that impact the management & direction of the business. Collaborates with Services Areas, Regions & Health Ministries to ensure consistency & integration of strategy & operations while maintaining awareness of new industry developments & standards. Provides decision support, operations & / or optimization leadership focus.

Note: "patients" refers to patients, clients, residents, participants, customers, members

Essential Functions

Our Trinity Health Culture: Knows, understands, incorporates & demonstrates our Trinity Health Mission, Values, Vision, Actions & Promise in behaviors, practices & decisions.

Leadership

Providing advice, guidance & leadership to RHM & Region leaders in developing strategies & in the achievement of performance goals.

Enable collaboration across & within service area, RHM & Regions to ensure consistency & integration of strategy & operations

Direction & Growth

Providing advice, guidance & leadership to service area, functional area, RHM & Regions.

Leading standardization / systemness & optimization of policy, process, methodology, establishing a national community of practice

Oversee Vendor/Contract Labor Management including centralizing strategy & optimizing spend

Strategic Support & Accountability

Collaborates in system-wide strategy development & deployment of functional area priorities & initiatives

Responsible for supporting regional efforts to comply with functional area priorities

Accountable for the selection, evaluation & overall success of the functional leadership teams

Organization-wide focal point for establishing functional strategies & governance over financials & staffing

Accountable for communication between service area, functional area, RHM & Regions leader

Operational Delivery

Responsible for measuring & reporting KPIs/metrics & value delivery

Providing advice, guidance & leadership for the colleague life cycle

Maintains a Working Knowledge of applicable federal, state & local laws / regulations, Trinity Health Integrity & Compliance Program & Code of Conduct, as well as other policies, procedures & guidelines in order to ensure adherence in a manner that reflects honest, ethical & professional behavior & safe work practices.

Functional Role (not inclusive of titles or advancement career progression)

Supports the development, implementation & standardization of system-wide colleague & labor relations strategy, policies, processes & programs throughout the Regional Health Ministries (RHM). In partnership with Colleague & Labor Relations Center of Expertise (COE) leadership, Human Resources Business Partners (HRBPs) & ministry leadership, implements & manages the day-to-day activities supporting colleague & labor relations strategic plans, policies & procedures to achieve Trinity Health's Strategic Aims to realize a person-centered, mission-focused colleague culture. Locally drives & implements the colleague & labor relations strategy through systemic policy alignment & program management to support key stakeholders to proactively cultivate positive colleague & labor relations throughout the RHM, in addition to performing & fulfilling essential colleague relations activities & accountabilities. Works in conjunction Colleague & Labor Relations COE leadership & HRBPs, to provide local direction, operational management & integration of long term & short-term colleague & labor relations initiatives.

  • Reporting to COE Director & HRBP/CHRO - CR/CLR team metrics & projects for assigned Ministries
  • Management of CLR team members & daily work
  • Partners with Ministry HRBPs & CHROs on Ministry initiatives
  • Triage & assignment of compliance cases
  • Audits compliance & employee relations entries into case management system
  • Ensures consistency of disciplinary outcomes
  • Responsible for assigned Departments & caseload for local Ministry
  • Participates in local Ministry Executive Team Meetings
  • Directs local Ministry Executive Team members & partners in sensitive employment transactions
  • Creates job flows & processes for local projects
  • Implements System Policies & procedures from Director of CLR
  • Coordinates with COE Peer Leaders within assigned Ministries

Labor Functions:

Oversees the administration of Collective Bargaining Agreements (CBAs) in alignment with business operations. Manages negation preparation, contract negotiations including Memorandum/Letters of Understanding (MOU/LOU), & arbitration management. Directs Unfair Labor Practice (ULP) & National Labor Relations Board (NLRB) charges in conjunction with direction from Trinity Health Labor Strategy & outside counsel. Manages strike response planning & workforce continuity ensuring effective replacement strategy, mitigation plans, & resources. Facilitates Mutual Interest meetings to strengthen labor-management relationships, promote transparent communication, & proactively address issues before they escalate. Drives Effects Bargaining Meetings through negotiation between Trinity Health management & union leadership. Champions manager education regarding contract terms to ensure consistent application of the CBA. Collaborates with Labor Strategy Team to coordinate & participate in local response strategies & education training of union impact with unionization campaigns, layoff's, closure of locations, etc. for both leaders & colleagues. Oversees petition response & all aspects of the union election vote management in compliance with labor law.

Minimum Qualifications

Bachelor's degree in Human Resources Management, Business Administration, Labor & Industrial Relations or a related field. Five (5) years of progressive colleague & labor relations experience, including collective bargaining & program development; or an equivalent combination of education & experience. Previous people management or team leadership experience is required.

Additional Qualifications (nice to have)

Physical & Mental Requirements & Working Conditions (General Summary) Note - Frequencies need to be changed in relation to the standard functional role.

Direct Healthcare Services / Indirect Healthcare / Support Services:

  • Exposure to conditions which may be considered unpleasant to sight, touch, sound & / or smell. Occasional
  • Exposure to fumes, odors, dusts, mists & gases, biohazards / hazards (mechanical, electrical, burns, chemicals, radiation, sharp objects, etc.). Occasional
  • Exposure to or subject to noise, infectious waste, diseases & conditions. Occasional
  • Exposure to interruptions, shifting priorities & stressful situations. Frequent
  • Ability to follow tasks through to completion, understand & relate to complex ideas / concepts, remember multiple tasks & regimens over long periods of time & work on concurrent tasks / projects. Frequent
  • Ability to read small print, hear sounds & voice / speech patterns, give / receive instructions & other verbal communications (in-person & / or over the phone / computer / device / equipment assigned) with some background noise. Frequent
  • Perform manual dexterity activities & / or grasping / handling. Frequent
  • Ability to climb, kneel, crouch & / or operate foot controls. Occasional
  • Use a computer / other technology. Frequent
  • Sit with the ability to vary / adjust physical position or activity. Frequent
  • Maintain a safe working environment & use available personal protective equipment (PPE). Continuous
  • Comply with Trinity Health's Code of Conduct, policies, procedures & guidelines. Continuous
  • Ability to provide assistance in the event of an emergency. Occasional

Direct Healthcare Services:

  • Perform activities that require standing / walking with the ability to vary / adjust physical position or activity. Frequent
  • Lift a maximum of 30 pounds unassisted. Occasional
  • Use upper & lower extremities, engage in bending / stooping / reaching & pushing / pulling. Occasional
  • Work indoors (subject to travel requirements) under temperature-controlled & well-lit conditions. Continuous
  • Encounter worksites (e.g., patient homes) or travel to worksites that may have variable internal & external environmental conditions. Continuous
  • Perform work that involves physical efforts (e.g., transporting, moving, positioning & / or ambulating patients). Occasional

Indirect Healthcare / Support Services:

  • Perform activities that require standing / walking with the ability to vary / adjust physical position or activity. Frequent
  • Lift a maximum of 30 pounds unassisted. Occasional
  • Experience of long periods of walking / standing / stooping / bending / pulling & / or pushing. Occasional
  • Encounter a clinical / patient facing / hands on interactive work environment. Occasional
  • Work indoors (subject to travel requirements) under temperature-controlled & well-lit conditions. Continuous
  • Work outdoors with variable external environmental conditions. Occasional

Average Workday Activity: Occasional - O (1% - 33%), Frequent - F (34% - 66%), Continuous - C (67% - 100%)

Our Commitment

Rooted in our Mission and Core Values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.

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