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Labor Relations Manager Jobs in Oregon (NOW HIRING)

PeaceHealth

HR Business Partner

Springfield, OR · Hybrid

$50.89 - $76.33/hr

Proactively manages complex employee and labor relations issues. * Advises leadership in administration of labor contracts. Examines supervisory practices and local policies and procedures for ...

PeaceHealth

HR Business Partner

Springfield, OR · On-site

$50.89 - $76.33/hr

Proactively manages complex employee and labor relations issues. * Advises leadership in administration of labor contracts. Examines supervisory practices and local policies and procedures for ...

TransPro Consulting

General Manager

Salem, OR · On-site

$240K - $280K/yr

Demonstrated backgrounds in strategic planning, transit operations, labor relations and collective bargaining contract negotiation, property and lease management, and government finance mechanisms ...

Transproconsulting

General Manager

Salem, OR · On-site

$240 - $280/hr

Demonstrated backgrounds in strategic planning, transit operations, labor relations and collective bargaining contract negotiation, property and lease management, and government finance mechanisms ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Oregon

Labor Relations Manager information

See Oregon salary details

$61.9K

$117.7K

$176K

How much do labor relations manager jobs pay per year?

As of Aug 22, 2026, the average yearly pay for labor relations manager in Oregon is $117,749.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,200.00 and $134,300.00 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 Oregon?

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

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

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

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

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

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

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

Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Oregon as of August 2026, with employment types broken down into 84% Full Time, 15% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $117,749 per year, or $56.6 per hour.

Employment Litigation Associate - Portland

NxT Level

Portland, OR

Full-time

Re-posted 22 days ago

Job description

Traditional Labor Associate | Portland, OR

Our client, a nationally recognized labor and employment law firm, is seeking a Traditional Labor Associate with 2–5 years of experience to join their Portland office. This is an exciting opportunity for a motivated attorney to build their practice in traditional labor law while working with a team known for exceptional client service and professional growth.

Position Overview:

The ideal candidate will have hands-on experience in collective bargaining, contract administration, and grievance arbitration. Experience with unfair labor practice charges before the National Labor Relations Board (NLRB) is preferred. Candidates with a background in employment litigation may also be considered.

Key Responsibilities:

  • Represent employers in collective bargaining negotiations and labor arbitrations

  • Advise clients on contract interpretation and labor-management relations

  • Defend and prosecute unfair labor practice charges before the NLRB

  • Support clients in compliance with federal labor laws and union matters

  • Draft and revise labor contracts, grievance responses, and other labor-related documents

  • Handle employment litigation matters, if applicable

Qualifications:

  • 2–5 years of traditional labor law experience required

  • Experience in collective bargaining, contract administration, and arbitration

  • Familiarity with unfair labor practice proceedings before the NLRB strongly preferred

  • Strong academic credentials and a JD from an ABA-accredited law school

  • Excellent legal research, writing, and analytical skills

  • Ability to manage multiple matters in a fast-paced environment

  • Demonstrated commitment to team collaboration and client service

  • Admission to the Oregon Bar is required

Application Requirements:

Interested candidates should submit the following:

  • Resume

  • Law school transcript

  • Writing sample (maximum 10 pages, minimally edited by others)

This is an excellent opportunity to join a collaborative, high-performing labor law team and take on meaningful work advising employers on complex labor relations matters. The firm fosters professional development, mentorship, and advancement, and this position provides a strong platform for attorneys looking to grow their labor law careers.

All submissions will be handled with strict confidentiality.

Apply