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Labor Relations Manager Jobs in Wisconsin (NOW HIRING)

Employment Resource Group

WI · On-site

$85 - $120/hr

The Director of Labor Relations is a senior leadership role responsible for shaping and executing ... Manage jurisdictional matters, craft assignments, and workforce coordination across multiple union ...

Aspirus, Inc

WI · On-site

$130 - $180/hr

Ability to manage multiple projects and meet deadlines in a rapidly changing environment ... Experience with labor relations in a unionized environment. * Familiarity with healthcare ...

WEC Energy Group

Intern - HR Labor Relations

Milwaukee, WI · On-site

$21.30/hr

Current pursuit of a Bachelor's degree or higher in Industrial/Labor Relations, Human Resources Management, Business Administration, Business Analytics or closely related discipline with a graduation ...

New

Aspirus, Inc

WI · On-site

$90 - $120/hr

Ability to manage multiple projects and meet deadlines in a rapidly changing environment ... Experience with labor relations in a unionized environment. * Familiarity with healthcare ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Wisconsin

Labor Relations Manager information

See Wisconsin salary details

$59K

$112.4K

$168.1K

How much do labor relations manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for labor relations manager in Wisconsin is $112,411.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,800.00 and $128,200.00 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 Wisconsin?

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

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

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

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

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

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

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

Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Wisconsin as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $112,411 per year, or $54 per hour.

Director of Labor Relations

Employment Resource Group

WI • On-site

$85 - $120/hr

Other

Re-posted 5 days ago

Job description

The Director of Labor Relations is a senior leadership role responsible for shaping and executing labor relations strategy across a complex portfolio of power construction and energy infrastructure projects. This executive serves as the principal liaison with union organizations and bargaining groups, driving labor stability, workforce continuity, and effective contract administration in support of safe, productive, and timely project delivery. The role requires a strategic leader with deep expertise in union construction environments, multi-trade coordination, and labor risk management, as well as the ability to influence executive stakeholders, operational leaders, and external labor partners.

Job Duties and Responsibilities
  • Develop and implement labor relations strategy across a portfolio of power construction and energy infrastructure projects.
  • Serve as the primary company representative with local, regional, and international building trades unions and multi-employer bargaining associations.
  • Lead the negotiation, renewal, and administration of collective bargaining agreements, project labor agreements, and national maintenance agreements.
  • Build and maintain productive relationships with union leadership to support workforce availability and project success.
  • Manage jurisdictional matters, craft assignments, and workforce coordination across multiple union trades.
  • Interpret labor contracts and advise leadership on compliance obligations and risk mitigation strategies.
  • Resolve disputes, grievances, and labor conflicts in partnership with legal counsel and operational leadership.
  • Provide guidance on labor-related provisions within EPC contracts and subcontract agreements.
  • Collaborate with preconstruction and operations teams to develop labor strategies for new projects, including workforce planning, labor availability, wage and benefit forecasting, and productivity considerations.
  • Support the development and execution of project labor agreements for major energy infrastructure projects.
  • Ensure labor strategies align with project schedule, cost, and workforce performance objectives.
  • Monitor labor trends, workforce availability, and broader market dynamics affecting the power construction sector.
  • Identify and address potential labor disruptions before they affect project execution.
  • Partner with field leadership to strengthen communication with craft workers and union representatives.
  • Support initiatives that improve workforce productivity, safety performance, and retention.
  • Ensure compliance with the National Labor Relations Act, Davis-Bacon Act and prevailing wage regulations, state labor regulations, and applicable union and project labor agreements.
  • Work with legal counsel on labor disputes, grievances, and arbitration proceedings.
  • Maintain documentation and reporting related to labor agreements and workforce compliance.
  • Advise executive leadership on labor market conditions, union negotiations, and workforce strategy.
  • Partner with Human Resources on workforce policies affecting union employees.
  • Support operations teams in maintaining productive field relationships with union craft workers.
  • Provide labor relations training and guidance to project managers and field leadership.
Qualifications
  • Bachelor’s degree in Industrial Relations, Labor Relations, Human Resources, Business Administration, or a related field required.
  • Advanced degree or specialized labor relations certification preferred.
  • 10+ years of labor relations experience within power construction, heavy industrial construction, utilities, or large-scale infrastructure environments.
  • Demonstrated experience negotiating and administering collective bargaining agreements and project labor agreements.
  • Experience working with multiple building trades unions common to power construction projects.
  • Proven ability to manage labor issues on large, complex projects.
  • Strong understanding of labor dynamics within power generation construction, renewable energy, transmission and substation construction, industrial construction and maintenance, and utility infrastructure.
  • Expert knowledge of union construction environments.
  • Strong negotiation, conflict resolution, and relationship management skills.
  • Ability to influence union leadership, executive teams, and operational stakeholders.
  • Strategic mindset combined with practical field-level understanding.
  • Strong communication and interpersonal skills.
  • Ability to travel to project sites as needed.
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