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Labor Relations Manager Jobs in Carson, WA (NOW HIRING)

Socket.dev

People and Culture Manager

Vancouver, WA · On-site

$104 - $150/hr

Employee and Labor Relations Provides coaching, guidance, and support to supervisors and managers on policies and practices, policy interpretation, employee relations, and HR best practices. Ensure ...

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Raymond Search Group

Project Manager

Camas, WA

You'll own planning, scheduling, cost control, and labor relations, while building strong client ... Manage and mentor Project Engineers Requirements * Bachelor's degree in Engineering, Construction ...

Orion Steel Group LLC

Melt Shop Area Manager

Portland, OR · On-site

$120K - $150K/yr

Labor Relations & Team Leadership - Supervise and develop bargaining unit employees in alignment with the collective bargaining agreement. Administer union agreements, manage grievances (Step 1 and ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Carson, WA

Labor Relations Manager information

See Carson, WA salary details

$56.9K

$108.4K

$162K

How much do labor relations manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for labor relations manager in Carson, WA is $108,385.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,600.00 and $123,600.00 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 cities near Carson, WA are hiring for Labor Relations Manager jobs?

Cities near Carson, WA with the most Labor Relations Manager job openings:

Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Carson, WA as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 79% Physical, 3% Hybrid, and 18% Remote job distribution, with an average salary of $108,385 per year, or $52.1 per hour.

Director, Labor and Employee Relations

Relay Resources

Portland, OR • On-site

$127K - $155K/yr

Full-time

Posted 18 days ago

Relay Resources rating

7.5

Company rating: 7.5 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

Job description

Description
About Relay Resources
Relay Resources is a leading disability social enterprise nonprofit in the Pacific Northwest, with a mission to transform workplaces and communities by championing disability inclusion.
The organization employs nearly 900 team members in four lines of business: building solutions, which includes janitorial, landscaping, and floor care services; document solutions; supply chain solutions; and disability inclusion and accessibility consulting services. Additionally, Relay operates three programs: Supported Employment, which places and supports disabled people in competitive jobs in the community; abilIT, a new cybersecurity and technology training and job placement program; and Affordable Housing, which manages 850 units for 1,500 residents, 27% of whom have a family member with a disability.
Relay Resources is an Equal Opportunity Employer that strives to create a diverse workforce and an inclusive culture and believes each employee makes a significant contribution to its success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent or the organization from adjusting the work identified.
We welcome applications from disabled people/people with disabilities and neurodivergent individuals and are committed to providing accommodations throughout the hiring process. We are an equal opportunity employer.
Relay Resources Core Competencies:
  • Focus on strengths
  • Prioritize informed action
  • Communicate clearly
  • Champion disability inclusion
  • Build supportive relationships

Position Summary
Relay Resources is seeking an experienced and strategic Director of Labor and Employee Relations to lead all aspects of labor relations and employee relations across a workforce of more than 1,000 employees (700+ employees represented by SEIU and LIUNA bargaining units). This role serves as the organization's labor relations expert and trusted advisor to executive leadership, operational leaders, managers, and Human Resources partners.
The Director is responsible for building and maintaining productive labor-management relationships; leading collective bargaining negotiations; administering collective bargaining agreements (CBAs); overseeing grievance, arbitration, and dispute resolution processes; conducting and directing complex workplace investigations; and ensuring compliance with applicable labor laws, employment regulations, and contractual obligations.
In addition to labor relations leadership, this role provides strategic leadership of the employee relations function, including policy development, workplace disability centered initiatives, process improvement, employee issue resolution, and HR compliance programs. The Director leads a team of HR Business Partners, ensuring consistency, accountability, and exceptional service delivery across the Relay organization.
The ideal candidate brings deep expertise in labor relations within a unionized environment, strong leadership capabilities, excellent negotiation skills, and a demonstrated ability to navigate complex employee and organizational issues while maintaining positive workforce relationships.
Essential Duties and Responsibilities
Labor Relations Leadership
  • Serve as the organization's lead labor relations strategist and primary liaison to SEIU and LIUNA leadership.
  • Collaborate with Operations Leaders to develop and maintain productive labor-management partnerships that support organizational objectives and workforce engagement.
  • Interpret, administer, and ensure organizational compliance with collective bargaining agreements.
  • Advise senior leaders, managers, and HR staff on labor relations matters, contract interpretation, labor strategy, and workforce issues.
  • Lead labor-management committee meetings and other formal labor relations forums.
  • Monitor labor relations trends, emerging issues, and industry best practices to proactively address workforce challenges.
  • Develop labor relations strategies that align Relay's operational priorities with contractual and employee commitments.

Collective Bargaining and Contract Negotiations
  • Serve as Relay's lead representative during collective bargaining negotiations.
  • Collaborate with Relay human resources and operations leadership to develop comprehensive bargaining strategies, proposals, costing analyses, and negotiation plans.
  • Partner with General Manager and Chief Operations Officer, VP, Human Resources and executive leadership, finance, operations, and legal counsel to prepare for negotiations.
  • Co-lead along with VP, Building Solutions, contract negotiations, mediation efforts, side-letter discussions, memoranda of understanding, and contract administration activities.
  • Provide regular updates and recommendations to General Manager and Chief Operations Officer, VP, Human Resources and executive leadership throughout the bargaining process.
  • Support implementation and communication of negotiated agreements. Provide training for Operations Team Leaders and HR Business Partners to be fully conversant and knowledgeable about the new CBA requirements.

Grievance, Arbitration, and Dispute Resolution
  • Direct and manage, supported by HR Business Partners, all stages of the grievance process.
  • Review, investigate, and resolve labor disputes in accordance with contractual requirements.
  • Represent the organization in grievance meetings, mediations, arbitration proceedings, and labor-management discussions.
  • Partner, as needed, with legal counsel when preparing for arbitration and other administrative proceedings.
  • Analyze grievance trends and recommend preventive actions to reduce recurring disputes.
  • Maintain accurate documentation and reporting on grievance outcomes and labor relations activity metrics.

Employee Relations
  • Lead enterprise-wide employee relations programs and practices that foster a respectful, disability inclusive, and high-performing workplace.
  • Provide guidance and support on performance management, workplace conduct, attendance, conflict resolution, corrective action, and terminations.
  • Manage complex and sensitive employee relations issues involving business, legal, operational, and reputational risk.
  • Partner with VP, Human Resources, Senior Manager, Learning and Development, and Disability Inclusion team to develop and implement strategies to strengthen employee engagement, accountability, and organizational culture of belonging.
  • Support HR Business Partners and managers in navigating challenging workforce situations while ensuring equitable and consistent application of policies.

Workplace Investigations
  • Lead or directly manage investigations involving allegations of misconduct, discrimination, harassment, retaliation, policy violations, workplace conflict, and other employment-related concerns.
  • Ensure investigations are timely, thorough, impartial, well-documented, and legally compliant.
  • Analyze findings, prepare reports, and recommend corrective actions.
  • Partner with legal counsel on high-risk or complex employment matters.
  • Maintain confidentiality and professionalism throughout investigation processes.

Policy Development and Compliance
  • Lead the development, implementation, and continuous improvement of employee relations and workplace policies.
  • Ensure compliance with federal, state, and local employment laws, labor regulations, and contractual obligations.
  • Monitor legislative and regulatory changes affecting labor and employment practices and recommend appropriate organizational responses.
  • Develop training, resources, and communication materials to ensure understanding and consistent application of policies and procedures.
  • Conduct audits and assessments to identify compliance risks and operational gaps.

Process Improvement and HR Operations
  • Evaluate and improve labor relations and employee relations processes, systems, workflows, and reporting capabilities.
  • Collaborate with VP, Human Resources and Employee Experience Project Team to establish metrics and dashboards to monitor workforce trends, grievances, investigations, disciplinary actions, and employee relations outcomes.
  • Identify opportunities to increase efficiency, consistency, and service quality across HR programs.
  • Drive continuous improvement initiatives that enhance manager effectiveness and employee experience.

Leadership and Team Development
• Provide leadership, coaching, and performance management for a team of HR Business Partners and one HR Generalist.
  • Collaborate with VP, Human Resources to establish Labor and Employee Relations goals, priorities, and performance expectations.
  • Develop team capabilities in labor relations, employee relations, investigations, conflict resolution, and compliance.
  • Foster a collaborative, employee-focused and disability inclusive HR culture aligned with Relay's values.
  • Partner with Relay team leaders and Senior Manager, Learning and Development to strengthen management capabilities and workforce effectiveness.

Qualifications
Required Education and Experience
  • Bachelor's degree in Human Resources, Labor Relations, Business Administration, Industrial Relations, Public Administration, or related field.
  • Minimum of 10 years of progressive Human Resources experience with significant leadership responsibility in labor and employee relations.
  • Minimum of 6 years of leadership experience managing HR professionals or HR business partner teams.
  • Demonstrated experience serving as lead negotiator or key member of collective bargaining teams.
  • Extensive experience administering collective bargaining agreements and managing grievance and arbitration processes.
  • Experience conducting and leading complex workplace investigations.
  • Strong knowledge of labor and employment laws and regulations.

Preferred Qualifications
  • Master's degree in Human Resources, Labor Relations, Business, Law, Organizational Development, or related field.
  • SHRM-SCP, SPHR, or equivalent professional certification.
  • Experience supporting unionized workforces in manufacturing, nonprofit, social or health services, facilities services, retail or mission-driven organizations.
  • Experience working with SEIU, LIUNA, or similar labor organizations.
  • Mediation, conflict resolution, or workplace investigation certifications.

Knowledge, Skills, and Abilities
  • Advanced knowledge of labor relations principles, collective bargaining, grievance administration, arbitration, and union-management relations.
  • Strong understanding of federal and state employment laws, including labor regulations and workplace compliance requirements.
  • Evidence of strong negotiation, mediation, and conflict-resolution skills.
  • Ability to influence and advise executives, managers, union representatives, and employees at all organizational levels.
  • Strong analytical and problem-solving capabilities.
  • Excellent verbal, written, and presentation communication skills.
  • Ability to manage highly sensitive and confidential matters with sound judgment and discretion.
  • Demonstrated leadership skills with the ability to develop high-performing teams.
  • Strong organizational and project management abilities.
  • Commitment to disability inclusion, diversity, and equity, and respectful workplace practices to create a culture of belonging.

Key Success Measures
Within the first 12-24 months, the Director will:
  • Successfully lead labor relations strategy for a unionized workforce of 700+ employees.
  • Develop productive and mutually respectful relationships with SEIU and LIUNA representatives.
  • Successfully negotiate and implement collective bargaining agreements aligned with organizational and workforce objectives. Note: SEIU contract due to re-negotiate in 2027.
  • Reduce grievance escalation through proactive labor-management engagement and issue resolution.
  • Strengthen employee relations practices, workplace investigations, and policy compliance.
  • Improve HR process efficiency, consistency, and service delivery across the organization.
  • Build and develop a high-performing team of HR Business Partners and HR professionals.
  • Support a positive, disability-centered workplace culture that advances Relay Resources' mission and business goals.

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