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Labor Relations Manager Jobs in Rochester, NY (NOW HIRING)

General Motors

HR/LR Business Partner

Rochester, NY · On-site

Labor Relations * Provide management representation in administering the provisions of agreements between union and management * Counsel management in the interpretation of agreements and act as ...

General Motors

HR/LR Business Partner

Rochester, NY · On-site

Labor Relations * Provide management representation in administering the provisions of agreements between union and management * Counsel management in the interpretation of agreements and act as ...

Monroe County, NY

Undersheriff

Rochester, NY · On-site

$130K - $165K/yr

... managing the daily activities of a police officer work force of not less than 150. Candidates must have experience in developing budgets, minority recruitment, collective bargaining, labor relations ...

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All JobsLabor Relations JobsLabor Relations Manager JobsLabor Relations Manager Jobs in Rochester, NY

Labor Relations Manager information

See Rochester, NY salary details

$55.9K

$106.5K

$159.2K

How much do labor relations manager jobs pay per year?

As of Aug 6, 2026, the average yearly pay for labor relations manager in Rochester, NY is $106,461.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,000.00 and $121,400.00 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 Rochester, NY? The most popular types of Labor Relations jobs in Rochester, NY are:
What job categories do people searching Labor Relations Manager jobs in Rochester, NY look for? The top searched job categories for Labor Relations Manager jobs in Rochester, NY are:
What cities near Rochester, NY are hiring for Labor Relations Manager jobs? Cities near Rochester, NY with the most Labor Relations Manager job openings:
Labor Relations Manager jobs near you
Infographic showing various Labor Relations Manager job openings in Rochester, NY as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 14% Part Time, 6% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $106,461 per year, or $51.2 per hour.

Lead, HR Business Partner (Employee & Labor Relations)

L3HHCM20

Rochester, NY • On-site

$105K - $196K/yr

Other

Medical, Retirement, PTO

Re-posted 16 days ago

Job description

Job Title: Lead, HR Business Partner (Employee & Labor Relations)

Job Code: 35810

Job Location: (On Site)  Melbourne, FL; Salt Lake City, UT; Rochester, NY; Greenville, TX 

Job Schedule:  9/80: Employees work 9 out of every 14 days - totaling 80 hours worked - and have every other Friday off

Job Description:

This position will be an integral member of Corporate Headquarters Employee and Labor Relations (ELR) function. This position will report to the Senior Principal, Employee and Labor Relations and will be actively involved in the development and implementation of strategies centered on collective bargaining and maintaining management representation across L3Harris. This role will be a key player in transforming the ELR function into a true change agent for the enterprise.

Essential Functions:

  • Lead complex enterprise-wide projects from project identification and inception through  implementation to increase employee engagement and strengthen leaders' relationships with their  teams.
  • Focus on mitigating risk and improving positive employee relations.
  • Designing and facilitating negotiations and positive employee relations training.
  • Partnering with Centers of Excellence to identify and implement common metrics to assess and  monitor risk.
  • Developing and implementing action plans with business leaders and HRBPs.
  • Lead company campaign efforts in response to organizing drives.
  • Research and communicate external ELR trends to HR leadership to ensure preparedness for  changes and influence direction on policy updates and business practices.
  • Guide field HR/labor teams on all aspects of negotiation preparation, including proposal  development, economic costing, and contingency planning.
  • Comfortable navigating negotiations processes and supporting business and ELR strategic goals
  • Analyze site and enterprise practices and data to ensure compliance with CBAs and understand  trends regarding grievances, arbitration and mediation cases, and other related labor relations activities. 
  • Build and improve upon standard work for the ELR function.
  • Ability to travel up to 25%.

Qualifications:

  • Bachelor's Degree and minimum 9 years of prior relevant experience. Graduate Degree and a minimum of 7 years of prior related experience. In lieu of a degree, minimum of 13 years of prior related experience.

Preferred Additional Skills:

  • MBA/Masters degree in HR/LR preferred.
  • Previous experience in labor relations preferred (CBA administration, collective bargaining, and/or organizing drives).
  • Strong administration skills with attention to detail
  • Excellent analytical and project management skills.
  • Solid PowerPoint and Excel skills.
  • Professional and concise written and verbal communication.
  • Process-improvement mindset.
  • Strong customer orientation.
  • Effective collaborator and team player.
  • Ability to indirectly influence and develop talent.
  • Ability to work with and across multiple functions and levels 

In compliance with pay transparency requirements, the salary range for this role in California, Massachusetts, New Jersey, Washington, and the Greater D.C, Denver, or NYC areas is $105,500-$196,500. The salary range for this role in Colorado state, Hawaii, Illinois, Maryland, Minnesota, New York state, and Vermont is $91,500-$170,500. This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. L3Harris also offers a variety of benefits, including health and disability insurance, 401(k) match, flexible spending accounts, EAP, education assistance, parental leave, paid time off, and company-paid holidays. The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements.  

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