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

Rotork

Senior HR Specialist

Rochester, NY

... local labour laws and alignment with company standards. Develop and apply people policies which improve employee experience and employer brand and mitigate risk. * Employee relations management:

Rotork

Senior HR Specialist

Rochester, NY · On-site

... local labour laws and alignment with company standards. Develop and apply people policies which improve employee experience and employer brand and mitigate risk. * Employee relations management:

JK Findings

Human Resources Manager

Brighton, NY

... Manage employee relations, performance matters, and workplace investigations - Maintain labor law compliance, policies, and HR best-practice standards - Partner with leadership on organizational ...

JK Findings

Human Resources Manager

Rochester, NY · On-site

$85K - $95K/yr

... Manage employee relations, performance matters, and workplace investigations - Maintain labor law compliance, policies, and HR best-practice standards - Partner with leadership on organizational ...

JK Findings

Human Resources Manager

Rochester, NY · On-site

$85K - $95K/yr

... Manage employee relations, performance matters, and workplace investigations - Maintain labor law compliance, policies, and HR best-practice standards - Partner with leadership on organizational ...

Rotork

Senior HR Specialist

Rochester, NY

... local labour laws and alignment with company standards. Develop and apply people policies which improve employee experience and employer brand and mitigate risk. * Employee relations management:

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Showing results 21-40

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.

Sr. HR Business Partner

University of Rochester

Rochester, NY • On-site

$86K - $130K/yr

Full-time

Re-posted 27 days ago

University Of Rochester rating

8.3

Company rating: 8.3 out of 10

Based on 186 frontline employees who took The Breakroom Quiz

122nd of 615 rated colleges and universities

Job description

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Job Location (Full Address):

601 Elmwood Ave, Rochester, New York, United States of America, 14642

Opening:

Worker Subtype:

Regular

Time Type:

Full time

Scheduled Weekly Hours:

40

Department:

100989 University HR at Med Ctr

Work Shift:

UR - Day (United States of America)

Range:

UR URG 114

Compensation Range:

$86,900.00 - $130,300.00

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

GENERAL PURPOSE
Serves as the primary associate to Human Resources Business Partner(s) in assigned business unit(s). Provides counsel to business units in the areas of policy, procedures, corrective discipline, and dispute resolution. Devises methods for gathering information, analyzing and interpreting data. Prepares reports and makes recommendations which may have broad Human Resources implications. Acts as an employee champion and change agent. Assesses and anticipates HR-related needs. Formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization. Maintains business literacy as it relates to the financial position, culture, business objectives and goals of designated business unit(s).

ESSENTIAL FUNCTIONS

  • Assists staff in the consistent interpretation and application of Human Resources Policies, procedures, regulations, and programs by demonstrating and applying thorough knowledge base of each.

  • Encourages and assists in the use of positive means of resolving supervisors' and employees' concerns, problems, and formal grievances for both represented and non-represented employees.

  • Integrates best practices to enhance the efficiency and effectiveness of the delivery of HR services to business units.

  • Maintains relationships and collaborates with University Human Resources divisions such as Compensation, Benefits, Organization Development and Labor Relations to develop applicable solutions to business challenges.

  • Serves as a contributing member of the extended leadership management team (s) of designated business unit(s).

  • Contributes to the development and execution of the overall business strategy by partnering with business leaders to identify, prioritize, and build organizational capabilities.

  • Assists in compliance, performance management, employee relations, organizational development, employee development, and compensation administration.

  • Provides leadership for various Human Resources projects and initiatives by gathering, validating, and evaluating data and relevant metrics to develop reports, proposals, and recommendations.

  • Analyzes trends and partners with other HR partners and organizations as appropriate, aligning institutional and HR goals and developing solutions, programs, and policies.

  • Ensures compliance with various HR policies and procedures, laws, standards and government regulations for all assigned personnel.

  • Provides professional knowledge and counsel based on experience.

  • Collaborates with clients to communicate and train staff at all levels on personnel policies and procedures.

  • Ensures the creation and maintenance of employee handbooks and policies and procedures manuals.

  • Advises management on application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance related issues.

  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees.

  • Provides counsel in collaboration with the Human Resource Business Partner to management in order to reduce legal risks and ensure regulatory compliance.

Other duties as assigned.
MINIMUM EDUCATION & EXPERIENCE

  • Bachelor's degree and 5 years of professional Human Resources experience required

  • Or equivalent combination of education and experience

The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University's Mission to Learn, Discover, Heal, Create - and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status,or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.

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