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Labor Relations Union Avoidance Jobs (NOW HIRING)

L3HHCM20

Lead, Labor Relations

Greenville, TX

Lead, Human Resources Business Partner (Labor Relations) Job Code: 36459 Job Location: Melbourne ... Engage in proactive grievance avoidance practices such as training leaders on how to manage a union ...

L3HHCM20

Lead, Labor Relations

Salt Lake City, UT · On-site

Lead, Human Resources Business Partner (Labor Relations) Job Code: 36459 Job Location: Melbourne ... Engage in proactive grievance avoidance practices such as training leaders on how to manage a union ...

L3HHCM20

Lead, Labor Relations

Melbourne, FL · On-site

Lead, Human Resources Business Partner (Labor Relations) Job Code: 36459 Job Location: Melbourne ... Engage in proactive grievance avoidance practices such as training leaders on how to manage a union ...

L3HHCM20

Lead, Labor Relations

Rochester, NY · On-site

Lead, Human Resources Business Partner (Labor Relations) Job Code: 36459 Job Location: Melbourne ... Engage in proactive grievance avoidance practices such as training leaders on how to manage a union ...

L3HHCM20

Lead, Labor Relations

Philadelphia, PA

Lead, Human Resources Business Partner (Labor Relations) Job Code: 36459 Job Location: Melbourne ... Engage in proactive grievance avoidance practices such as training leaders on how to manage a union ...

Kimberly-Clark

Labor Relations Specialist

Neenah, WI · On-site

Lead in the development and cultivation of Union/Management relationships, including day-to-day relations and management of the formal grievance procedure to insure proper administration of the Labor ...

GDR Defense

Traditional Labor Shareholder

Princeton, NJ · On-site

$50K/yr

... union avoidance, organizing campaigns, collective bargaining, grievance arbitration, and NLRB matters. * Represent management in proceedings before the National Labor Relations Board, labor ...

Kimberly-Clark

Labor Relations Specialist

Neenah, WI

Lead in the development and cultivation of Union/Management relationships, including day-to-day relations and management of the formal grievance procedure to insure proper administration of the Labor ...

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Labor Relations Union Avoidance information

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$58.5K

$111.4K

$166.5K

How much do labor relations union avoidance jobs pay per year?

As of Jun 12, 2026, the average yearly pay for labor relations union avoidance in the United States is $111,369.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,000.00 and $127,000.00 per year, depending on experience, location, and employer.

What is labor relations union avoidance?

Labor relations union avoidance refers to strategies and practices used by employers to prevent the formation or influence of labor unions within their workplace. These initiatives can include fostering positive employee relations, addressing workplace concerns proactively, and educating managers on labor law compliance. The goal is to maintain direct communication between management and employees while minimizing the likelihood of unionization. However, all union avoidance efforts must comply with labor laws to ensure employees' rights are respected.

Is union avoidance legal?

Labor Relations Union Avoidance involves strategies to prevent unionization efforts and is generally legal when conducted within the boundaries of labor laws. Employers must adhere to regulations set by the National Labor Relations Act, which prohibits unfair labor practices but allows lawful communication and management tactics. Proper training and understanding of legal limits are essential for compliance.

What are the key skills and qualifications needed to thrive in Labor Relations Union Avoidance, and why are they important?

To excel in Labor Relations Union Avoidance, you need a solid understanding of labor law, employee relations, and organizational policies, often supported by a degree in human resources, business administration, or law. Experience with HR information systems (HRIS), labor relations databases, and relevant certifications like SHRM or HRCI are highly valuable. Exceptional interpersonal skills, discretion, and the ability to communicate complex topics clearly help build trust and effectively address workplace concerns. These competencies are crucial for proactively managing workplace dynamics and maintaining a positive, union-free environment.

What jobs cannot unionize?

Labor Relations Union Avoidance professionals work with various industries, but certain jobs are typically ineligible for unionization, such as independent contractors, government managers, and some federal employees due to legal restrictions. Additionally, jobs involving specific security or confidentiality requirements may be excluded from union efforts. Unionization rights depend on federal and state laws, and some roles are exempt based on their employment classification or sector.

What is the difference between Labor Relations Union Avoidance vs Labor Relations Specialist?

AspectLabor Relations Union AvoidanceLabor Relations Specialist
CredentialsTypically requires HR or labor law certifications, experience in union negotiationsRequires HR or labor law certifications, experience in employee relations
Work EnvironmentProactive strategies to prevent unionization, often in manufacturing or large corporate settingsHandling employee disputes, negotiations, and compliance in various industries
Employer & Industry UsageUsed by HR teams to avoid union formationUsed by HR or legal teams to manage labor relations

Labor Relations Union Avoidance focuses on proactive strategies to prevent unionization, while Labor Relations Specialists handle ongoing employee relations and negotiations. Both roles require similar credentials but differ in their primary focus and activities within the employer's HR or legal teams.

What is the 3 month rule for jobs?

In labor relations and union avoidance, the 3 month rule refers to the guideline that employers should avoid making significant employment decisions or implementing policies that could be viewed as union-breaching within the first three months of employment. This period is often used to assess employee attitudes and prevent early union organizing efforts by establishing clear communication and compliance with labor laws.

Why do employers dislike unions?

Labor Relations Union Avoidance professionals often encounter employer concerns about unions because they can lead to increased labor costs, reduced management control, and potential work disruptions. Employers may also view unions as a threat to flexibility in decision-making and operational efficiency, which can impact productivity and profitability.

What are some typical challenges faced by professionals working in Labor Relations Union Avoidance roles?

Professionals in Labor Relations Union Avoidance often encounter challenges such as balancing compliance with labor laws while addressing employee concerns swiftly and transparently. They must navigate sensitive conversations, foster positive workplace cultures, and implement proactive communication strategies to reduce the risk of unionization. Additionally, they work closely with HR, legal teams, and management to ensure company policies support employee engagement and retention, while also preparing for and responding to organizing efforts ethically and lawfully.
Infographic showing various Labor Relations Union Avoidance job openings in the United States as of June 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $111,369 per year, or $53.5 per hour.

Labor & Employment Associate Attorney Philadelphia

Direct Counsel

Philadelphia, PA • Hybrid

$225K - $290K/yr

Full-time

Medical, Retirement

Posted 8 days ago

Job description

Labor & Employment Associate Attorney – Philadelphia

Direct Counsel is seeking a Labor & Employment Associate to join a highly respected Am Law firm in Philadelphia. This partner-track opportunity is ideal for an attorney with 2–5 years of experience in traditional labor law who is looking to grow within a collaborative and nationally recognized labor & employment practice.

The ideal candidate will have substantive experience handling a broad range of traditional labor matters, including labor arbitrations, unfair labor practice charges before the National Labor Relations Board, collective bargaining, and union avoidance counseling. Prior first- or second-chair arbitration experience is strongly preferred. Experience litigating wage and hour class and collective actions, particularly matters involving unionized employees, is considered a plus.

Qualified candidates will possess:

  • 2–5 years of labor & employment experience, with a focus on traditional labor law
  • Experience prosecuting and defending unfair labor practice charges before the NLRB
  • Collective bargaining and union avoidance experience
  • Strong legal writing, analytical, and advocacy skills
  • Excellent academic credentials
  • The ability to work effectively across offices and within collaborative teams

This firm offers a collegial and team-oriented culture with a strong commitment to client service and professional development. Attorneys are expected to maintain a hybrid schedule with regular in-office collaboration while also benefiting from flexibility and work-life balance support.

Compensation is highly competitive, with an anticipated salary range of approximately $225,000–$290,000, depending on experience, qualifications, and other relevant factors. The comprehensive benefits package includes bonus opportunities, health and wellness benefits, retirement plans, and additional attorney benefits.

If you are interested in learning more about this opportunity, please apply through Direct Counsel.