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Labor Relations Jobs in Minnesota (NOW HIRING)

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Labor & Employment Counsel

Minneapolis, MN · On-site

While no two days are the same, you will advise on all aspects of labor relations including labor strategy, campaigns, contract negotiations, and grievance and arbitration proceedings and provide day ...

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Labor Relations information

See Minnesota salary details

$57.3K

$109.1K

$163.1K

How much do labor relations jobs pay per year?

As of Aug 30, 2026, the average yearly pay for labor relations in Minnesota is $109,076.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,100.00 and $124,400.00 per year, depending on experience, location, and employer.

What is labor relations?

Labor relations refer to the interactions between employers and employees, particularly regarding the negotiation and enforcement of collective bargaining agreements, workplace conditions, and dispute resolution. Professionals in labor relations often work to ensure compliance with labor laws, facilitate communication between management and unions, and help resolve conflicts that arise in the workplace. Their goal is to foster a productive work environment while protecting the rights and interests of both employees and employers.

How does a labor relations specialist typically collaborate with management and union representatives to resolve workplace disputes?

Labor Relations specialists act as key intermediaries between management and union representatives, facilitating communication and negotiation during disputes or contract discussions. They often organize and participate in meetings, clarify contract terms, and mediate disagreements to ensure both parties' concerns are addressed fairly and within legal guidelines. This role requires strong interpersonal and negotiation skills, as well as a thorough understanding of labor laws and collective bargaining agreements. Working closely with HR, legal teams, and union leaders, Labor Relations specialists help maintain a productive and cooperative work environment.

What are the key skills and qualifications needed to thrive in labor relations, and why are they important?

To thrive in Labor Relations, you need a solid understanding of labor laws, contract negotiation, and conflict resolution, typically supported by a degree in human resources or industrial relations. Familiarity with HR information systems (HRIS), collective bargaining software, and relevant certifications like SHRM or PHR is often expected. Strong interpersonal skills, diplomacy, and effective communication set outstanding professionals apart in this field. These capabilities are crucial for fostering positive employer-employee relationships, ensuring legal compliance, and facilitating productive workplace negotiations.

What is the difference between Labor Relations vs Human Resources?

AspectLabor RelationsHuman Resources
Primary FocusManaging employer-union relationships, collective bargaining, labor agreementsEmployee recruitment, onboarding, benefits, compliance, and employee relations
Work EnvironmentUnionized workplaces, industries with collective bargainingVarious industries, non-unionized settings
Required CredentialsLabor relations certifications, labor law knowledgeHR certifications, general management or business background
Employer UsageLarge organizations with unionized employeesMost organizations, including non-unionized

While both roles involve employee management, Labor Relations primarily focuses on union negotiations and collective bargaining, whereas Human Resources handles overall employee management, policies, and benefits. Understanding these differences helps organizations assign the right responsibilities and professionals to each area.

What degree do you need for labor relations?

A bachelor's degree in labor relations, human resources, industrial relations, or a related field is typically required for labor relations roles. Advanced positions may prefer or require a master's degree or relevant certifications such as the SHRM-CP or SHRM-SCP. Strong communication, negotiation skills, and knowledge of employment laws are also important.

What are the most commonly searched types of Labor Relations jobs in Minnesota?

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

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

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

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

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

What cities in Minnesota are hiring for Labor Relations jobs?

Cities in Minnesota with the most Labor Relations job openings:

Labor Relations jobs near you
Infographic showing various Labor Relations job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 10% Part Time, 8% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $109,076 per year, or $52.4 per hour.

Labor Relations Coordinator (87373)

Minneapolis, MN • On-site

INTER-CON SECURITY SYSTEMS INC
Investigation and Physical Security Services • 10K+ employees

5.7

Company rating: 5.7 out of 10

Based on 107 frontline employees who took The Breakroom Quiz

73rd of 118 rated security

People enjoy working here

Recommended by students

Paid breaks

Learn more about INTER-CON SECURITY SYSTEMS INCexternal

$75K - $85K/yr

Other

This job post has expired today. Applications are no longer accepted.

Job description

Overview
Founded in 1973, Inter-Con Security Systems, Inc. is a leading global security company, providing a full range of physical security services to government and commercial customers on four continents. Inter-Con specializes in providing customized security services to clients whose needs exceed the capabilities of traditional guard firms. Clients include the Departments of State, Justice, Homeland Security, Energy, and Defense, as well as Fortune 500 companies, major public utilities, and ultra-high net worth individuals.
Inter-Con employs over 35,000 security personnel worldwide, trained and managed by a team of professionals with unsurpassed military, law enforcement, and security experience. Inter-Con remains 100% family owned and managed and operates as the industry leader in the field of customized, high-requirement security solutions.
Inter-Con is Everywhere Security Matters.
Position Overview
The Labor Relations Coordinator serves as a key resource in supporting positive labor-management relations and ensuring compliance with collective bargaining agreements (CBAs), company policies, and applicable employment laws. This position is responsible for administering labor relations programs, conducting workplace investigations, managing disciplinary processes, responding to grievances, and serving as a liaison between management and union representatives. The Labor Relations Coordinator partners closely with Operations, Human Resources, Legal, and union leadership to promote a fair, consistent, and compliant work environment while protecting the Company's operational and business interests.
Essential Duties and Responsibilities
Labor Relations Administration
  • Serve as the primary point of contact between management and union representatives regarding labor relations matters
  • Interpret and administer collective bargaining agreements to ensure compliance with contractual obligations and established labor practices.
  • Develop and maintain effective working relationships with union leadership while safeguarding organizational objectives and interests.
  • Partner with Human Resources, Operations, and Legal teams to ensure consistent application of workplace policies, labor agreements, and disciplinary procedures.

Employee Relations and Investigations
  • Conduct workplace investigations involving employee misconduct, attendance concerns, performance issues, policy violations, employee complaints, and alleged contract violations.
  • Gather, analyze, and evaluate evidence, witness statements, and relevant documentation to determine findings and recommendations.
  • Coordinate and manage investigatory interviews, counseling sessions, and disciplinary meetings.
  • Ensure investigations are conducted objectively, thoroughly, and in compliance with company policies, CBAs, and legal requirements.

Discipline and Corrective Action
  • Ensure compliance with collective bargaining agreement provisions related to employee discipline and corrective action
  • Advise supervisors, managers, and sergeants on appropriate disciplinary actions, progressive discipline procedures, and contract compliance requirements.
  • Prepare, review, and maintain disciplinary notices, counseling recommendations, requests for investigation (RFIs), Salesforce cases, separation documentation, and termination records.
  • Monitor disciplinary actions for consistency, accuracy, and adherence to company standards and labor agreements.
  • Support management in addressing employee performance and conduct issues through progressive corrective action processes.

Grievance Management
  • Receive, investigate, and respond to union grievances in accordance with contractual timelines and procedures
  • Coordinate fact-finding investigations and compile supporting documentation related to grievance matters.
  • Represent management during grievance meetings and assist in preparing management responses and recommendations
  • Maintain grief records and monitor trends to identify recurring workplace issues and opportunities for improvement.

Training and Compliance
  • Provide guidance and training to supervisors, managers, and sergeants on labor relations topics, disciplinary procedures, workplace investigations, and collective bargaining agreement requirements
  • Promote understanding of company policies, employee conduct standards, and labor-management best practices.
  • Maintain complete and accurate records related to disciplinary actions, grievances, arbitrations, investigations, and labor relations activities.
  • Ensure compliance with federal, state, and local employment laws, labor regulations, and company policies.

Strategic Labor Relations Support
  • Analyze labor relations trends, disciplinary data, grievances, and workplace concerns to identify patterns and recommend proactive solutions
  • Assist in fostering positive labor-management relationships and reducing workplace conflict through effective communication and problem-solving.
  • Support organizational initiatives related to employee engagement, contract administration, and workforce stability.
  • Perform other labor relations and employee relations duties as assigned.

Qualifications
Education
  • Bachelor's degree in Human Resources, Labor Relations, Business Administration, Public Administration, or a related field preferred
  • Equivalent combination of education and relevant labor relations experience may be considered.

Experience
  • Minimum of 3-5 years of experience in labor relations, employee relations, human resources, or a related field.
  • Experience working in a unionized environment and administering collective bargaining agreements required.
  • Experience conducting workplace investigations and managing disciplinary and grievance processes preferred.
  • Security, public safety, government contracting, or service industry experience is a plus.

Knowledge, Skills, and Abilities
  • Strong understanding of labor relations principles, collective bargaining agreements, grievance administration, and progressive discipline practices.
  • Knowledge of applicable federal, state, and local employment and labor laws.
  • Excellent investigative, analytical, and problem-solving skills.
  • Strong written and verbal communication abilities, including preparation of complex reports and disciplinary documentation.
  • Ability to maintain confidentiality and exercise sound judgment in sensitive situations.
  • Strong conflict resolution, negotiation, and relationship-management skills.
  • Ability to work independently and manage multiple priorities in a fast-paced environment.
  • Proficiency with Microsoft Office Suite, HRIS systems, and case management platforms such as Salesforce.

Physical and Working Conditions
  • Primarily performed in an office environment with frequent interaction with employees, supervisors, union representatives, and management personnel.
  • May require occasional travel to field locations and work sites.
  • Ability to sit, stand, walk, and use standard office equipment for extended periods.
  • May occasionally be required to work outside normal business hours to support investigations, meetings, or operational needs.

Core Competencies
  • Labor Relations Expertise
  • Workplace Investigations
  • Contract Administration
  • Conflict Resolution
  • Communication and Influencing
  • Documentation and Compliance
  • Analytical Thinking
  • Professional Judgment
  • Collaboration and Partnership
  • Ethical Conduct and Confidentiality

Inter-Con Security Systems, Inc. is an Equal Opportunity Employer - Disability/Veteran.

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