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Labor Relations Jobs in Minnesota (NOW HIRING)

Chewy

Sr Employee Relations Manager

Minneapolis, MN · Hybrid

$105K - $168K/yr

Extensive knowledge of federal and state employment law, as well as Labor Relations and standard methodologies in conducting workplace investigations * Experience working with HR information systems ...

Chewy

Sr Employee Relations Manager

Minneapolis, MN · On-site

$105K - $168K/yr

Extensive knowledge of federal and state employment law, as well as Labor Relations and standard methodologies in conducting workplace investigations * Experience working with HR information systems ...

Fairview Range

Human Resources Generalist

Hibbing, MN · On-site

$64K - $96K/yr

This position will have a focus on administering the employee and labor relations program including contract negotiations, contract administration, union relationships, grievance processes ...

CHS Inc

Employment Counsel

Inver Grove Heights, MN

$154K - $258K/yr

Partner with and provide legal counsel to Employee & Labor Relations Center of Excellence by supporting union contract negotiations, developing labor relations strategies, and working with dispute ...

CHS, Inc.

Employment Counsel

Inver Grove Heights, MN · On-site

Partner with and provide legal counsel to Employee & Labor Relations Center of Excellence by supporting union contract negotiations, developing labor relations strategies, and working with dispute ...

CHS, Inc.

Employment Counsel

Inver Grove Heights, MN

Partner with and provide legal counsel to Employee & Labor Relations Center of Excellence by supporting union contract negotiations, developing labor relations strategies, and working with dispute ...

Fairview Range

Human Resources Generalist

Hibbing, MN

$64K - $96K/yr

This position will have a focus on administering the employee and labor relations program including contract negotiations, contract administration, union relationships, grievance processes ...

Heartwood

Human Resources Director

Crosby, MN

$100K - $110K/yr

Work with legal counsel to manage labor relations, negotiations, and/or collective bargaining agreement renewals and/or updates. * Onboarding/recruitment/retention oversight. * HRIS/payroll/benefit ...

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Showing results 21-40

All JobsLabor Relations JobsLabor Relations Jobs in Minnesota

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 17, 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.

Is labor relations a stressful job?

Labor relations professionals often work in high-pressure environments involving negotiations, conflict resolution, and compliance with labor laws, which can contribute to job stress. The role requires strong communication, problem-solving skills, and the ability to manage complex and sometimes contentious situations, making it potentially stressful for some individuals.

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 67% Full Time, and 33% Contract. Highlights an 100% In-person job distribution, with an average salary of $109,076 per year, or $52.4 per hour.

Senior Human Resources Director

nVent

Saint Louis Park, MN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 21 days ago

nVent rating

7.3

Company rating: 7.3 out of 10

Based on 75 frontline employees who took The Breakroom Quiz

325th of 540 rated manufacturers

Job description

We're looking for people who put their innovation to work to advance our success - and their own. Join an organization that ensures a more secure world through connecting and protecting our customers with inventive electrical solutions.
The Senior Human Resources Director is a key HR leadership role responsible for driving the people strategy across our global ISC organization for nVent's Electrical Connections Business Segment. Reporting directly to the VP of Human Resources, this role serves as a strategic business partner to ISC leadership, ensuring alignment of HR initiatives with business goals. The HR Director will partner closely with site leaders, global ISC leadership, HR COEs and enterprise partners to align talent, organization design, culture, employee relations and workforce planning priorities with business objectives.
WHAT YOU WILL EXPERIENCE IN THIS POSITION:
  • Serve as a strategic advisor and business partner to ISC leadership. Translate ISC business priorities into integrated people strategies that support growth, productivity, safety, quality, cost and employee engagement.
  • Lead HR support for multi-site manufacturing operations. Provide direction, coaching, and support to plant HR teams and site leaders, ensuring consistent execution of HR practices and strong local partnership.
  • Build workforce and talent strategies that enable operational performance. Lead workforce planning, capability assessment, critical role identification, succession planning, and talent movement to ensure the organization has the leadership, skills, and capacity needed to meet business commitments.
  • Lead change management efforts in support of organizational transformation and growth. Partner with ISC leaders on organization design, operating model changes, restructuring, integration, footprint optimization, and change management efforts that improve scalability and performance.
  • Strengthen leadership capability. Coach site leaders, functional leaders, and HR partners on leadership effectiveness, performance management, team health, employee engagement, and culture-building practices.
  • Champion employee experience, engagement, and retention. Use engagement data, employee listening, site visits, and workforce metrics to identify root causes, improve retention, and create action plans that strengthen the employee experience.
  • Provide leadership on employee relations and labor relations. Ensure fair, consistent, and compliant practices across sites; guide complex employee relations matters; and support positive labor relations strategies where applicable.
  • Drive the development and implementation of standardized, scalable processes that empower operational excellence across the organization. Partner with HR COEs to implement consistent processes across sites, including talent acquisition, onboarding, career development, performance management, compensation, benefits, compliance, and HR systems.
  • Leverage HR analytics and metrics to inform business decisions and drive continuous improvement. Translate HR, workforce, and business metrics into insights and actions that improve staffing, productivity, retention, leadership effectiveness, and organizational health.
  • Foster a culture of innovation, accountability, and continuous improvement. Promote accountability, inclusion, respect, teamwork, continuous improvement, and a strong focus on the customer and employee experience.

YOU HAVE:
  • Bachelor's degree in Human Resources, Business Administration, Industrial/Labor Relations, Organizational Development, or a related field; advanced degree or HR certification preferred.
  • 10+ years of progressive HR experience, including significant experience supporting manufacturing, operations, supply chain, or industrial environments.
  • Experience supporting multi-site manufacturing operations, including plant leadership partnership, workforce planning, employee relations, and operational talent strategies.
  • Demonstrated success as a strategic HR business partner to senior leaders in a complex, matrixed, global organization.
  • Experience leading, coaching, or influencing geographically dispersed HR teams and building consistent HR practices across locations.
  • Strong understanding of employee relations, labor relations, compliance, organizational design, change management, performance management, succession planning, and talent development.
  • Exceptional communication, negotiation, and interpersonal skills.
  • Ability to connect business strategy to people priorities and translate complex business needs into clear, actionable HR plans.
  • Strong business and financial acumen, with the ability to understand manufacturing drivers such as productivity, labor efficiency, quality, safety, service, cost, and capacity.
  • Strong analytical capability and comfort using HR and business metrics to diagnose issues, identify trends, and recommend practical solutions.
  • Excellent communication, executive presence, coaching, influencing, and problem-solving skills.
  • Ability to travel regularly to manufacturing sites and periodically internationally, as business needs require.
  • Strategic and operational thinker: Able to connect long-term business strategy with practical execution across plants and functions.
  • Influential business partner: Builds credibility with senior leaders, plant leaders, HR partners, and cross-functional stakeholders through sound judgment and clear recommendations.
  • Change leader: Leads through ambiguity, drives alignment, and supports leaders and employees through transformation with empathy and discipline.
  • Talent builder: Develops leaders, strengthens succession pipelines, and creates opportunities for talent movement across the organization.
  • Enterprise mindset: Balances local site needs with global standards, scalable processes, and the broader strategic direction of the business.
  • Continuous improvement orientation: Looks for ways to simplify, standardize, and improve HR processes and workforce outcomes.

WE HAVE:
  • A dynamic global reach with diverse operations around the world that will stretch your abilities, provide plentiful career opportunities, and allow you to make an impact every day
    • nVent is a leading global provider of electrical connection and protection solutions. We believe our inventive electrical solutions enable safer systems and ensure a more secure world. We design, manufacture, market, install and service high performance products and solutions that connect and protect some of the world's most sensitive equipment, buildings and critical processes. We offer a comprehensive range of systems protection and electrical connections solutions across industry-leading brands that are recognized globally for quality, reliability and innovation.
    • Our principal office is in London and our management office in the United States is in Minneapolis. Our robust portfolio of leading electrical product brands dates back more than 100 years and includes nVent CADDY, ERICO, HOFFMAN, ILSCO, SCHROFF and TRACHTE. Learn more at www.nvent.com.

  • Commitment to strengthen communities where our employees live and work
    • We encourage and support the philanthropic activities of our employees worldwide
    • Through our nVent in Action matching program, we provide funds to nonprofit and educational organizations where our employees volunteer or donate money

  • Core values that shape our culture and drive us to deliver the best for our employees and our customers. We're known for being:
    • Innovative & adaptable
    • Dedicated to absolute integrity
    • Focused on the customer first
    • Respectful and team oriented
    • Optimistic and energizing
    • Accountable for performance

  • Benefits to support the lives of our employees

Pay Transparency
nVent's pay scale is based on the expected range of base pay for this job and the employee's work location. Employee pay within this range will be based on a combination of factors including knowledge, skills, abilities, experience, education, and performance. Where federal, state, or local minimum wage requirements exist, employee pay will comply.
Compensation Range:
$204,400.00 - $304,000.00
Depending on the position offered, employee may be eligible for other forms of compensation, such as annual incentives.
Benefit Overview
At nVent, we value our people and their health and well-being. We provide a broad benefits package with meaningful programs for eligible full-time employees that includes:
  • Medical, dental, and vision plans along with flexible spending accounts, short-term and long-term disability benefits, critical illness, accident insurance and life insurance.
  • A 401(k) retirement plan and an employee stock purchase plan - both include a company match.
  • Other supplemental benefits may include tuition reimbursement, caregiver, personal and parental leave, back-up care services, paid time off including volunteer time, a well-being program, and/or legal & identity theft protection.

At nVent, we connect and protect our customers with inventive electrical solutions. People are our most valuable asset. Inclusion and diversity means that we celebrate and encourage each other's authenticity because we understand that uniqueness sparks growth.
#LI-AM1
#LI-Hybrid

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