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Labor Relations Jobs in Washington (NOW HIRING)

Bechtel

Labor Relations Manager

Reston, VA · On-site

$159K - $231K/yr

Provides strategic leadership for all labor relations activities on a major project or within a business unit. Serves as the principal advisor to project and functional leadership on labor strategy ...

HMSHost

Labor Relations Specialist

Bethesda, MD · On-site

$25.10 - $32.31/hr

The Labor Relations Specialist position assists with Labor relations matters by gathering and collecting information, maintaining documents and records required for negotiations, reviewing data ...

Dufry

Labor Relations Specialist

Bethesda, MD · On-site

$25.10 - $28.70/hr

The Labor Relations Specialist position assists with Labor relations matters by gathering and collecting information, maintaining documents and records required for negotiations, reviewing data ...

Dufry

Labor Relations Specialist

Bethesda, MD · On-site

$25.10 - $28.70/hr

The Labor Relations Specialist position assists with Labor relations matters by gathering and collecting information, maintaining documents and records required for negotiations, reviewing data ...

Umd

UHR Manager Labor Relations

College Park, MD · On-site +1

$115K - $138K/yr

The Manager is responsible for supervising a team of Labor Relations Consultants and providing professional support to the Program Director, Labor Relations. The incumbent in this new role will have ...

Bechtel

Labor Relations Manager

Reston, VA · On-site

Supervises daily labor relations activities on construction projects and operating facilities and provides advice and guidance to labor relations personnel in the resolution of labor disputes ...

New

Usmd

UHR Manager Labor Relations

College Park, MD · On-site

$115 - $138/hr

The Manager is responsible for supervising a team of Labor Relations Consultants and providing professional support to the Program Director, Labor Relations. The incumbent in this new role will have ...

Dufry

Senior Director Labor Relations

Bethesda, MD · On-site +1

$153K - $198K/yr

The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and ...

HMSHost

Senior Director Labor Relations

Bethesda, MD · On-site

$120 - $160/hr

Purpose The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor ...

HMSHost

Sr Director Labor Relations

Bethesda, MD · On-site

$120 - $150/hr

Purpose The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor ...

HMSHost

Senior Director Labor Relations

Bethesda, MD · On-site

$153K - $198K/yr

The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and ...

Dufry

Senior Director Labor Relations

Bethesda, MD · On-site

$153K - $198K/yr

The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and ...

Umd

UHR Labor Relations Consultant

College Park, MD · On-site

$79K - $95K/yr

The Labor Relations Consultant is responsible for providing professional support to the Program Director, Labor Relations. The incumbent in this role will have the opportunity to foster positive ...

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Labor Relations information

See Washington salary details

$66.3K

$126.1K

$188.6K

How much do labor relations jobs pay per year?

As of Aug 12, 2026, the average yearly pay for labor relations in Washington is $126,136.00, according to ZipRecruiter salary data. Most workers in this role earn between $101,900.00 and $143,800.00 per year, depending on experience, location, and employer.

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.

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 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 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.

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 Washington? The most popular types of Labor Relations jobs in Washington are:
What are popular job titles related to Labor Relations jobs in Washington? For Labor Relations jobs in Washington, the most frequently searched job titles are:
What job categories do people searching Labor Relations jobs in Washington look for? The top searched job categories for Labor Relations jobs in Washington are:
What cities in Washington are hiring for Labor Relations jobs? Cities in Washington with the most Labor Relations job openings:
Labor Relations jobs near you
Infographic showing various Labor Relations job openings in Washington as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 15% Part Time, 3% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $126,136 per year, or $60.6 per hour.

Labor Relations Manager

The Global Edge Consultants

Reston, VA • On-site

$140 - $210/hr

Other

Posted 7 days ago

Job description

Position Summary

The Region/GBU Labor Relations Manager is accountable for leading and executing labor relations strategy across an assigned Region or Global Business Unit (GBU), ensuring compliant, stable, and scalable labor frameworks that support EPC construction delivery. The role reports directly to the Labor Relations (LR) Operations Manager and operates as a key advisor to construction and workforce leadership.

Role Purpose

This role owns the labor relations architecture that underpins estimate development, proposal development, construction execution, workforce development for a specific region/GBU. This includes responsibility for some union engagement, and workforce development arrangements such as apprenticeship programs, ensuring alignment with operational priorities, legal requirements, and enterprise strategy.

Key Accountabilities
  • Serve as the primary labor relations lead for the assigned Region or GBU, accountable to the LR Operations Manager.
  • Develop and implement labor relations strategies that support EPC construction delivery.
  • Support negotiation, interpretation, and governance of Project Labor Agreements (PLAs), union agreements, and workforce development MOUs.
  • Ensure labor frameworks enable workforce programs.
  • Act as labor relations owner for a region or GBU.
  • Maintain effective relationships with unions, building trades councils, workforce intermediaries, and government stakeholders, as required.
  • Identify, assess, and mitigate labor relations risks that may impact safety, schedule, cost, or workforce availability.
  • Provide expert labor relations advice to Operations, Construction, and GBU’s.
  • Ensure compliance with labor laws, corporate policies, delegation of authority, and contractual requirements.
  • Escalate material labor risks and issues to the Operations Manager with clear recommendations.
Key Interfaces
  • LR Operations Manager
  • Relevant GBU leadership
  • Estimators
  • Proposal Bid Teams
  • Construction Leadership
  • Workforce Services Central Operations Team
  • Legal and Contracts
  • Project Management Teams
  • Union and workforce partners
  • Government and community stakeholders
Decision-Making Authority
  • (when required and directed) Recommend and negotiate labor relations frameworks within approved delegations.
  • Endorse labor-related provisions in workforce development agreements, subject to legal and financial approvals.
  • Escalate labor relations risks that may materially impact operations.
Qualifications & Experience
  • Requires bachelor's or master's degree (or international equivalent) and 13-15 years of relevant experience or 17-19 years of relevant work experience.
  • Significant experience in labor relations within large-scale construction, EPC, or industrial environments.
  • Demonstrated experience working with union labor models.
  • Experience negotiating and administering PLAs, collective agreements, and workforce development partnerships.
  • Strong understanding of labor law and regulatory environments relevant to the assigned Region or GBU.
  • Ability to operate effectively at enterprise, regional, and project levels.
Success Measures
  • Stable and compliant labor environments across the assigned Region or GBU.
  • Effective labor frameworks enabling workforce programs.
  • Reduced labor-related schedule and cost risk.
  • Strong, credible relationships with labor stakeholders.
  • Clear alignment between labor relations strategy and operational delivery.
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