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Labor Relations Jobs in Reno, NV (NOW HIRING)

LG

HRBP

Reno, NV

This would include areas such as labor spending, hiring and retention, and HR metrics. Assist with coaching/development of managers in proper handling of team member relations issues. Develop and ...

MV Transportation

General Manager

Carson City, NV · On-site

Participate in location(s) labor and employee relations activities. * Provide insight and information to support location(s) contract renewals. * Create and present location(s) annual budget.

MV Transportation

General Manager

Carson City, NV · On-site

Participate in location(s) labor and employee relations activities. * Provide insight and information to support location(s) contract renewals. * Create and present location(s) annual budget.

MV Transportation

General Manager

Carson City, NV · On-site

Participate in location(s) labor and employee relations activities. * Provide insight and information to support location(s) contract renewals. * Create and present location(s) annual budget.

MV Transportation

General Manager

Carson City, NV

Participate in location(s) labor and employee relations activities. * Provide insight and information to support location(s) contract renewals. * Create and present location(s) annual budget. Talent ...

Amirian

District Manager

Reno, NV · On-site

$95K/yr

Identifies, evaluates and responds appropriately to labor efficiency problems. * Monitors ... EMPLOYEE RELATIONS * Conducts investigations as required. Involves the Director of Operations and ...

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Labor Relations information

See Reno, NV salary details

$58.3K

$111K

$166K

How much do labor relations jobs pay per year?

As of Aug 22, 2026, the average yearly pay for labor relations in Reno, NV is $111,043.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,700.00 and $126,600.00 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 Reno, NV?

The most popular types of Labor Relations jobs in Reno, NV are:

What job categories do people searching Labor Relations jobs in Reno, NV look for?

The top searched job categories for Labor Relations jobs in Reno, NV are:

What cities near Reno, NV are hiring for Labor Relations jobs?

Cities near Reno, NV with the most Labor Relations job openings:

Labor Relations jobs near you
Infographic showing various Labor Relations job openings in Reno, NV as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 14% Part Time, 5% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $111,043 per year, or $53.4 per hour.

HRBP

LG

Reno, NV

Full-time

Re-posted 15 days ago

LG Electronics rating

7.1

Company rating: 7.1 out of 10

Based on 42 frontline employees who took The Breakroom Quiz

114th of 159 rated electronics manufacturers

Job description

Basic Function: As a member of the Human Resources Team, The HRBP will provide consultation to Uniseal management and team members in a variety of Human Resources functions, to include: work culture, performance management, employee relations, benefits, compensation, training & development, recruitment, process improvement, and team member recognition. The HRBP will also play a critical role in the planning, implementation and coordination of HR programs and initiatives that support organizational strategic objectives. This position is a direct representation of the Uniseal and must consistently lead by example, always maintaining the highest levels of professionalism, integrity, and confidentiality.

Essential Functions: Advise and assist management and team members with departmental human resources activities, including recruitment/interviewing and hiring, interpretation of personnel policies, employee relations, leaves of absences, performance management, recognition, work culture, benefits, and training & development. Partner with management and team members to diagnose work culture issues, develop strategies to address them, and provide guidance in implementing solutions. Establish, cultivate, and maintain ongoing relationships with key managers in order to understand those business units and their HR needs.

Respond to team member concerns by interpreting applicable HR policies and procedures and making appropriate recommendations, including suggestions on policy clarification and/or development and delivery of training. Demonstrate a focus on diversity, helping Uniseal become more diverse at all levels. Explore data, analyze trends that require intervention, and develop and implement solutions.

This would include areas such as labor spending, hiring and retention, and HR metrics. Assist with coaching/development of managers in proper handling of team member relations issues. Develop and administer training programs which support the development of high-performance work teams.

Assist in conducting workplace investigations. Monitor performance evaluation process and goal planning in HRIS, initiate required annual HR trainings, and leadership development plans. Ensure compliance to all employment laws and company policies.

Assist team members with benefits administration activities such as open enrollment, benefits changes, etc. Manage/monitor FMLA, ADA, STD, LTD, and unemployment cases/claims. Participate in check-in, stay, and exit interview programs.

\ Onboard all new Team Members initiate a Leadership Development Plan (MS 7.2/4-06) whenever a team member is hired or transfers into a position that does not have a documented training program. Work on various production shifts as necessary and work weekends as required. Manage mentoring program

Manage employment verification inquires, visitors and incoming traffic into the HR office. Administer employment-related activities including employment verifications (I-9's, e-Verify, background, drug screens, post-offer physicals and reference checks.) Back up to Human Resources Department Leader responsibilities. Prepare payroll for Exempt and Non-Exempt Employees Perform monthly labor and wage reviews Coordinate time clocks including polling and printing reports Calculate weekly incentives All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, gender, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any characteristic protected by applicable federal, state, or local law.

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