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Manager Of Labor Relations Jobs (NOW HIRING)

Employment Resource Group

WI · On-site

$85 - $120/hr

The Director of Labor Relations is a senior leadership role responsible for shaping and executing ... Manage jurisdictional matters, craft assignments, and workforce coordination across multiple union ...

Prime Healthcare

Director of Labor Relations

Chicago, IL · On-site

$136K - $150K/yr

The Director of Labor Relations is responsible for leading and executing the health system's labor ... This role works in close partnership with the Executive Human Resources Director and Managing Labor ...

Prime Healthcare

Director of Labor Relations

Ontario, CA · On-site

$150 - $170/hr

Responsibilities The Director of Labor Relations is responsible for leading and executing the ... This role works in close partnership with the Executive Human Resources Director and Managing Labor ...

Prime Healthcare

Director of Labor Relations

Ontario, CA · On-site

$150K - $170K/yr

The Director of Labor Relations is responsible for leading and executing the health system's labor ... This role works in close partnership with the Executive Human Resources Director and Managing Labor ...

Albertsons

Director of Labor Relations

Bellevue, WA · On-site

The Director of Labor Relations is responsible for managing, negotiating, administering, and implementing contracts, agreements, bargaining/negotiations and collective bargaining agreements for the ...

Albertsons

Director of Labor Relations

Bellevue, WA

The Director of Labor Relations is responsible for managing, negotiating, administering, and implementing contracts, agreements, bargaining/negotiations and collective bargaining agreements for the ...

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How much do manager of labor relations jobs pay per year?

As of Aug 25, 2026, the average yearly pay for manager of labor relations 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 does a manager of labor relations do?

A Manager of Labor Relations is responsible for overseeing the relationship between an organization and its employees, particularly in matters involving labor unions, collective bargaining, and workplace policies. They negotiate labor contracts, handle grievances, ensure compliance with labor laws, and work to resolve disputes between management and employees. Their goal is to foster a fair, productive, and legally compliant work environment while balancing the interests of both the employer and the workforce.

What are some common challenges a manager of labor relations faces when negotiating collective bargaining agreements?

A Manager of Labor Relations often encounters challenges such as balancing the needs of the organization with union demands, managing tight negotiation deadlines, and maintaining positive relationships with union representatives. Navigating complex legal requirements and ensuring compliance with labor laws can also add to the difficulty. Effective communication, strategic planning, and the ability to find mutually beneficial solutions are key to successfully overcoming these challenges while fostering a collaborative work environment.

What are the key skills and qualifications needed to thrive as a manager of labor relations, and why are they important?

To thrive as a Manager of Labor Relations, you need a solid understanding of labor laws, collective bargaining, conflict resolution, and typically a bachelor's degree in human resources, labor relations, or a related field. Familiarity with HR information systems, labor contract management software, and sometimes certifications like the SHRM-CP or PHR is valuable. Strong negotiation, interpersonal communication, and problem-solving skills help build trust and effectively manage disputes between employees and management. These competencies ensure fair workplace practices, minimize legal risks, and foster productive labor-management relationships.

What is the difference between Manager Of Labor Relations vs Labor Relations Specialist?

AspectManager Of Labor RelationsLabor Relations Specialist
CredentialsBachelor's degree; often a master's in HR or related field; certifications like SHRM-CP or SCPBachelor's degree; HR or labor relations background; certifications are common but not mandatory
Work EnvironmentManagement level; oversees labor relations strategies; interacts with HR, legal, and management teamsSpecialist role; supports labor relations activities; works under managers or HR teams
Employer & Industry UsageUsed in large corporations, manufacturing, healthcare, and unionized industriesFound in similar industries; often as entry to mid-level roles in HR departments

The Manager Of Labor Relations typically holds a leadership role, developing strategies and managing labor relations programs, while the Labor Relations Specialist supports these initiatives through research, negotiations, and compliance activities. Both roles require relevant credentials and are integral to maintaining positive labor-management relationships within organizations.

Is manager of labor relations a stressful job?

A manager of labor relations often faces stress due to handling complex negotiations, resolving conflicts, and ensuring compliance with labor laws. The role requires strong communication, problem-solving skills, and the ability to manage multiple stakeholders, which can contribute to a high-pressure environment.
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Manager Of Labor Relations jobs near you

Manager of Labor Relations

Riley Power Group

Rock Hill, SC

Full-time

Re-posted 23 days ago

Job description

Position Overview

The Manager of Labor Relations will lead the organization's labor strategy across a nationwide full‑service maintenance and capital construction business specializing in mechanical and electrical solutions. This role serves as the company's primary expert on union relations, collective bargaining, contract administration, and labor‑risk mitigation. The Manager partners closely with Operations, HR, Legal, and senior leadership to drive consistent and compliant labor practices that enable safe, efficient, and profitable project delivery across all regions.

Key Responsibilities
  • Develop and execute a comprehensive labor relations strategy that supports company objectives and aligns with federal, state, and local regulatory requirements.
  • Lead collective bargaining negotiations with multiple trade unions across mechanical, electrical, and related skilled trades.
  • Interpret, administer, and enforce collective bargaining agreements (CBAs), ensuring consistent application across operating regions.
  • Advise senior leaders and project management teams on labor issues, including jurisdictional challenges, grievances, staffing models, and project labor agreements (PLAs).
  • Manage the grievance and arbitration process, including case assessment, documentation, and representation.
  • Build and maintain strong relationships with union leadership, industry associations, and workforce development partners.
  • Monitor industry trends, prevailing wage requirements, and labor‑market dynamics to anticipate risk and inform workforce planning.
  • Provide guidance on workforce deployment strategies to support project schedules, bid competitiveness, and margin protection.
  • Ensure compliance with the National Labor Relations Act (NLRA), Davis‑Bacon Act, state wage laws, and other labor standards relevant to multi‑state operations.
  • Partner with HR and Operations to design and implement training for leaders on labor practices, union‑management relations, and issue mitigation.
  • Support bid preparation and project planning by providing labor input, including union requirements, labor cost impacts, and field‑staffing implications.
  • Oversee labor‑relations documentation, reporting, and record‑keeping.

Qualifications
  • Bachelor's degree in Human Resources, Industrial Relations, Business, or related field.
  • 10+ years of labor relations experience, ideally within construction, mechanical/electrical contracting, or other unionized skilled‑trade environments.
  • Demonstrated success in negotiating and administering CBAs across multiple unions and jurisdictions.
  • Strong knowledge of federal and state labor laws, wage‑and‑hour regulations, and industry labor standards.
  • Exceptional communication, relationship‑building, and conflict‑resolution skills.
  • Ability to translate complex labor requirements into practical guidance for field and operational leaders.
  • Willingness to travel nationally to support regional operations and union negotiations.

What Success Looks Like in This Role
  • Stable, constructive relationships with union partners.
  • Reduced labor‑related risk, grievances, and cost exposure.
  • Strong collaboration with Operations to ensure field teams are staffed effectively and contracts are executed smoothly.
  • Improved consistency and compliance across all labor‑related processes nationwide.

Physical Work Environment
  • Primarily remote office environment requiring extended periods of computer use, sitting, and virtual communication
  • Periodic travel to project sites, fabrication facilities, and vendor locations
  • Exposure to active construction zones, heavy equipment, industrial noise, and moving machinery during site visits
  • Walking on uneven surfaces, climbing stairs, and navigating large or complex industrial facilities
  • Occasional need to stand or walk for extended periods during inspections, tours, or meetings
  • Requirement to wear appropriate personal protective equipment (PPE), including hard hats, safety glasses, protective footwear, high‑visibility clothing, and hearing protection
  • Exposure to variable outdoor weather conditions when visiting construction or laydown areas
  • Must comply with all company, regulatory, and site‑specific safety protocols


Equal Employment Opportunity
RPG is an equal opportunity employer. We do not discriminate in employment on account of race, color, religion, national origin, citizenship status, criminal history, ancestry, age, sex, gender, sexual orientation, marital status, physical or mental disability, military status, or discharge from military service. RPG provides its services to many clients in their various business sectors who may have physical, mental, pre-employment screening and/or citizenship requirements. These requirements are driven by contracts and/ or security requirements that RPG is required to adhere to, and which may vary between clients and their respective high-security industries. Misrepresentation or falsification of qualifications or background information is grounds for termination, denial of employment and/ or disqualification from future employment consideration. 

Education:Employment Type: FULL_TIME

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