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Relation Manager Jobs in Alabama (NOW HIRING)

Yulista

Labor Relations Manager

Huntsville, AL · On-site

The Labor Relations Manager plays a critical role in grievance administration, investigations, negotiations, arbitration preparation, workforce transitions, and union engagement initiatives in ...

Yulista

Labor Relations Manager

Huntsville, AL · On-site

The Labor Relations Manager plays a critical role in grievance administration, investigations, negotiations, arbitration preparation, workforce transitions, and union engagement initiatives in ...

Ag

Customer Delivery Relations Manager

Mobile, AL

Transparencia en el Pago No Discriminacion(Spanish) Airbus Americas, Inc is looking for a Customer Delivery Relations Manager to join our team based in Mobile, AL . The CDRM is responsible for ...

Hyundai Mobis

Team Relations Specialist (MNAe-MG)

AL · On-site

Ensures that management is aware of any issues and concerns in the work environment by communicating daily with the Team Relations Manager. * Ensures uniform application of MNAe policies through ...

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Relation Manager information

See Alabama salary details

$46.7K

$96.5K

$153.6K

How much do relation manager jobs pay per year?

As of Aug 7, 2026, the average yearly pay for relation manager in Alabama is $96,550.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,700.00 and $122,400.00 per year, depending on experience, location, and employer.

What is the difference between Relation Manager vs Account Executive?

AspectRelation ManagerAccount Executive
Primary RoleMaintains and nurtures client relationships to ensure satisfaction and retentionGenerates new business and manages client accounts to meet sales targets
Work EnvironmentClient-facing, ongoing relationship managementSales-driven, project-based interactions
Required SkillsCommunication, relationship-building, customer serviceSales, negotiation, presentation skills
Industry UsageBanking, finance, corporate servicesMarketing, advertising, sales sectors

While both roles involve client interaction, Relation Managers focus on maintaining long-term relationships and client satisfaction, whereas Account Executives primarily aim to acquire new clients and close sales. Understanding these differences helps organizations assign the right responsibilities and professionals to each role.

What are the key skills and qualifications needed to thrive as a relation manager?

To thrive as a Relationship Manager, you need strong interpersonal skills, business acumen, and a relevant degree in business, finance, or a related field. Familiarity with CRM software, data analysis tools, and often certifications in sales or financial services are typically required. Exceptional communication, problem-solving abilities, and a client-focused attitude distinguish top performers in this role. These skills are crucial for building lasting client relationships, driving business growth, and ensuring customer satisfaction.

What is a relation manager?

Relation Managers are professionals responsible for building and maintaining strong relationships with clients, customers, or business partners. They act as the main point of contact, ensuring client satisfaction by addressing concerns, providing solutions, and understanding client needs. Relation Managers often work in banking, finance, hospitality, and sales, where they help retain clients and identify opportunities for growth. Their goal is to foster long-term partnerships that benefit both the client and the organization.

What are some common challenges faced by a relation manager, and how can they be overcome?

Relationship Managers often face the challenge of balancing the needs of multiple clients while meeting organizational goals. Managing client expectations, handling difficult conversations, and staying updated on market trends can also be demanding. Successful Relationship Managers prioritize clear communication, proactive problem-solving, and continuous professional development. Building strong internal networks within the company also helps in delivering better solutions to clients and overcoming obstacles efficiently.
What are popular job titles related to Relation Manager jobs in Alabama? For Relation Manager jobs in Alabama, the most frequently searched job titles are:
What job categories do people searching Relation Manager jobs in Alabama look for? The top searched job categories for Relation Manager jobs in Alabama are:
Relation Manager jobs near you
Infographic showing various Relation Manager job openings in Alabama as of August 2026, with employment types broken down into 90% Full Time, and 10% Contract. Highlights an 100% In-person job distribution, with an average salary of $96,550 per year, or $46.4 per hour.

Labor Relations Manager

Yulista

Huntsville, AL • On-site

Full-time

Re-posted 2 days ago

Yulista rating

7.9

Company rating: 7.9 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

45th of 72 rated aerospace companies

Job description

Yulista Holding LLCRegular

Position Summary

The Labor Relations Manager is responsible for the administration, interpretation, and strategic support of the organization's collective bargaining agreements and labor relations programs across a highly complex, multi-site unionized environment. This position serves as a key labor relations leader supporting operations within aerospace, industrial engineering, aviation maintenance, logistics, manufacturing, and government services programs.

Reporting directly to the Senior Labor Relations & HR Compliance Manager, the Labor Relations Manager partners with operational leadership, Human Resources, Legal, Contracts, Program Management, and union representatives to ensure effective administration of collective bargaining agreements, consistent application of labor policies, operational continuity, and mitigation of labor-related risk.

The role supports labor relations activities impacting more than 1,500 (+) unionized employees across multiple bargaining units and geographic locations and assists in the administration of more than 50(+) collective bargaining agreements involving various national and local labor organizations. The Labor Relations Manager plays a critical role in grievance administration, investigations, negotiations, arbitration preparation, workforce transitions, and union engagement initiatives in support of enterprise operational objectives.

This position requires strong labor law knowledge, operational business acumen, advanced conict resolution capabilities, and the ability to effectively operate within high-pressure, mission-critical government contracting environments.

Essential Duties and Responsibilities Labor Relations Administration

  • Administer and interpret collective bargaining agreements across multiple business units, operational sites, and bargaining units to ensure consistent application of contractual obligations and labor policies.
  • Serve as a primary point of contact for labor relations matters involving supervisors, managers, union representatives, employees, and HR business partners.
  • Provide guidance and recommendations to operational leadership regarding contract interpretation, disciplinary actions, investigations, attendance matters, workforce scheduling, overtime administration, reductions in force, and employee relations concerns.
  • Partner with site leadership to ensure compliance with collective bargaining obligations while maintaining operational effectiveness and customer support requirements.
  • Conduct labor relations investigations involving grievances, disputes, workplace concerns, policy violations, and potential contract violations.
  • Prepare grievance responses, settlement proposals, labor correspondence, management briefs, and arbitration support documentation.
  • Support grievance resolution efforts through informal discussions, labor-management meetings, mediation activities, and settlement negotiations.
  • Track and maintain grievance, arbitration, bargaining, and labor relations metrics and reporting tools.

Collective Bargaining Support

  • Support the Senior Labor Relations & HR Compliance Manager in collective bargaining negotiations, effects bargaining, memorandums of agreement (MOAs), memorandums of understanding (MOUs), and successor contract transitions.
  • Participate in bargaining preparation activities, including proposal development, costing analysis coordination, operational impact assessments, and strategic planning.
  • Assist with development of bargaining summaries, contract comparison analyses, labor costing information, and negotiation tracking documents.
  • Coordinate and maintain labor relations calendars, bargaining schedules, notice requirements, and contract expiration tracking systems.
  • Support implementation of newly ratied collective bargaining agreements andassociated operational communication plans.

Investigations, Discipline & Arbitration Support

  • Conduct and support workplace investigations involving potential misconduct, policy violations, attendance concerns, safety violations, and employee complaints.
  • Review disciplinary actions for contractual compliance, consistency, just cause standards, procedural adherence, and risk mitigation.
  • Assist in preparation for arbitration hearings, unfair labor practice matters, mediations, and administrative proceedings.
  • Coordinate documentation, witness preparation, investigatory records, and case summaries in partnership with legal counsel and labor leadership.
  • Support labor-related responses involving National Labor Relations Board (NLRB) matters and other labor agency inquiries.

Operational & Strategic Partnership

  • Partner closely with operational leadership to proactively identify labor risks,workforce concerns, staffing challenges, and employee relations trends.
  • Support workforce transition activities associated with government contract start-ups, recompetes, successor employer obligations, and organizational restructuring initiatives.
  • Provide labor relations training and coaching to managers and supervisors regarding collective bargaining administration, investigatory practices, employee communications, and labor compliance expectations.
  • Promote collaborative labor-management relationships while maintaining the organization's operational and strategic objectives.
  • Assist in development and implementation of enterprise labor relations policies, procedures, templates, and best practices.

Supervisory Responsibilities

  • May provide guidance and direction to Labor Relations Specialists, HR Generalists, or site-level HR personnel supporting labor-related functions.
  • May lead project teams or cross-functional initiatives related to labor administration, bargaining preparation, or workforce transitions.

Qualications Education:

  • Bachelor's degree in Human Resources, Labor Relations, Industrial Relations,Business Administration, Employment Law, or related eld required.
  • Master's degree or advanced labor relations certication preferred.

Experience:

  • Minimum of 5-8 years of progressive labor relations experience within unionized environments.
  • Demonstrated experience administering collective bargaining agreements and handling grievances, investigations, and labor-management relations matters.
  • Minimum 1 year negotiation experience as chief negotiator.
  • Experience handling 10+ CBAs
  • Arbitration and mediation experience preferred.
  • Experience within government contracting, defense, aerospace, industrial manufacturing, logistics, aviation maintenance, or similarly regulated industries
  • Working knowledge of federal labor and employment laws, including the National Labor Relations Act (NLRA), Service Contract Act (SCA), Fair Labor Standards Act (FLSA), and related employment regulations.

    Knowledge, Skills, and Abilities:

    • Strong understanding of labor relations principles, collective bargaining administration, grievance handling, and labor law fundamentals.
    • Ability to interpret complex collective bargaining agreements and apply contractual language in operational environments.
    • Strong investigative, analytical, organizational, and conict resolution skills.
    • Excellent written and verbal communication skills with the ability to draft professional labor correspondence and executive summaries.
    • Ability to manage sensitive and condential matters with professionalism anddiscretion.
    • Strong interpersonal skills with the ability to build credibility and maintain effective working relationships with leadership, employees, union representatives, and business partners.
    • Ability to prioritize multiple high-impact matters simultaneously in fast-paced operational environments.
    • Prociency in Microsoft Office Suite, HRIS systems, labor tracking systems, andcase management tools.

    Preferred Requirements:

    • Experience supporting large, geographically dispersed unionized workforces.
    • Experience within mission-critical government operations or industrial service environments.
    • Demonstrated ability to manage high-volume labor relations activity in complex operational settings.
    • Strong understanding of workforce transition issues associated with government contracts and successor employer obligations.
    • Ability to effectively balance labor relations strategy, operational needs, employee engagement, and risk mitigation.

    Scope & Impact:

    The Labor Relations Manager plays a critical role in maintaining productive labor-management relationships, minimizing organizational risk, supporting operational continuity, and ensuring consistent administration of collective bargaining obligations across the enterprise. This role directly contributes to workforce stability, operational readiness, customer satisfaction, and the organization's overall labor strategy within a highly regulated and operationally demanding environment.

    Works in a professional office environment providing administrative and operational support across departments. Duties may include coordinating communications, maintaining records, scheduling, data entry, document preparation, customer service, and general clerical support. Work is typically performed in a fast-paced setting requiring strong organizational skills, attention to detail, confidentiality, and the ability to manage multiple priorities while using standard office equipment and computer software.
    Physical requirements may include sitting or standing for extended periods, frequent use of computers and standard office equipment, and occasional walking, bending, reaching, or lifting of light office materials up to 20 pounds. Position may require repetitive hand movements, visual concentration, and the ability to communicate effectively in person, by phone, and electronically in a typical office environment.

    PREFERENCE STATEMENT
    Preference will be given to Calista shareholders and their descendants and to spouses of Calista shareholders, and to shareholders of other corporations created pursuant to the Alaska Native Claims Settlement Act, in accordance with Title 43 U.S. Code 1626(g).

    EEO STATEMENT
    Additionally, it is our policy to select, place, train and promote the most qualified individuals based upon relevant factors such as work quality, attitude and experience, so as to provide equal employment opportunity for all employees in compliance with applicable local, state and federal laws and without regard to non-work related factors such as race, color, religion/creed, sex, national origin, age, disability, marital status, veteran status, pregnancy, sexual orientation, gender identity, citizenship, genetic information, or other protected status. When applicable, our policy of non-discrimination applies to all terms and conditions of employment, including but not limited to, recruiting, hiring, training, transfer, promotion, placement, layoff, compensation, termination, reduction in force and benefits.
    REASONABLE ACCOMMODATION
    It is Calista and Subsidiaries' business philosophy and practice to provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities.
    The statements contained in this job description are intended to describe the general content and requirements for performance of this job. It is not intended to be an exhaustive list of all job duties, responsibilities, and requirements.
    This job description is not an employment agreement or contract. Management has the exclusive right to alter the scope of work within the framework of this job description at any time without prior notice.

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