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Relations 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 · On-site

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 ...

Hyundai Mobis

Team Relations Specialist (2nd Shift)

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 MOBIS policies through ...

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Relations Manager information

See Alabama salary details

$25.4K

$73.2K

$127.3K

How much do relations manager jobs pay per year?

As of Aug 5, 2026, the average yearly pay for relations manager in Alabama is $73,150.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,800.00 and $95,600.00 per year, depending on experience, location, and employer.

How much is a relations manager paid?

The average salary for a relations manager typically ranges from $50,000 to $85,000 per year, depending on experience, industry, and location. Senior or specialized relations managers can earn higher salaries, often exceeding $100,000 annually. Compensation may also include bonuses and benefits based on performance and company size.

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

To thrive as a Relations Manager, you need strong interpersonal, communication, and problem-solving skills, typically supported by a degree in communications, public relations, or a related field. Familiarity with CRM software, social media platforms, and analytics tools is often required, and certifications in public relations can be advantageous. Exceptional emotional intelligence, conflict resolution abilities, and organizational skills help you build and sustain positive stakeholder relationships. These competencies are essential for fostering trust, managing reputational risks, and ensuring productive engagement with clients, partners, or the public.

What does a relations manager do?

A Relations Manager is responsible for maintaining and enhancing relationships between an organization and its clients, partners, or stakeholders. They act as a primary point of contact, addressing concerns, resolving issues, and ensuring satisfaction. Their duties often include building long-term partnerships, facilitating communication, and identifying opportunities for collaboration or improvement. A Relations Manager helps to strengthen trust and loyalty, which is crucial for the organization's success.

What is the difference between Relations Manager vs Customer Service Manager?

AspectRelations ManagerCustomer Service Manager
Primary FocusBuilding and maintaining relationships with clients, partners, and stakeholdersOverseeing customer support operations and ensuring customer satisfaction
Required SkillsCommunication, relationship management, negotiationProblem-solving, communication, team management
Work EnvironmentCorporate, client-facing, strategicCall centers, retail, service departments
Common CertificationsRelationship management certifications, CRM trainingCustomer service certifications, management training

While both roles involve communication and client interaction, Relations Managers focus on strategic relationship building, whereas Customer Service Managers concentrate on operational support and customer satisfaction. Understanding these differences helps in choosing the right career path or hiring the appropriate professional for your organization.

How does a relations manager typically collaborate with other departments within an organization?

Relations Managers frequently work cross-functionally, partnering with departments such as marketing, sales, customer service, and product development to ensure consistent messaging and strong stakeholder engagement. They often act as a bridge between external partners or clients and internal teams, facilitating communication, managing expectations, and addressing concerns. This collaborative approach helps align organizational goals with stakeholder needs, making strong interpersonal and project management skills essential for success in the role.
What are popular job titles related to Relations Manager jobs in Alabama? For Relations Manager jobs in Alabama, the most frequently searched job titles are:
What job categories do people searching Relations Manager jobs in Alabama look for? The top searched job categories for Relations Manager jobs in Alabama are:
What cities in Alabama are hiring for Relations Manager jobs? Cities in Alabama with the most Relations Manager job openings:
Relations Manager jobs near you
Infographic showing various Relations Manager job openings in Alabama as of July 2026, with employment types broken down into 84% Full Time, 14% Part Time, and 2% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $73,150 per year, or $35.2 per hour.

Labor Relations Manager

Yulista

Huntsville, AL • On-site

Full-time

Posted 29 days ago

Yulista rating

7.9

Company rating: 7.9 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

44th of 71 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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