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Remote Labor Relations Jobs in Michigan (NOW HIRING)

State of Michigan

Secretary 9

Lansing, MI · On-site +1

$24.49 - $32.20/hr

Permanent Full Time Remote Employment: Flexible/Hybrid Job Number: 4702-26-4178-AR Department ... Performs advanced secretarial and management assistant duties for the Labor Relations Manager.

Wow

HR Business Partner

Livonia, MI · On-site +1

$95K/yr

This position operates on a hybrid schedule (3 days in-office, 2 days remote). MUST be within 45 ... Serve as a trusted advisor on employee relations, policies, and performance Drive Employee ...

Wow

HR Business Partner

Madison Heights, MI · On-site +1

$95K/yr

This position operates on a hybrid schedule (3 days in-office, 2 days remote). MUST be within 45 ... Serve as a trusted advisor on employee relations, policies, and performance Drive Employee ...

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Remote Labor Relations information

What are the key skills and qualifications needed to thrive in the Remote Labor Relations position, and why are they important?

To thrive as a Remote Labor Relations professional, you need a strong understanding of labor law, collective bargaining processes, conflict resolution, and human resources management, often supported by a relevant degree or certification such as SHRM or HRCI credentials. Familiarity with HRIS platforms, video conferencing tools, and document management systems is typically required. Exceptional communication, negotiation, and analytical skills, along with the ability to build relationships remotely, set top performers apart. These competencies ensure effective employee relations, policy implementation, and resolution of workplace issues in a distributed work environment.

What is a Remote Labor Relations job?

A Remote Labor Relations job involves managing and overseeing workplace policies, employee relations, and labor law compliance while working remotely. Professionals in this role handle disputes, negotiate labor contracts, and ensure adherence to federal and state labor laws. They may also collaborate with HR teams, unions, and company leadership to foster a fair and legally compliant work environment. Strong communication, problem-solving, and knowledge of labor regulations are essential for success in this role.

What are the main challenges of working in Remote Labor Relations, and how can I prepare for them?

One of the main challenges in Remote Labor Relations is effectively managing communication and resolving conflicts without face-to-face interaction, which requires heightened attention to detail and strong virtual collaboration skills. You may also encounter complex scenarios involving multi-state or international labor laws due to supporting a geographically dispersed workforce. To prepare, it's helpful to stay current with evolving employment regulations, hone your digital communication abilities, and develop strategies for building trust and rapport across virtual teams. Additionally, proactive organization and adaptability can help you navigate shifting priorities and ensure that both employee and organizational needs are addressed.

What are the most commonly searched types of Labor Relations jobs in Michigan? The most popular types of Labor Relations jobs in Michigan are:
What are popular job titles related to Remote Labor Relations jobs in Michigan? For Remote Labor Relations jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Remote Labor Relations jobs in Michigan look for? The top searched job categories for Remote Labor Relations jobs in Michigan are:
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Remote Labor Relations jobs near you
Vice President, People & Culture

Vice President, People & Culture

C3 Industries

Ann Arbor, MI • On-site, Remote

Full-time

PTO

Re-posted 7 days ago

C3 Industries rating

5.8

Company rating: 5.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

22nd of 31 rated cannabis dispensaries

Job description

JOB SUMMARY:
The Vice President, People & Culture is responsible for leading and evolving the enterprise Human Resources function in support of C3 Industries' multi-state retail, cultivation/facilities, and corporate operations. This role serves as a strategic business partner to executive leadership and is accountable for workforce planning, HRIS and data governance, benefits strategy and cost management, labor relations, ESOP administration (if applicable), talent acquisition, compliance, compensation strategy, and organizational development. The Vice President will elevate administrative discipline, financial alignment, and operational rigor across the HR function while maintaining strong partnership across the business.
JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.
  • Monitor, analyze, and update C3 Industries' strategies and policies in response to evolving labor market trends - both within the cannabis sector and across broader industries - including areas such as remote work, hybrid work models, compensation, benefits, PTO, and AI in the workplace.
  • Enhance HR process efficiency by driving standardization, automation, and clearly defined service-level expectations.
  • Lead and continuously enhance the enterprise Human Resources operating model across retail, facilities, and corporate teams to ensure consistent, scalable, and high quality execution.
  • Lead workforce planning and labor cost forecasting to align staffing plans with financial targets and operating needs.
  • Build and maintain executive level workforce dashboards (turnover, hiring velocity, labor costs, engagement, compliance risk).
  • Oversee HRIS strategy, system automation, reporting integrity, and data governance.
  • Negotiate and manage company wide benefits strategy, broker carrier relationships, and cost modeling.
  • Provide strategic leadership in union engagement and collective bargaining to support stable operations and compliant outcomes.
  • Ensure multi-state compliance, audit readiness, and consistent policy enforcement.
  • Design and govern compensation strategies including pay structures and market benchmarking, aligned to business needs and negotiated agreements.
  • Build structured talent acquisition pipelines and succession planning across all functions.
  • Managed Human Resources budget and align HR initiatives with enterprise financial performance.
  • Build and coach a high-performing HR leadership team with clear roles, accountability, and development plans.
  • Champion culture and organizational effectiveness through leader communication, manager capability, and consistent employee experience across sites.

SUPERVISORY RESPONSIBILITIES:
Directly oversees the HRIS Director, Director of Field HR, and Director of Talent Acquisition, while managing key external HR vendor relationships. Responsible for building and maintaining a high-performing, well-structured HR team.
JOB REQUIREMENTS:
  • Bachelor's degree in HR, Business, or related field; advanced degree or certification preferred.
  • PHR, SPHR or other HR certification, strongly preferred.
  • 10+ years of progressive HR experience with 5+ years in senior leadership.
  • Experience in multi-state and multi-unit, highly regulated environments preferred.
  • Demonstrated experience with union negotiations and labor strategy.
  • Experience managing benefits negotiations and cost governance.
  • Strong financial acumen with ability to align HR strategy to EBITDA and operational goals.
  • Deep knowledge of employment law and compliance best practices.
  • Strong executive presence with ability to partner effectively at both Vice President and C suite levels.
  • Strong (and current) knowledge of all laws and regulations pertaining to employment & labor laws.
  • Strong results- orientation and commitment to quality, performance and deliverables.
  • Working knowledge of HRIS systems and comfortable learning new systems.
  • Effective multi-tasker with demonstrated ability to prioritize.
  • Demonstrate strong oral and written communication skills; ability to correspond in a professional, businesslike manner.
  • This role requires the ability to travel as needed and pass applicable background check requirements.

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