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Strategic Labor Solutions Jobs (NOW HIRING)

Dana Incorporated

Human Resource Manager

Warren, MI · On-site

Provide strategic HR solutions to plant manager and staff. * Facilitate issue resolution between employees and managers, as required. * Perform employee and labor relations duties, including ...

Ford Motor Company

Manufacturing, HRBP

Ypsilanti, MI · On-site

... solutions that directly accelerate business success and cultivate a high-performance culture ... Labor Relations Expertise * Strategic Labor and Positive Employee Relations & Negotiation: Lead ...

Dana Incorporated

Human Resource Manager

Warren, MI · On-site

Provide strategic HR solutions to plant manager and staff. * Facilitate issue resolution between employees and managers, as required. * Perform employee and labor relations duties, including ...

Amazon

Supply Chain Manager II, UTR PPT

Bellevue, WA · On-site

Key Job Responsibilities: - Build strategic labor planning models, partnering with product teams ... solutions to enable stakeholders to manage the business and make effective decisions. Key job ...

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Strategic Labor Solutions information

See salary details

$143.5K

$181.7K

$215.5K

How much do strategic labor solutions jobs pay per year?

As of Aug 16, 2026, the average yearly pay for strategic labor solutions in the United States is $181,739.00, according to ZipRecruiter salary data. Most workers in this role earn between $163,500.00 and $200,000.00 per year, depending on experience, location, and employer.

What is the difference between Strategic Labor Solutions vs Staffing Coordinator?

AspectStrategic Labor SolutionsStaffing Coordinator
Primary RoleProvides strategic workforce planning and staffing solutions for businessesManages day-to-day staffing needs and candidate placement
CredentialsIndustry experience, staffing certifications often preferredRecruitment or HR certifications beneficial
Work EnvironmentConsulting firms, corporate HR departmentsStaffing agencies, HR departments
Industry UsageUsed in workforce planning and consultingUsed in recruitment and staffing operations

While both roles involve staffing, Strategic Labor Solutions focuses on strategic planning and consulting for workforce needs, whereas Staffing Coordinators handle daily staffing operations and candidate placements. The former is more strategic and consultative, the latter more operational and hands-on.

How does a Strategic Labor Solutions specialist typically collaborate with different departments to address workforce needs?

A Strategic Labor Solutions specialist often works closely with HR, operations, and finance teams to assess labor demands, forecast workforce requirements, and develop staffing strategies that align with business goals. This collaboration involves regular meetings to review staffing data, discuss upcoming projects, and address any labor shortages or surpluses. By fostering open communication across departments, the specialist ensures that the organization can respond proactively to changing labor needs and maintain optimal productivity.

What is Strategic Labor Solutions?

Strategic Labor Solutions refer to tailored workforce management services that help organizations meet their staffing needs efficiently and cost-effectively. This may include workforce planning, recruitment, temporary staffing, and compliance management. These solutions are designed to help businesses adapt to changing labor demands, improve productivity, and reduce operational risks. Providers in this field work closely with companies to develop strategies that align with their goals, industry requirements, and budget.

What are the key skills and qualifications needed to thrive in Strategic Labor Solutions, and why are they important?

To excel in Strategic Labor Solutions, you need expertise in workforce planning, labor market analysis, and a strong understanding of employment laws and regulations, often supported by a degree in human resources, business, or a related field. Familiarity with HR information systems (HRIS), data analytics tools, and relevant labor management software is typically required. Excellent negotiation, problem-solving, and communication skills are critical for managing stakeholder relationships and crafting effective labor strategies. These competencies are essential for optimizing workforce productivity, ensuring compliance, and delivering cost-effective labor solutions that align with organizational goals.
More about Strategic Labor Solutions jobs

What cities are hiring for Strategic Labor Solutions jobs?

Cities with the most Strategic Labor Solutions job openings:

What states have the most Strategic Labor Solutions jobs?

States with the most job openings for Strategic Labor Solutions jobs include:

What job categories do people searching Strategic Labor Solutions jobs look for?

The top searched job categories for Strategic Labor Solutions jobs are:

Strategic Labor Solutions jobs near you
Infographic showing various Strategic Labor Solutions job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 9% Part Time, and 7% Contract. Highlights an 86% Physical, 4% Hybrid, and 10% Remote job distribution, with an average salary of $181,739 per year, or $87.4 per hour.

Human Resource Manager

Dana Incorporated

Warren, MI • On-site

Full-time

Re-posted 2 days ago

Dana Incorporated rating

5.9

Company rating: 5.9 out of 10

Based on 79 frontline employees who took The Breakroom Quiz

450th of 490 rated machine equipment manufacturers

Job description

Dana is a global leader in the supply of highly engineered driveline, sealing, and thermal-management technologies that improve the efficiency and performance of vehicles with both conventional and alternative-energy powertrains. Serving two primary markets – passenger vehicle and commercial truck – Dana provides the world's original-equipment manufacturers and the aftermarket with local product and service support through a network of nearly 100 engineering, manufacturing, and distribution facilities.

Job Purpose

The HR Manager will work with the Plant Leadership and the HR function to provide the plant with Human Resource services. He/she is responsible for understanding the business needs of the plant and then translating those needs into HR services to ensure the plant benefits from strategic Human Resource services and standardized processes. He/she is also responsible for driving the strategic labor activities and initiatives as it relates to Union Management and Labor Relations.  

Job Duties and Responsibilities
  • Ensure implementation of Company policies and standardized processes within the Company facility
  • Assist in defining facility strategies (i.e., training, compliance, labor, change management)
  • Deploy strategies and programs as designed by the Company.
  • Lead positive employee relations programs in the facility.
  • Provide strategic HR solutions to plant manager and staff.
  • Facilitate issue resolution between employees and managers, as required.
  • Perform employee and labor relations duties, including grievance procedures, contract interpretation, and local contract negotiations.
  • Coordinate staffing activities (including recruiting, selections, and placement) for the location including both salaried and hourly positions.
  • Act as a consultant and advisor to plant business leaders for Human Resource issues (i.e., career development, staffing, discipline, performance, and talent management)
  • Analyze HR metrics and create and implement action plans based on those metrics in line with the Function and/or business objectives.
  • Ensure efficient and accurate payroll, administration processes, and employee data/records.
  • Help coordinate employee involvement and community involvement teams and/or programs.
  • Ensure that Affirmative Action plans are in place and implemented: Participate in any OFCCP audits (US Only)
  • Ensure orientation and induction for newly hired employees and contractors is completed.
  • Perform internal investigations, prepare necessary documentation, and testify at hearings, as required. Implement diversity strategy within the facility.
  • Manage and develop HR staff 
Education and Qualifications
  • 5+ years of progressive experience in human resources 
  • 5+ years of labor and employee relations background working within a union environment and negotiating contracts. 
  • Bachelor’s Degree in Human Resources or related field 
  • In-depth understanding of employment law and other government compliance regulations (i.e., FLSA, FMLA, etc.) 
Skills and Competencies
  • Proven experience leading change 
  • Background and familiarity with HRIS and payroll systems (SuccessFactors, SAP, ADP, e-time, etc.) 
  • Demonstrated ability to motivate and lead teams, as well as drive people development. 


We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.


Unsolicited Resumes from Third-Party Recruiters

 Please note that as per Dana policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters were engaged to provide candidates for a specified opening. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that Dana will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.​

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