Labor Relations Specialists
Tasks Include:
- Advise management on matters related to the administration of contracts or employee discipline or grievance procedures.
- Call or meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
- Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
- Draft rules or regulations to govern collective bargaining activities in collaboration with company, government, or employee representatives.
- Identify alternatives to proposals of unions, employees, companies, or government agencies.
- Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
- Investigate and evaluate union complaints or arguments to determine viability.
- Mediate discussions between employer and employee representatives in attempt to reconcile differences.
- Monitor company or workforce adherence to labor agreements.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: -8.1%
National: -2.6%
Education
Bachelor's Degree
Job Zone:
Four: Considerable Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$82,010.00
State
$72,880.00
Regional
Labor Relations Specialists
Description
Career Cluster: | Business, Management & Administration |
Resolve disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Education
Required Level of Education
- Bachelor's Degree = 33.33%
- Some College Courses = 9.52%
- Associate's Degree (or other 2-year degree) = 9.52%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 9.52%
- Master's Degree = 9.52%
- First Professional Degree - awarded for completion of a program that: requires at least 2 years of college work before entrance into the program, includes a total of at least 6 academic years of work to complete, and provides all remaining academic requirements to begin practice in a profession. = 9.52%
- Less than a High School Diploma = 4.76%
- High School Diploma - or the equivalent (for example, GED) = 4.76%
- Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) = 4.76%
- Doctoral Degree = 4.76%
Related Work Experience
- Over 1 year, up to and including 2 years = 33.33%
- Over 4 years, up to and including 6 years = 28.57%
- Over 2 years, up to and including 4 years = 23.81%
- Over 1 month, up to and including 3 months = 4.76%
- Over 3 months, up to and including 6 months = 4.76%
- Over 6 months, up to and including 1 year = 4.76%
On-Site or In-Plant Training
- Over 6 months, up to and including 1 year = 23.81%
- Over 1 year, up to and including 2 years = 19.05%
- None = 14.29%
- Up to and including 1 month = 14.29%
- Over 1 month, up to and including 3 months = 9.52%
- Over 3 months, up to and including 6 months = 9.52%
- Over 2 years, up to and including 4 years = 4.76%
- Over 4 years, up to and including 10 years = 4.76%
On-the-Job Training
- Over 6 months, up to and including 1 year = 42.86%
- Over 3 months, up to and including 6 months = 19.05%
- Over 1 year, up to and including 2 years = 19.05%
- Over 1 month, up to and including 3 months = 9.52%
- Over 2 years, up to and including 4 years = 4.76%
- Over 4 years, up to and including 10 years = 4.76%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Tasks
Core Tasks Include:
- Call or meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
- Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
- Draft rules or regulations to govern collective bargaining activities in collaboration with company, government, or employee representatives.
- Identify alternatives to proposals of unions, employees, companies, or government agencies.
- Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
- Investigate and evaluate union complaints or arguments to determine viability.
- Mediate discussions between employer and employee representatives in attempt to reconcile differences.
- Monitor company or workforce adherence to labor agreements.
- Negotiate collective bargaining agreements.
- Present the position of the company or of labor during arbitration or other labor negotiations.
- Propose resolutions for collective bargaining or other labor or contract negotiations.
- Recommend collective bargaining strategies, goals, or objectives.
- Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations.
- Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment.
- Schedule or coordinate the details of grievance hearings or other meetings.
- Write letters related to labor relations activities, such as letters to amend collective bargaining agreements, letters of dispute or conciliation, or letters to seek clarification of contract terms.
- Assess risk levels associated with collective bargaining strategies.
- Prepare evidence for disciplinary hearings, including preparing witnesses to testify.
- Research case law or outcomes of previous case hearings.
- Select mediators or arbitrators for labor disputes or contract negotiations.
Supplemental Tasks Include:
- Advise management on matters related to the administration of contracts or employee discipline or grievance procedures.
- Prepare and submit required governmental reports or forms related to labor relations matters, such as equal employment opportunity (EEO) forms, new hire forms, or minority compensation reports.
- Prepare reports or presentations to communicate employee satisfaction or related data to management.
- Assess the impact of union proposals on company or government operations.
- Develop employee health and safety policies.
- Develop methods to monitor employee satisfaction with policies or working conditions, including grievance or complaint procedures.
- Provide expert testimony in legal proceedings related to labor relations or labor contracts.
- Train managers or supervisors on topics related to labor relations, such as working conditions, safety, or equal opportunity practices.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Knowledge
% | Subject | Description |
---|---|---|
76.25 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
67.00 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
65.25 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
53.50 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Skills
% | Subject | Description |
---|---|---|
84.50 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
81.25 | Speaking | Talking to others to convey information effectively. |
78.00 | Negotiation | Bringing others together and trying to reconcile differences. |
75.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
75.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
75.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
72.00 | Persuasion | Persuading others to change their minds or behavior. |
68.75 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
65.50 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
65.50 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
62.50 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
59.50 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
59.50 | Coordination | Adjusting actions in relation to others' actions. |
59.50 | Service Orientation | Actively looking for ways to help people. |
59.50 | Time Management | Managing one's own time and the time of others. |
53.00 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
53.00 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
50.00 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
50.00 | Instructing | Teaching others how to do something. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Abilities
% | Subject | Description |
---|---|---|
81.25 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
78.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
75.00 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
75.00 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
75.00 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
68.75 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
68.75 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
68.75 | Speech Clarity | The ability to speak clearly so others can understand you. |
65.50 | Speech Recognition | The ability to identify and understand the speech of another person. |
62.50 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
62.50 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
62.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
59.50 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
53.00 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Work Activities
% | Subject | Description |
---|---|---|
87.00 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
86.25 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
82.50 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
81.25 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
77.50 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
75.00 | Evaluating Information to Determine Compliance with Standards | Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
71.25 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
70.00 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
67.75 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
65.50 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
64.25 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
63.00 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
62.00 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
61.75 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
59.50 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
58.75 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
57.25 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
56.25 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
55.25 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
55.00 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
55.00 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
54.75 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
53.75 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
53.75 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
51.25 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
50.00 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Work Styles
% | Subject | Description |
---|---|---|
84.50 | Integrity | Job requires being honest and ethical. |
83.25 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
82.25 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
77.50 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
76.25 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
75.00 | Persistence | Job requires persistence in the face of obstacles. |
75.00 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
73.75 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
73.75 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
73.75 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
71.50 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
69.00 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
66.25 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
60.75 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
57.25 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
53.50 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Work Values
% | Subject | Description |
---|---|---|
77.83 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
77.83 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
66.67 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
63.83 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
61.17 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
61.17 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Work Context
% | Subject | Description |
---|---|---|
99.00 | Electronic Mail | How often do you use electronic mail in this job? |
94.80 | Telephone | How often do you have telephone conversations in this job? |
90.60 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
89.60 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
83.80 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
83.20 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
82.00 | Spend Time Sitting | How much does this job require sitting? |
82.00 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
81.00 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
80.00 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
77.20 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
74.80 | Letters and Memos | How often does the job require written letters and memos? |
74.80 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
74.20 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
73.40 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
71.60 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
62.20 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
62.00 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
60.00 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
59.00 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
58.00 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
57.20 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
56.80 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
51.40 | Public Speaking | How often do you have to perform public speaking in this job? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Job Zone Four: Considerable Preparation Needed
- Overall Experience
- A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
- Job Training
- Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
- Examples
- Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators.
- Education
- Most of these occupations require a four-year bachelor's degree, but some do not.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $38,900.00 | $82,010.00 | $106,230.00 |
Virginia | $22,880.00 | $72,880.00 | $107,420.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | $41,259.23 | $85,640.23 | $133,738.61 |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | $37,694.84 | $73,416.26 | $102,450.49 |
New River/Mt. Rogers | $26,619.22 | $66,072.29 | $88,465.23 |
Northern Virginia | $50,992.72 | $93,312.60 | $121,680.87 |
Piedmont Workforce | $28,168.38 | $71,436.72 | $82,476.65 |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | $39,582.59 | $74,272.94 | $105,319.34 |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Labor Relations Specialists
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 65,000 | 63,300 | -2.6% |
Virginia | 1,166 | 1,071 | -8.1% |
Region | Current* | Projected | % Change |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Labor Relations Specialists
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Arbitrators, Mediators, and Conciliators
- Human Resources Managers
- Equal Opportunity Representatives and Officers
- Human Resources Specialists
- Compensation, Benefits, and Job Analysis Specialists
- Lawyers
- Compensation and Benefits Managers
- Human Resources Assistants, Except Payroll and Timekeeping
- Management Analysts
- Compliance Managers
- Chief Executives
- Public Relations Managers
- Public Relations Specialists
- Social and Community Service Managers
- First-Line Supervisors of Office and Administrative Support Workers
- Eligibility Interviewers, Government Programs
- Industrial-Organizational Psychologists
- Administrative Services Managers
- First-Line Supervisors of Non-Retail Sales Workers
- Administrative Law Judges, Adjudicators, and Hearing Officers
Careers in Human Resources Management Pathway:
- Compensation and Benefits Managers
- Compensation, Benefits, and Job Analysis Specialists
- Human Resources Managers
- Human Resources Specialists
- Labor Relations Specialists
- Training and Development Managers
- Training and Development Specialists
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
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Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Labor Relations Specialists
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Titles
- Arbitrator
- Associate Relations Specialist
- Collective Bargaining Specialist
- Conciliator
- Contract Negotiator
- Employee Relations Assistant
- Employee Relations Representative
- Employee Relations Specialist
- Employee's Representative
- Employer Relations Representative
- Industrial Relations Analyst
- Industrial Relations Counselor
- Industrial Relations Representative
- Industrial Relations Specialist
- Industrial Relations Worker
- Labor Conciliator
- Labor Contract Analyst
- Labor Mediator
- Labor Relations Analyst
- Labor Relations Consultant
- Labor Relations Manager
- Labor Relations or Personnel Negotiator
- Labor Relations Representative
- Labor Relations Specialist
- Labor Relations Supervisor
- Labor Relations Worker
- Labor Representative
- Mediator
- Personnel Arbitrator
- Union Organizer
- Union Representative
- Union Steward
The data sources for the information displayed here include: O*NET™. (Using onet28)
Labor Relations Specialists
Related Schools
- Bridgewater College
- Bryant & Stratton College-Virginia Beach
- DeVry University-Virginia
- Eastern Mennonite University
- ECPI University
- George Mason University
- Marymount University
- Regent University
- Strayer University-Virginia
- University of Lynchburg
- University of Management and Technology
- University of Richmond
- University of Virginia-Main Campus
- Virginia Commonwealth University
The data sources for the information displayed here include: O*NET™. (Using onet28)