Labor Relations Specialists:

Resolve disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.

Also includes

About the Job

Indiana Average Salary $63,570.00
Average Time to Fill 35 days
Typical Education Associate's degree
Typical Experience Over 2 years, up to and including 4 years
10 Year Projected Openings (2016-2026) 2,378
10 Year Expected Percentage Change (2016-2026) -1.71 %

For more information on the new projection methodology, visit Hoosiers by the Numbers .

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Skills Profile

Essential (Soft) Skills

Essential Skills to Employers

Critical Thinking
Information Gathering
Attention to Detail
Oral Communication
Written Communication
Resource Allocation
Conflict Management

Top Job Duties and Responsibilities

Judging the Qualities of Things, Services, or People

Evaluate company recruiting needs
Evaluate applicant qualifications for employment
Identify employee learning needs
Evaluate applicant eligibility for employment
Evaluate information from employment interviews
Evaluate applicant, staff, or individual skill levels
Investigate personal characteristics, character, or activities of individuals
Evaluate employee performance
Evaluate ability of applicant
Evaluate applicant qualifications for licensure
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate personnel policies, practices, or benefits
Measure effectiveness of business strategies or practices
Evaluate training programs, materials, or instructors

Training and Teaching Others

Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Develop lesson, course, or training objectives
Develop training programs
Establish educational, instructional, or training policies, procedures, or standards
Develop training evaluation procedures
Monitor employee learning or development progress
Organize training procedure manuals
Develop training materials
Develop employee orientation materials
Identify training needs
Teach training techniques
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools

Making Decisions and Solving Problems

Implement supply chain management processes
Discharge workers using employee dismissal guidelines
Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Administer standardized or state-mandated assessments
Develop personnel performance objectives
Execute employee bargaining agreements

Thinking Creatively

Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop job evaluation programs
Develop business, financial, or operational policies, procedures, or standards
Establish business management methods
Develop employee handbook
Establish organizational guidelines or policies
Establish recruiting procedures
Maintain quality assurance procedures
Design human resource management performance metrics

Provide Consultation and Advice to Others

Advise others on human resources topics
Provide labor relations advice to management or labor unions
Recommend measures to ensure maximum employee protection
Consult stakeholders about innovation and market opportunities
Recommend improvements to work methods, procedures, or products
Develop employee dismissal guidelines
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Refer patients or clients to community services or resources
Counsel clients or patients regarding personal issues or problems

Staffing Organizational Units

Refer applicant to other hiring personnel
Compare client applications with eligibility requirements
Match candidates or clients to employment needs, positions, or roles
Conduct eligibility or selection interviews
Select applicants meeting qualifications
Submit individuals for employment consideration
Publicize job openings
Recruit candidates for employment
Perform applicant search to fill job openings
Promote personnel within organizations
Hire personnel

Analyzing Data or Information

Analyze business or organizational operating practices or procedures
Perform SWOT analysis
Analyze applicant financial status
Employ basic business mathematical formulas
Analyze financial data or information
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Assess risks to business operations

Documenting/Recording Information

Draft employment agreements
Maintain educational or training-related records, reports, or files
Maintain job descriptions
Maintain personnel records
Prepare regulatory or compliance documentation or reports
Prepare data rights policy
Maintain file of job openings
Maintain accounting journals

Real-Time Job Posting Statistics

Booster Skills & Certifications

Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.

Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.

Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.

Skill or Certification Certi - fication Hard to Fill Expensive to Fill
Senior Professional in Human Resources
Human Resource Information System (HRIS)
Staff Management
Human Resource Management
Project Management
Organizational Development
Business Acumen

Department of Workforce Development Resources