Implements and maintains a company's labor relations programs, policies, and procedures.
Ensures satisfactory labor-management relations and helps interpret collective bargaining agreements. Leads grievance procedures including arbitrations and assists all levels of management on labor matters.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Labor Relations Manager skill and competencie below to view definitions.
Skill definition-Promoting a seamless flow of information throughout our business to align the employees' performance with the company's objectives.
Level 1 Behaviors
(General Familiarity)
Cites examples of messaging strategies used in communicating organizational priorities.
Level 2 Behaviors
(Light Experience)
Applies communication techniques in conveying clear and timely messages to internal team members.
Level 3 Behaviors
(Moderate Experience)
Consults internally to gain insights into their communication goals to recommend workable solutions.
Level 4 Behaviors
(Extensive Experience)
Collaborates with other communication disciplines to develop major enterprise-wide functional communications campaigns.
Level 5 Behaviors
(Mastery)
Champions the development of internal or external communication strategy plans to ensure an integrated presence.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Compares the pros and cons of two benefits vendors.
Level 2 Behaviors
(Light Experience)
Conducts appropriate audits of benefit programs in accordance with compliance standards.
Level 3 Behaviors
(Moderate Experience)
Creates communication materials relating to updated compensation and benefit programs.
Level 4 Behaviors
(Extensive Experience)
Develops a periodic evaluation process to determine effectiveness of benefits program.
Level 5 Behaviors
(Mastery)
Champions the adoption of creative benefits package to ensure market competitiveness.
Skill definition-Ability to design a group process, elicit contributions from group members, stimulate a focused group discussion, and achieve a desired outcome.
Level 1 Behaviors
(General Familiarity)
Compiles a list of all the traits and characteristics of effective facilitation.
Level 2 Behaviors
(Light Experience)
Assists management in keeping the environment supportive to ensure productive discussions.
Level 3 Behaviors
(Moderate Experience)
Helps implement facilitated programs that enhance analytical, critical, and creative thinking.
Level 4 Behaviors
(Extensive Experience)
Coaches others in planning, conducting, and evaluating a group facilitation process.
Level 5 Behaviors
(Mastery)
Builds structures for meetings and applies facilitation techniques to keep discussions effective.
Skill definition-Planning, scheduling, coordinating and allocating people, money, and technology to achieve the greatest organizational value.
Level 1 Behaviors
(General Familiarity)
Describes the basic components and processes of resource management.
Level 2 Behaviors
(Light Experience)
Calculates and updates inventory and other resource requirement data.
Level 3 Behaviors
(Moderate Experience)
Diagnoses and proposes solutions to management for any resource gaps.
Level 4 Behaviors
(Extensive Experience)
Drives effective resource and capacity management across different teams to support project slotting and allocation of assignments.
Level 5 Behaviors
(Mastery)
Creates and ensures up-to-date systems are in place to ensure efficient resource management.
There are 0 hard skills for Labor Relations Manager.
11 general skills for Labor Relations Manager, Internal Communications, Benefit Programs, Employee Engagement, etc.
10 soft skills for Labor Relations Manager, Facilitation, Resource Management, Planning and Organizing, etc.
While the list totals 21 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Labor Relations Manager, he or she needs to be an expert in Facilitation, be skilled in Resource Management, and be an expert in Planning and Organizing.
