Participates in labor contract negotiations.
May prepare contract agreements. Must be knowledgeable in federal, state and local regulations pertaining to labor issues. Represents the organization in legal hearings on labor issues and with labor governing bodies. Makes recommendations for changes to existing policies to ensure compliance with new or proposed regulations.
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 Specialist III 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)
Explains how effective internal communications can improve employee retention.
Level 2 Behaviors
(Light Experience)
Tracks the performance metrics to support the effectiveness of both internal and external communications.
Level 3 Behaviors
(Moderate Experience)
Works on opportunities to promote and positively represent our organization through internal communication.
Level 4 Behaviors
(Extensive Experience)
Schedules collaborative meetings with internal teams to forecast campaign performances.
Level 5 Behaviors
(Mastery)
Strategizes internal communication plans designed to connect key stakeholders with your organization.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Lists the factors that should be considered in the development of the benefits objectives.
Level 2 Behaviors
(Light Experience)
Responds to employee inquiries regarding benefits program.
Level 3 Behaviors
(Moderate Experience)
Reviews cost and usage rates of existing benefit programs to assess actual and perceived value.
Level 4 Behaviors
(Extensive Experience)
Monitors overall benefits benchmarking activities to assess current programs and policies.
Level 5 Behaviors
(Mastery)
Keeps current on latest state laws and regulations impacting employee benefit programs to ensure compliance.
Skill definition-The process of and obligation to apply and enforce rules and practices that ensure that specific types of information are accessible only to those authorized to use it.
Level 1 Behaviors
(General Familiarity)
Names different types of confidential information in the workplace.
Level 2 Behaviors
(Light Experience)
Utilizes available tools and systems to manage confidential information.
Level 3 Behaviors
(Moderate Experience)
Works with management and experts to address the breach of confidential information.
Level 4 Behaviors
(Extensive Experience)
Investigates any severe breach of confidentiality; drives system and process improvement.
Level 5 Behaviors
(Mastery)
Monitors the effectiveness of current confidentiality management systems.
Skill definition-Analyzing and identifying the root cause of problems and applying critical thinking skills to solve problems.
Level 1 Behaviors
(General Familiarity)
Lists the traits of a good problem-solver.
Level 2 Behaviors
(Light Experience)
Incorporates fact-finding techniques and tools to identify and determine the existence of problems.
Level 3 Behaviors
(Moderate Experience)
Uses creative methods and conceptual techniques to solve problems, such as mind maps, storyboards and analogies.
Level 4 Behaviors
(Extensive Experience)
Trains others in the process of eliciting alternatives and assessing their impact.
Level 5 Behaviors
(Mastery)
Provides training about new techniques and strategies for effective problem-solving.
There are 0 hard skills for Labor Relations Specialist III.
10 general skills for Labor Relations Specialist III, Internal Communications, Benefit Programs, Diversity and Inclusion, etc.
7 soft skills for Labor Relations Specialist III, Confidentiality, Problem Solving, Initiative, etc.
While the list totals 17 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 Specialist III, he or she needs to be skilled in Confidentiality, be skilled in Problem Solving, and be skilled in Initiative.
