Employee Relations Specialist Jobs

Users interested in this job title also searched for the following job title

• Labor Relations Specialist

Required or preferred licenses and certifications for Employee Relations Specialist positions.

The following top skills are often required or desired to land a Employee Relations Specialist position

• Affirmative Action
• Arbitration
• Coaching
• Collective Bargaining
• Communication Skills
• Complaint Resolution
• Conflict Management
• Conflict Resolution
• Consulting
• Contract Negotiation
• Discretion
• Dispute Resolution
• Documentation
• Employee Coaching
• Employee Counseling
• Employee Investigations
• Employee Relations
• Employment Law
• Exit Interviews
• Family And Medical Leave Act
• Firing
• Handling
• HR Policies & Procedures
• Human Resources
• Human Resources Information System
• Human Resources Management
• Implementation
• Internal Investigations
• Interpersonal Skills
• Investigation
• Labor Law
• Labor Relations
• Leadership
• Leave Administration
• Leave Management
• Legal Compliance
• Management
• Mediation
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Microsoft Word
• Negotiation
• Organization
• Organizational Effectiveness
• Performance Management
• Policy Administration
• Policy Development
• Problem Solving
• Progressive Discipline
• Reduction in Force
• Regulations
• Regulatory Compliance
• Reporting
• Research Skills
• Resolution
• Scheduling
• Staff Supervision
• Training and Development
• Unemployment Claims
• Union Avoidance

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Top hiring companies for Employee Relations Specialist positions

Whether you’re just starting out on your HR career path or ready advance your career in HR, check out this advice to reach your goals.

Check out iHireHR’s list of top HR skills and see how you compare to other HR leaders or find out which HR manager skills you need to improve.

HR is at a crossroads. For many years now the profession has existed with a fundamental dichotomy between employee advocate (functioning as a fair/impartial third-party ombudsman) vs. business leader (serving the needs of the company and executing initiatives such as RIFs or outplacements that seem to clash directly with the employee advocacy role).