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
• College Recruiting
• Communication Skills
• Conflict Resolution
• Consulting
• Contract Administration
• Customer Service
• Development
• Dispute Resolution
• Documentation
• Employee Coaching
• Employee Engagement
• Employee Grievances
• Employee Investigations
• Employee Relations
• Employment Law
• Equal Employment Opportunity
• Exit Interviews
• Family And Medical Leave Act
• Firing
• Grievance Handling
• HR Compliance
• HR Policies & Procedures
• Human Resources
• Human Resources Information System
• Human Resources Management
• Implementation
• Industrial Relations
• Internal Investigations
• Interpersonal Skills
• Interviewing
• Investigation
• Labor Law
• Labor Relations
• Leadership
• Management
• Mediation
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Microsoft Word
• Negotiation
• Organization
• Orientation
• Performance Management
• Policy Administration
• Policy Development
• Problem Solving
• Progressive Discipline
• Project Coordination
• Recruiting Management
• Reduction in Force
• Regulations
• Research Skills
• Resolution
• Scheduling
• Staff Supervision
• Training and Development
• Unemployment Claims
• Union Avoidance
• Workplace Investigations
• Written Communication

Here are some other career titles that require similar skills

Top hiring companies for Employee Relations Specialist positions

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).

Because recruiters spend a large portion of their time reviewing resumes and assessing candidates, you would think preparing a resume would be a piece of cake. However, that’s not always the case.