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
• Compensation and Benefits
• Complaint Resolution
• Conflict Management
• Conflict Resolution
• Consulting
• Contract Administration
• Corrective Actions & Preventive Actions
• Counseling
• Discretion
• Dispute Resolution
• Documentation
• Education Experience
• Emergency Room (ER)
• Emotional Intelligence
• Employee Coaching
• Employee Counseling
• Employee Relations
• Employment Law
• Exit Interviews
• Family And Medical Leave Act
• HR Compliance
• HR Policies & Procedures
• Human Resources
• Human Resources Management
• Internal Investigations
• Investigation
• Labor Law
• Labor Relations
• Leadership
• Learning and Development
• Leave Administration
• Leave of Absence
• Legal Compliance
• Management
• Mediation
• Microsoft Excel
• Microsoft Office
• Microsoft Word
• Negotiation
• Organization
• Performance Management
• Performance Reviews
• Policy Administration
• Policy Development
• Presentation
• Problem Solving
• Progressive Discipline
• Reduction in Force
• Regulations
• Regulatory Compliance
• Research Skills
• Resolution
• Salary Negotiation
• Staff Supervision
• Training and Development
• Unemployment Claims
• Written Communication

Here are some other career titles that require similar skills

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).