Employee Relations Specialist Jobs in Santa Barbara, CA

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University of California - Santa Barbara, CA
Relations Specialist level 3: Serves as an experienced advisor on a wide variety of employee relations issues for campus....
16 days ago

Demographic Data for Santa Barbara, CA

Moving to Santa Barbara, CA? Find some basic demographic data about Santa Barbara, CA below.


132,916
5,591
Medium/Lg

Employee Relations Specialist Online Courses and Training Opportunities

Weight Management Specialist
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Make a lasting impact on your clients, and help them improve their lives beyond the gym. Gain the knowledge and ability to assist clients in managing...


Corrective Exercise Certification
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Help millions of people with preventable low back, shoulder and knee pain, as well as those with muscle-related pain or movement limitations. With...


Bodybuilding Certification
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Master the tools and techniques to shape and define your clients' bodies like never before. Be known as the certified authority in preparing athletes for...


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Salary for Employee Relations Specialist Jobs in Santa Barbara, CA

This is the average annual salary for Employee Relations Specialist jobs in Santa Barbara, CA as reported by the BLS.

$62,010

Top Hiring Companies

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Licensing / Certification

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

Highest Education Level

Employee Relations Specialists in Santa Barbara, CA offer the following education background
  • Bachelor's Degree (45.3%)
  • Master's Degree (34.1%)
  • Associate's Degree (5.0%)
  • Vocational or Certification (4.8%)
  • High School or GED (4.8%)
  • Doctorate Degree (4.4%)
  • Some College (1.4%)
  • Some High School (0.2%)

Average Work Experience

Here's a breakdown of the number of years' experience offered by Employee Relations Specialists in Santa Barbara, CA
  • 2-4 years (35.0%)
  • 10+ years (20.0%)
  • 4-6 years (15.0%)
  • 1-2 years (10.0%)
  • 8-10 years (10.0%)
  • 6-8 years (5.0%)
  • Less than 1 year (5.0%)

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The Evolution of HR

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).