Labor Relations Manager Jobs
Labor Relations Manager jobs are open across manufacturing, healthcare, government, and education, at levels from specialist to senior and director, with specializations in collective bargaining, grievance management, and contract administration. See the openings below and apply to the ones that match your experience.
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Showing 5 of 154+ Labor Relations Manager jobs
Who we are:
As a global leader in digital infrastructure, QTS designs, builds and operates advanced data centers that support strategic AI, cloud and digital transformation initiatives. We are driven by a mission to connect the world for good and our people make it possible. Every single day, the creativity, dedication and genuine care for our communities are what push us forward and make this a truly special place to be.
The National Labor Relations Director is responsible for developing and leading QTS’s national labor relations strategy in support of the company’s growth, development, construction, and operational objectives. Serving as the enterprise subject-matter expert for labor relations within External Affairs, this role monitors the national labor environment, identifies emerging risks and opportunities, and develops strategies that support consistent, effective engagement across QTS markets.
The Director partners closely with Regional External Affairs leaders and cross-functional stakeholders to assess labor dynamics affecting current and future markets, major development and construction activity, workforce availability, and business continuity. The role provides strategic guidance on complex or high-impact labor matters and coordinates national priorities with regional execution.
This leader builds and maintains productive relationships with labor organizations, industry associations, contractors and other external stakeholders while providing senior leaders with timely insights regarding labor trends and developments that may affect business objectives.
What You Will Do: (Job Responsibilities)
- Develop and execute a comprehensive national labor relations strategy aligned with QTS growth, development, construction, operational, and External Affairs priorities.
- Establish a consistent enterprise approach to identifying, assessing, escalating, and addressing significant labor-related issues.
- Monitor national and multi-market labor trends and translate developments into actionable insights for business and External Affairs leaders.
- Identify emerging labor-related risks and opportunities that could influence market expansion, development activity, construction, operations, or QTS’s external stakeholder relationships.
Regional Partnership & Execution
- Serve as the national labor relations subject-matter expert to Regional External Affairs leaders and regional labor relations resources.
- Provide strategic guidance on complex or significant regional labor issues and support escalation when matters have broader business implications.
- Partner with regional teams to develop market-specific labor engagement strategies while driving consistency with national objectives.
- Identify patterns and emerging issues across regions and develop scalable approaches, tools, and best practices.
External Stakeholder Engagement
- Develop and maintain strategic relationships with labor leaders, trade organizations, industry associations, workforce organizations, contractors, and other relevant stakeholders.
- Represent QTS in appropriate national labor and industry forums.
- Build constructive relationships that support QTS development, construction, workforce, and operational objectives.
- Support stakeholder strategies surrounding significant development projects or markets where labor considerations may materially affect business execution.
Strategic Counsel & Risk Management
- Advise External Affairs and business leaders on labor dynamics that could affect development timelines, construction activity, market entry, workforce considerations, operating continuity, or company reputation.
- Develop proactive strategies to address emerging labor issues and reduce business risk.
- Coordinate with appropriate internal partners on significant labor-related matters to ensure business, workforce, legal, and external-affairs considerations are appropriately aligned.
- Prepare executive-level recommendations, assessments, and briefing materials regarding significant labor developments.
Cross-Functional Partnership
- Partner with Legal, People Services, Development, Construction, Procurement, Operations and other appropriate functions on labor-related matters that intersect with business strategy.
- Support development and market-entry planning by providing insight into relevant labor environments and stakeholder considerations.
- Collaborate with Government Relations and policy leaders when labor issues intersect with legislative, regulatory, or broader public-policy priorities.
- Ensure national labor strategy complements QTS’s broader government relations, community engagement, economic development, and stakeholder strategies.
What You Will Need to Be Successful: (Required Qualifications, Education, Experience, Certifications)
- Bachelor’s degree in labor relations, Industrial Relations, Business, Public Policy, Political Science, Human Resources, Law, or a related field.
- 10+ years of progressively responsible experience in labor relations, government affairs, external affairs, workforce strategy, labor policy, or a related discipline.
- Significant experience working with labor organizations and senior internal and external stakeholders.
- Demonstrated ability to develop strategy and navigate complex labor and stakeholder environments across multiple markets or jurisdictions.
- Strong understanding of organized labor, labor-management dynamics, workforce issues, and the broader policy environment affecting large-scale development and operations.
- Experience advising senior leaders on complex, sensitive, or high-impact issues.
- Demonstrated ability to influence outcomes across a matrixed organization without relying on direct reporting authority.
- Strong executive communication, negotiation, stakeholder management, and relationship-building capabilities.
- Ability to travel nationally as business needs require.
Nice to Have: (Preferred Qualifications, Education, Experience, Certifications)
- Advanced degree in Industrial and Labor Relations, Law, Business Administration, Public Policy, Human Resources, or a related discipline.
- Experience supporting large-scale infrastructure, construction, energy, utility, technology, telecommunications, real estate development, or data-center environments.
- Experience working with building trades, labor organizations, contractors, industry associations, or workforce-development organizations.
- Experience supporting complex development or construction projects across multiple U.S. markets.
- Demonstrated success building labor strategies that balance business objectives, stakeholder relationships, workforce considerations, and reputational risk.
In accordance with applicable law, the following represents a reasonable estimate of the range of possible compensation for this role if hired in Virginia. Please note that this information is provided for those hired in Virginia only, and this role is open to candidates outside of Virginia with compensation that aligns with your location. The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
The estimated pay range for this role, if based in Virginia, is:
$168,236.25 - 253,475.95
Please note that this information is provided for those hired in Virginia only, and this role is open to candidates outside of Virginia with compensation that aligns with your location. The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
In addition to a variety of benefit packages, QTS goes above and beyond for our employees:
- Roth and Traditional 401(k) matching contributions with immediate vesting
- Every employee is bonus or commission eligible
- Generous PTO, Paid Volunteer Days Plus Floating Holidays
- Stock Purchase Plan (SPP)
- 11 paid Holidays Annually/Holiday compensation when worked
- Pet and Legal Insurance
- Q-Rest Sabbatical Program
- Q-Anniversary Service Award Program
- Parental Leave
- Military Benefits Package
- QTS Charitable Matching Gift Program
- QTS Scholarship for Employee Dependents
- QTS Crisis Fund
- Wellness Program
- Tuition Reimbursement Program
QTS is an Equal Opportunity Employer. Learn more: Equal Opportunity Employer/Veterans/Disabled
We conform to all the laws, statutes, and regulations concerning equal employment opportunities and affirmative action. We strongly encourage women, minorities, individuals with disabilities and veterans to apply to all of our job openings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, or national origin, age, disability status, Genetic Information & Testing, Family & Medical Leave, protected veteran status, or any other characteristic protected by law. We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer or the government, or against any individuals who assist or participate in the investigation of any complaint or discrimination claim.
The "Know Your Rights" Poster is included here:
Know Your Rights (English)
Know Your Rights (Spanish)
QTS is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to talentacquisition@qtsdatacenters.com and let us know the nature of your request and your contact information.
Who we are:
As a global leader in digital infrastructure, QTS designs, builds and operates advanced data centers that support strategic AI, cloud and digital transformation initiatives. We are driven by a mission to connect the world for good and our people make it possible. Every single day, the creativity, dedication and genuine care for our communities are what push us forward and make this a truly special place to be.
The National Labor Relations Director is responsible for developing and leading QTS’s national labor relations strategy in support of the company’s growth, development, construction, and operational objectives. Serving as the enterprise subject-matter expert for labor relations within External Affairs, this role monitors the national labor environment, identifies emerging risks and opportunities, and develops strategies that support consistent, effective engagement across QTS markets.
The Director partners closely with Regional External Affairs leaders and cross-functional stakeholders to assess labor dynamics affecting current and future markets, major development and construction activity, workforce availability, and business continuity. The role provides strategic guidance on complex or high-impact labor matters and coordinates national priorities with regional execution.
This leader builds and maintains productive relationships with labor organizations, industry associations, contractors and other external stakeholders while providing senior leaders with timely insights regarding labor trends and developments that may affect business objectives.
What You Will Do: (Job Responsibilities)
- Develop and execute a comprehensive national labor relations strategy aligned with QTS growth, development, construction, operational, and External Affairs priorities.
- Establish a consistent enterprise approach to identifying, assessing, escalating, and addressing significant labor-related issues.
- Monitor national and multi-market labor trends and translate developments into actionable insights for business and External Affairs leaders.
- Identify emerging labor-related risks and opportunities that could influence market expansion, development activity, construction, operations, or QTS’s external stakeholder relationships.
Regional Partnership & Execution
- Serve as the national labor relations subject-matter expert to Regional External Affairs leaders and regional labor relations resources.
- Provide strategic guidance on complex or significant regional labor issues and support escalation when matters have broader business implications.
- Partner with regional teams to develop market-specific labor engagement strategies while driving consistency with national objectives.
- Identify patterns and emerging issues across regions and develop scalable approaches, tools, and best practices.
External Stakeholder Engagement
- Develop and maintain strategic relationships with labor leaders, trade organizations, industry associations, workforce organizations, contractors, and other relevant stakeholders.
- Represent QTS in appropriate national labor and industry forums.
- Build constructive relationships that support QTS development, construction, workforce, and operational objectives.
- Support stakeholder strategies surrounding significant development projects or markets where labor considerations may materially affect business execution.
Strategic Counsel & Risk Management
- Advise External Affairs and business leaders on labor dynamics that could affect development timelines, construction activity, market entry, workforce considerations, operating continuity, or company reputation.
- Develop proactive strategies to address emerging labor issues and reduce business risk.
- Coordinate with appropriate internal partners on significant labor-related matters to ensure business, workforce, legal, and external-affairs considerations are appropriately aligned.
- Prepare executive-level recommendations, assessments, and briefing materials regarding significant labor developments.
Cross-Functional Partnership
- Partner with Legal, People Services, Development, Construction, Procurement, Operations and other appropriate functions on labor-related matters that intersect with business strategy.
- Support development and market-entry planning by providing insight into relevant labor environments and stakeholder considerations.
- Collaborate with Government Relations and policy leaders when labor issues intersect with legislative, regulatory, or broader public-policy priorities.
- Ensure national labor strategy complements QTS’s broader government relations, community engagement, economic development, and stakeholder strategies.
What You Will Need to Be Successful: (Required Qualifications, Education, Experience, Certifications)
- Bachelor’s degree in labor relations, Industrial Relations, Business, Public Policy, Political Science, Human Resources, Law, or a related field.
- 10+ years of progressively responsible experience in labor relations, government affairs, external affairs, workforce strategy, labor policy, or a related discipline.
- Significant experience working with labor organizations and senior internal and external stakeholders.
- Demonstrated ability to develop strategy and navigate complex labor and stakeholder environments across multiple markets or jurisdictions.
- Strong understanding of organized labor, labor-management dynamics, workforce issues, and the broader policy environment affecting large-scale development and operations.
- Experience advising senior leaders on complex, sensitive, or high-impact issues.
- Demonstrated ability to influence outcomes across a matrixed organization without relying on direct reporting authority.
- Strong executive communication, negotiation, stakeholder management, and relationship-building capabilities.
- Ability to travel nationally as business needs require.
Nice to Have: (Preferred Qualifications, Education, Experience, Certifications)
- Advanced degree in Industrial and Labor Relations, Law, Business Administration, Public Policy, Human Resources, or a related discipline.
- Experience supporting large-scale infrastructure, construction, energy, utility, technology, telecommunications, real estate development, or data-center environments.
- Experience working with building trades, labor organizations, contractors, industry associations, or workforce-development organizations.
- Experience supporting complex development or construction projects across multiple U.S. markets.
- Demonstrated success building labor strategies that balance business objectives, stakeholder relationships, workforce considerations, and reputational risk.
In accordance with applicable law, the following represents a reasonable estimate of the range of possible compensation for this role if hired in Virginia. Please note that this information is provided for those hired in Virginia only, and this role is open to candidates outside of Virginia with compensation that aligns with your location. The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
The estimated pay range for this role, if based in Virginia, is:
$168,236.25 - 253,475.95
Please note that this information is provided for those hired in Virginia only, and this role is open to candidates outside of Virginia with compensation that aligns with your location. The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
In addition to a variety of benefit packages, QTS goes above and beyond for our employees:
- Roth and Traditional 401(k) matching contributions with immediate vesting
- Every employee is bonus or commission eligible
- Generous PTO, Paid Volunteer Days Plus Floating Holidays
- Stock Purchase Plan (SPP)
- 11 paid Holidays Annually/Holiday compensation when worked
- Pet and Legal Insurance
- Q-Rest Sabbatical Program
- Q-Anniversary Service Award Program
- Parental Leave
- Military Benefits Package
- QTS Charitable Matching Gift Program
- QTS Scholarship for Employee Dependents
- QTS Crisis Fund
- Wellness Program
- Tuition Reimbursement Program
QTS is an Equal Opportunity Employer. Learn more: Equal Opportunity Employer/Veterans/Disabled
We conform to all the laws, statutes, and regulations concerning equal employment opportunities and affirmative action. We strongly encourage women, minorities, individuals with disabilities and veterans to apply to all of our job openings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, or national origin, age, disability status, Genetic Information & Testing, Family & Medical Leave, protected veteran status, or any other characteristic protected by law. We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer or the government, or against any individuals who assist or participate in the investigation of any complaint or discrimination claim.
The "Know Your Rights" Poster is included here:
Know Your Rights (English)
Know Your Rights (Spanish)
QTS is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to talentacquisition@qtsdatacenters.com and let us know the nature of your request and your contact information.
See All 154+ Labor Relations Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find Labor Relations Manager JobsLabor Relations Manager Job Market
Who's Hiring
- Cox Automotive14
- California School Employees Association10
- New York City Department of Health and Mental Hygiene7
- Kaiser Permanente5
- NYC Health + Hospitals4
Top Industries Hiring
- Healthcare & Medical Services
- Education
- Insurance
- Science & Research
What Employers Look For
The qualifications that appear most often in labor relations manager jobs.
- Bachelor's degree in labor relations, human resources, industrial relations, or a related field
- Experience administering collective bargaining agreements and managing union relationships
- Demonstrated ability to conduct negotiations and reach agreements in good faith
- Knowledge of the National Labor Relations Act and applicable federal and state labor law
- Experience handling employee grievances through arbitration and dispute resolution processes
- Proficiency with HRIS platforms and document management systems for contract tracking
Tips for Your Labor Relations Manager Job Search
Tailor your resume to contract language
Labor relations managers are hired for their ability to interpret and enforce collective bargaining agreements. Cite specific contract provisions you have administered, arbitration outcomes you have influenced, and union relationships you have managed to show concrete, relevant experience.
Highlight grievance and arbitration outcomes
Employers want to see that you have taken grievances through the full process. Name the types of cases you have handled, how many proceeded to arbitration, and what your resolution record looks like, without overstating specifics you cannot document.
Apply early to roles that fit
Migrate Mate lists labor relations manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by sector and union type
Your experience with public-sector unions, building trades, or industrial unions is not interchangeable in the eyes of most hiring managers. Filter your search by industry so you are applying to roles where your specific union relationships and contract experience are directly relevant.
Prepare a bargaining case study for interviews
Most labor relations manager interviews include a scenario question about an impasse or a mid-contract dispute. Prepare a structured example covering the positions on each side, the pressure points, and how you reached resolution, so you can walk the panel through your reasoning in real time.
Negotiate offers with total compensation context
Labor relations manager offers often include pension contributions, deferred compensation, or union-exempt benefits that differ from standard HR roles. Review the full package against comparable positions in your sector before accepting, and be prepared to ask for adjustments to specific line items rather than a lump increase.
Labor Relations Manager Jobs: Frequently Asked Questions
Which companies are hiring the most labor relations managers?
The most active employers for labor relations managers right now are Cox Automotive, California School Employees Association, and New York City Department of Health and Mental Hygiene, and the most openings are in California, New York, and Pennsylvania, based on current listings on Migrate Mate as of November 2026. Manufacturing, healthcare systems, and public-sector agencies tend to post the most consistent volume throughout the year.
How many labor relations manager jobs are remote?
About 85% of labor relations manager openings are fully remote or hybrid as of November 2026, reflecting the hands-on nature of union negotiations and on-site grievance handling. Policy development, contract review, and reporting functions are the sub-areas most likely to be performed remotely within otherwise on-site roles.
How do you become a labor relations manager?
Start with a degree in labor relations, industrial relations, human resources, or a related field, then build experience in an HR generalist or labor relations specialist role where you handle grievances or assist with bargaining. Develop a working knowledge of the National Labor Relations Act, then pursue roles with direct union exposure until you are ready to lead a bargaining table or manage a labor relations function independently.
Can you get hired as a labor relations manager without direct experience?
Moving into a labor relations manager role without prior union-side or management-side experience is difficult, but candidates from HR generalist, employment law, or public administration backgrounds have made the transition by demonstrating exposure to collective bargaining environments. Volunteering to support a bargaining team, taking on grievance coordination duties in a current role, or pursuing a graduate certificate in labor relations can close the gap for motivated candidates.
What does the labor relations manager interview process look like?
Most processes include an initial screening call, a panel interview with HR leadership and sometimes an operations or legal representative, and at least one behavioral round focused on past bargaining and grievance scenarios. Some employers add a written exercise asking you to analyze a hypothetical contract dispute or draft a response to a union demand, so be ready to demonstrate both analytical and communication skills in writing.
Where can I find and apply to labor relations manager jobs?
You can find and apply to labor relations manager jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your sector experience and seniority level, then apply directly to each opening that fits.
See All 154+ Labor Relations Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find Labor Relations Manager Jobs