OPT Labor Relations Representative Jobs
Labor Relations Representative jobs are a strong fit for F-1 OPT students with backgrounds in human resources, industrial relations, or labor law. Most roles qualify under the STEM-adjacent social sciences extension if your degree aligns. Your 12-month OPT window, or 24-month STEM extension, gives employers a real runway to assess fit before pursuing H-1B visa sponsorship.
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Get Access To All JobsWelcome! We’re excited you’re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you’ll find other important information about this position.
Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
MINIMUM QUALIFICATIONS:
EDUCATION AND EXPERIENCE
-
Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.
-
OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
- Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
Experience:
-
Experience with an emphasis in employee and/or labor relations.
-
Recent work experience in a healthcare setting preferred.
CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.
-
Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.
-
Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.
-
Assists in the preparation and review of arbitrations and other legal inquiries.
- Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.
-
Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
-
Ensures required written corrective action forms are reviewed in Human Resources.
-
Assist management with grievance procedure.
-
Receives and reviews grievance statements and written responses.
-
Attends all 3rd level grievance meetings.
-
Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.
-
Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed.
-
Serves as the HR representative on the Harassment Committee.
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-
Extended periods of sitting.
-
Extended periods of computer usage.
-
Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standard, high volume office environment.
SKILLS AND ABILITIES:
-
Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
-
Must have an ability to organize and prioritize multiple projects.
-
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
-
Must have strong analytical and problem solving skills.
-
Must have ability to maintain high level of confidentiality.
-
Must have the ability to interface with management and employees at all levels of the organization.
Additional Job Description:
- CA
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
WH Wheeling Hospital Inc.
Cost Center:
560 WH HR
Address:
1 Medical Park Drive
Wheeling
West Virginia
Equal Opportunity Employer
West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.
Welcome! We’re excited you’re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you’ll find other important information about this position.
Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
MINIMUM QUALIFICATIONS:
EDUCATION AND EXPERIENCE
-
Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.
-
OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
- Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
Experience:
-
Experience with an emphasis in employee and/or labor relations.
-
Recent work experience in a healthcare setting preferred.
CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.
-
Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.
-
Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.
-
Assists in the preparation and review of arbitrations and other legal inquiries.
- Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.
-
Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
-
Ensures required written corrective action forms are reviewed in Human Resources.
-
Assist management with grievance procedure.
-
Receives and reviews grievance statements and written responses.
-
Attends all 3rd level grievance meetings.
-
Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.
-
Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed.
-
Serves as the HR representative on the Harassment Committee.
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-
Extended periods of sitting.
-
Extended periods of computer usage.
-
Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standard, high volume office environment.
SKILLS AND ABILITIES:
-
Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
-
Must have an ability to organize and prioritize multiple projects.
-
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
-
Must have strong analytical and problem solving skills.
-
Must have ability to maintain high level of confidentiality.
-
Must have the ability to interface with management and employees at all levels of the organization.
Additional Job Description:
- CA
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
WH Wheeling Hospital Inc.
Cost Center:
560 WH HR
Address:
1 Medical Park Drive
Wheeling
West Virginia
Equal Opportunity Employer
West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.
See all OPT Labor Relations Representative Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Labor Relations Representative Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Labor Relations Representative
Target employers with unionized workforces
Large manufacturers, healthcare systems, and public utilities maintain dedicated labor relations teams and sponsor work visas far more consistently than smaller firms. These organizations plan workforce needs in advance, making OPT timelines easier to accommodate.
Align your degree field to the role description
Labor relations roles can qualify for STEM OPT extension if your degree is in industrial-organizational psychology or a qualifying social science. Confirm your CIP code with your DSO before applying, since misalignment can cost you 24 months of work authorization.
Lead with collective bargaining knowledge in interviews
Employers hiring for labor relations specifically value familiarity with the National Labor Relations Act and grievance procedures. Demonstrating this in interviews signals you can contribute immediately, which reduces the perceived risk of sponsoring an international candidate.
Apply to organizations already filing H-1B petitions
Companies with a history of H-1B visa sponsorship are far more likely to continue sponsoring. Review public labor condition application disclosures to identify which employers in labor relations and HR have filed petitions recently before investing time in an application.
Be upfront about your OPT timeline during screening
Disclosing your authorization period early avoids wasted interviews and builds credibility. Frame it positively: you're authorized to work immediately, with a clear timeline that gives the employer time to evaluate fit before any visa petition is required.
Use Migrate Mate to filter for sponsorship-friendly roles
Generic job searches surface roles with no sponsorship history. Migrate Mate filters for employers who have sponsored international workers, saving you the time of researching each company individually and keeping your focus on realistic opportunities.
Labor Relations Representative OPT: Frequently Asked Questions
Do Labor Relations Representative roles qualify for the 24-month STEM OPT extension?
It depends on your degree's CIP code, not the job title itself. If your degree is in industrial-organizational psychology, economics, or a qualifying social science field, your DSO may approve the extension. Human resources management degrees do not automatically qualify. Confirm with your DSO before accepting a role, since the employer must also be E-Verify enrolled to participate in STEM OPT.
How often do employers in labor relations sponsor H-1B visas?
Sponsorship rates vary significantly by industry. Unionized sectors like healthcare, manufacturing, and public transit employ the most labor relations professionals and have stronger institutional familiarity with visa sponsorship than smaller private employers. Reviewing Labor Condition Application disclosure data helps you identify which specific organizations have filed H-1B petitions for similar roles before applying. Migrate Mate surfaces these employers directly so you're not researching each one from scratch.
Can I work as a Labor Relations Representative on OPT while the H-1B lottery is pending?
Yes. If your employer files an H-1B petition with a requested start date of October 1 and you maintain valid OPT authorization through that date, you can continue working without interruption. If your OPT expires before October 1 and you're a STEM OPT holder, the cap-gap rule automatically extends your authorization through September 30, covering the gap.
What makes a Labor Relations Representative role qualify as a specialty occupation for H-1B purposes?
The role must normally require at least a bachelor's degree in a specific field. Labor relations positions typically satisfy this when they involve interpreting collective bargaining agreements, advising on NLRA compliance, or managing arbitration processes, because these tasks require specialized knowledge in industrial relations or labor law. Roles that are more generalist HR in nature may face higher USCIS scrutiny during adjudication.
How should I handle the 60-day grace period if my labor relations job ends while I'm on OPT?
You have 60 days from your last day of employment to find new qualifying work, transfer to another visa status, or depart the United States. The grace period does not extend your OPT end date, so if you're close to expiration, your options narrow quickly. Use the time immediately to search for new roles through Migrate Mate, which focuses on employers open to OPT candidates, and notify your DSO as soon as employment ends.