Entry Level Jobs in Labor Relations

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This article gives an overview of labor-relations jobs. It addresses itself to those who want to secure entry-level employment in labor relations. It details the specific education and qualifications that employers seek in candidates. This article concludes that there is a high-growth outlook for labor-relations jobs due to recent labor-related trends, though this growth will intensify the education and training requirements for entry-level candidates.

Labor-relations specialists represent one of the few careers that have withstood the upheavals of the information age. Since the last two centuries, labor-relations specialists have negotiated agreements between union members and non-union members. Their work rests almost exclusively on human interaction that today’s technology could not easily replace. Many college graduates are clamoring to fill the consistently high demand for these jobs, but these jobs are requiring increasingly specialized education and training that will narrow down only the most seasoned candidates.

Most entry-level jobs in labor relations are in the private sector, with 13% in administrative services, 10% in scientific or technical services, 9% in healthcare and social services, 9% in finance and insurance firms, and 7% in manufacturing. The government represents the second-largest recruiter, employing 13% of labor relations specialists.



Labor-relations specialists work in settings with a high degree of separation between company executives and employees. As mediators, they occupy the middle ground between the two groups. Their most frequent activities include negotiating employee compensation or liaising between union and non-union groups. They act as authorities at times of collective bargaining, whether between employers and employees or, less commonly, union and non-union groups. Employers rely on them to interpret the intricate language of employee contracts as well as see to these contracts’ administration. Their secondary duties involve researching and analyzing employment trends that may prompt company managers to alter their business strategies.

Labor-relations experts advise that those who want to become labor-relations specialists undertake an undergraduate program combining study of human resources, business administration, economics, and legal labor issues. Potential labor-relations specialists should also enhance interpersonal skills such as debate and negotiation abilities. The most promising undergraduates augment their studies through labor-relations internships and work-study programs.

Nonetheless, the most surefire preparatory program for breaking into labor-relations remains an unusually fraught subject. One camp argues for an undergraduate background in personnel relations, legal contracts, labor economics, industrial psychology, and sociology. Another camp believes an M.B.A. degree or legal education is more pertinent to the contract-interpretation side of the job, while still another group asserts that apprenticeship programs and hands-on experience impart better training. However, each group concurs that an undergraduate degree that develops effective communication, conflict resolution, and diplomatic skills is essential for breaking into the industry.

Experts also recommend that undergraduates earn either human-resources or business-administration degrees, depending on their university’s options. They should take courses that demonstrate how to interpret labor contracts because this skill is a touchstone of labor-relations work. Other requisite courses are those addressing employee disciplinary measures and grievance matters as these issues fall squarely under labor-relations oversight.

Undergraduates should also realize that job requirements vary among the sectors of labor relations. For instance, those wanting to enter government labor relations should focus on government-related coursework, and likewise for those interested in health labor relations. The more they can hone in on their particular interests, the more they can tailor their preparation for getting a desired job.

Industry experts are now recommending that prospective specialists complete graduate-level coursework in sociology, economics, and law to distinguish them from other candidates. Furthermore, entry-level jobs are increasingly requiring graduate degrees. Serious entry-level candidates will proceed to graduate school and attain a master’s degree in business administration if they want to keep pace with this employment trend.

Besides rigorous education, candidates’ labor-relations experience can bolster their likelihood for a coveted entry-level job. Most recruiters, in fact, hire undergraduates who completed an internship or work-study program throughout their college years. They also value volunteering experience because it demonstrates interaction with others and even conflict resolution. Entry-level candidates can further round out their qualifications by completing numerous labor-relations or human-resources certification programs, such as those offered by several U.S. universities.

Candidates ought to bear in mind that entry-level jobs in labor relations commonly involve paying administrative dues and biding one’s time until hands-on work presents itself. Most entry-level duties involve drafting reports, conducting research, and reviewing documents. These people often act as administrative assistants to professional-level specialists. In return, these specialists typically act as their mentors, inviting them to observe how they handle contract negotiations and employee disputes.

Entry-level job seekers can take heart in knowing there is considerable job growth expected in the labor-relations field, with overall employment expected to grow by 17% between 2006 and 2016. This growth stems from a number of recent labor-relations trends. First, the rising number of judicial rulings that enforce occupational safety demands more labor-relations specialists to implement this safety. Secondly, rising healthcare costs raise the need for labor-relations specialists to create benefits packages that will attract and retain employees. Moreover, companies will likely employ more labor-relations specialists as a preventative response to the increasing number of employee-manager lawsuits. Another prominent trend is international human-resources management, involving the administration of duties to foreign branches of companies.

Entry-level compensation in labor relations depends on the candidate’s educational level and experience. However, a July 2007 survey conducted by the National Association of Colleges and Employers found that those who earned a bachelor’s degree in human resources received an average offer of $41,680 per year. In 2001, this same survey revealed that the average offer was $31,963 per year, a notably lower amount that reflects the high growth of these jobs.

Entry-level jobs are likewise predicted to increase. However, they will simultaneously demand greater education and experience on candidates’ parts. Employers will select only the most highly qualified entry-level specialists as hiring pools grow more competitive. Entry-level candidates will best secure their career prospects by earning a master’s degree, gaining ample industry-related experience, and obtaining labor-relations certification.
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