How can an employee relations specialist transition to labor relations?

Para hacer la transición de especialista en relaciones laborales a relaciones laborales, considera obtener formación adicional en el campo, adquirir experiencia práctica en funciones relacionadas, conectar con profesionales del campo, actualizar tu currículum y destacar tus habilidades y conocimientos relevantes.

Employee relations (ER) and labor relations (LR) may be kissing cousins, but there are key differences that require book knowledge and a broader perspective. First, educate yourself on the broader issues of LR: collective bargaining agreements (union contracts), the grievance process, managements' rights clauses, wage scales, and bumping privileges. Next, determine how you see the LR role philosophically: Is it to partner with the union for the betterment of your workforce or to minimize the union's influence on management's discretion and authority? Finally, take a course or gain a certification in LR, if available. Ensure that your boss knows that you want LR for your own career development purposes and how you can make a difference.

Labour Relations is a dynamic field where you need to get into the trenches with the Employees, Union Representatives as well as the government in instances of labour dispute resolution. You need to align yourself and interact with Union Representatives from instances of collective bargaining to resolution of shop level disputes. All this gives you firsthand experience in becoming a labour relations specialist.

In the US around 10% of employees are in a union, so the opportunity for exposure is limited. Anything you can do to get involved with an employer or networking groups to gain hands on experience in labor relations is going to set you apart from your peers as you transition from ER to LR.

When updating your resume and LinkedIn profile, be specific about the union(s) governing your workplace and the numbers of employees impacted. For example, "Serve as key labor relations representative to SEIU Local 399, covering 240 of our 300 employees in the following trades: food servers, certified nursing assistants, groundkeepers, and security staff." Next, if you were involved in labor negotiations for a new contract, state, "Participated in contract negotiations that resulted in a successful new three-year continuation with minimal disruption and key wins for the employer, including. . ." In an interview, be prepared to discuss similar key wins for the union and its members as well as key learnings for the organization.

Here's where I may differ a bit from my Labor Relations Colleagues. I always had great success with my union employees and union leadership simply because I did not treat them any differently than I would ANY employee. Emphasize your transferable employee relations skills - talk about experiences working to assist managers and employees to resolve differences or work together more efficiently. Discuss times you relied upon the employee handbook to work through an issue. Explain your position of being an advocate for the company while maintaining fair and accurate treatment of the workforce. Be prepared to discuss conflict resolution experience that went wrong and what you learned.

Employee relations (ER) and labor relations (LR) sometimes diverge significantly. ER is about harmonizing working relations, creating a fair and equitable work environment, mediating disputes, conducting internal investigations, and serving as an ombudsman to help employees resolve issues regarding their ability to contribute and do their best work every day with peace of mind. LR involves a third party--the union--which is a business and has its own separate needs (primarily the dues checkoff provision that ensures their revenue source). Some unions tend to be great partners with management; others tend to drive conflict for conflict's sake. Assume good intentions but be aware of the difference and adjust accordingly.