Description
Resolve disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.
Interests
- Enterprising
- Conventional
- Social
Work Values
- Achievement
- Relationships
- Support
Work Styles
- Integrity
- Dependability
- Attention to Detail
- Cooperation
- Initiative
Tasks
- Negotiate collective bargaining agreements.
- Investigate and evaluate union complaints or arguments to determine viability.
- Propose resolutions for collective bargaining or other labor or contract negotiations.
- Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
- Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
Work Activities
- Resolving Conflicts and Negotiating with Others
- Getting Information
- Making Decisions and Solving Problems
- Establishing and Maintaining Interpersonal Relationships
- Communicating with Supervisors, Peers, or Subordinates
Detailed Work Activities
- Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
- Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
- Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
- Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
- Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
- Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
- Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
- Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.
- Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
- Interpreting the Meaning of Information for Others - Translating or explaining what information means and how it can be used.
Technology Skills
- Data base user interface and query software
- Presentation software
- Human resources software
- Spreadsheet software
- Electronic mail software
Skills
- Active Listening
- Speaking
- Negotiation
- Critical Thinking
- Reading Comprehension
Knowledge
- Personnel and Human Resources
- English Language
- Law and Government
- Administration and Management
Most Common Education Level
The “Most Common Education Level” refers to the level of education held by the majority of workers in a given occupation. For example, if the highest percentage of workers in a role have an Associate’s Degree, that suggests this is the typical educational requirement. Knowing this helps you plan how many years of education you may need to pursue that career.
Certificates
Certificate name
Senior Professional in Human Resources - InternationalCertifying Organization
Human Resource Certification Institute
Type
Advanced
Certificate name
Certified Contract Management AssociateCertifying Organization
National Contract Management Association
Type
Core
Certificate name
Professional in Human Resources - InternationalCertifying Organization
Human Resource Certification Institute
Type
Advanced
Certificate name
Certified Professional Contracts ManagerCertifying Organization
National Contract Management Association
Type
Advanced
Certificate name
Certified Federal Contracts ManagerCertifying Organization
National Contract Management Association
Type
Specialty
Income Percentile
The income percentiles show how earnings are distributed within a profession. The 10th percentile means that 10% of workers earned less than that amount. The median (50th percentile) indicates that half of workers earned more, and half earned less. The 90th percentile reflects what the top 10% of earners in the field make.
| Income Percentile | Income |
|---|---|
| Low (10%) | $NaN |
| Median (50%) | $NaN |
| High (90%) | $NaN |
Income by Experience
This table shows how income typically grows with experience—from entry level (0–2 years), to mid-level (3–7 years), to senior level (8+ years).
| Experience | Income |
|---|---|
| Entry Level | $50,000 |
| Mid Level | $100,000 |
| Senior Level | $150,000 |
Employability
There are currently 65,800 jobs in this career path. Over the next 10 years, that number is expected to increase to 65,600 positions, reflecting a projected growth of -0%.
The Projected Job Growth figure refers to the expected increase or decrease in employment within a specific career field over a certain period of time.
Projected Job Growth of -0%
The career information and data on this site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), with ONET® being a registered trademark of USDOL/ETA. Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA; CareerOneStop, sponsored by the U.S. Department of Labor, Employment and Training Administration (DOLETA) and the Minnesota Department of Employment and Economic Development (DEED); and the U.S. Bureau of Labor Statistics (BLS).
Career Resources
Search All Careers
Compare Careers
Income Outlook
Career Pathways
Career Clusters
Job Suite Home
CVs
Resumes
Cover Letters
Templates
Job Resources
Blog Articles
Podcast