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Employee relations manager skills for your resume and career

Updated January 8, 2025
6 min read
Quoted experts
Dr. Vinh Nguyen Ph.D.,
Anthony Nyberg
Employee relations manager example skills
Below we've compiled a list of the most critical employee relations manager skills. We ranked the top skills for employee relations managers based on the percentage of resumes they appeared on. For example, 9.0% of employee relations manager resumes contained performance management as a skill. Continue reading to find out what skills an employee relations manager needs to be successful in the workplace.

15 employee relations manager skills for your resume and career

1. Performance Management

Here's how employee relations managers use performance management:
  • Provided managers/supervisor employee relations/performance management training.
  • Partner directly with leadership of two hospitals on performance management, behavioral coaching, misconduct issues, disciplinary action and termination.

2. Management System

A management system is a set of policies, processes, and procedures taken by an organization or a business to ensure it can fulfill its tasks and achieve its objectives. A management system makes sure that the company excels financially and improves the user experience. The management system also takes care of the worker's and employees' needs and manages their workload and oversees their performance. Apart from interior matters of the company, a management system also deals with exterior matters like legislations, tax matters, and law issues.

Here's how employee relations managers use management system:
  • Developed and executed UST's enterprise risk management system and served as Lead Risk Counsel.
  • Implemented the use of an Inventory Management System that organized and tracked all stock.

3. Conflict Resolution

Conflict resolution is an often necessary skill in business, employed for processes such as contract negotiations, legal matters, and even personal, emotional situations and conflicts. It is the ability to find and create an appropriate and peaceful solution to some sort of dilemma or argument in which two or more parties are involved. The resolution itself must benefit and satisfy all parties and this is what makes it so difficult to reach a peaceful point sometimes.

Here's how employee relations managers use conflict resolution:
  • Coached and trained managers in performance assessment, conflict resolution, behavioral interviewing, and change management, increasing effective communication.
  • Administered the application of company-wide HR policies including conflict resolution, performance appraisals, employment/retention, diversity and career development.

4. Labor Relations

Labor relations refer to the relationship between the employer and its employees. It usually deals with labor-management wherein it focuses on the collective bargaining agreement regarding work between the union of the employee in making decisions for the organization. On the other hand, findings mean the proper wages, hours of duty, working conditions, safety, and employee protection while at work, grievances, and other related concerns.

Here's how employee relations managers use labor relations:
  • Developed and executed the labor relations strategy in a traditional USWA unionized environment during a period of transition and change.
  • Maintained positive Labor Relations insuring Division compliance in Employment Law, and served as resource to management regarding legislation.

5. Employment Law

Employment law іѕ the соllесtіоn of laws аnd rules that rеgulаtе thе rеlаtіоnѕhір bеtwееn employers and еmрlоуееѕ. It gоvеrnѕ whаt еmрlоуеrѕ саn еxресt from еmрlоуееѕ, whаt еmрlоуеrѕ саn ask of еmрlоуееѕ, and employees' rights аt wоrk. Employment law covers a wіdе range оf issues, frоm реnѕіоnѕ аnd retirement рlаnѕ to occupational safety аnd tо discrimination in thе workplace.

Here's how employee relations managers use employment law:
  • Leveraged expertise in California employment law and FMLA processing to proactively address policy and compliance issues.
  • Investigated and advised management in appropriate resolution of employee relations issues based on applicable employment laws.

6. Employee Engagement

Here's how employee relations managers use employee engagement:
  • Collaborated with the Learning and Development team to design employee engagement training and curriculum for leadership development programs.
  • Designed and implemented a variety of well-received programs and events that enhanced two-way communication and employee engagement.

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7. Corrective Action

Here's how employee relations managers use corrective action:
  • Investigated and analyzed information about grievances furnished by both team members and management in order to make recommendations for corrective action.
  • Evaluated all employee corrective action plans and terminations which ensured legal compliance and attended corrective action discussion/termination with manager and associate.

8. Disciplinary Actions

Disciplinary actions refer to a corrective measure taken against an employee for unsatisfactory behavior. Many work environments have a tiered system for disciplinary action, where the first warning is verbal and the second is written. Disciplinary action may be given after a weak performance review, a violation of company rules and policies, or a poor customer review.

Here's how employee relations managers use disciplinary actions:
  • Participated in and acted as Lead Negotiator in collective bargaining contract negotiations, contract administration, grievance resolution and disciplinary actions.
  • Reviewed and approved all disciplinary actions ensuring compliance with state and federal law; driving consistency across departments.

9. HRIS

Here's how employee relations managers use hris:
  • Developed innovative database to track corporate initiative compliance by extracting data from HRIS.
  • Adhered to strict labor standards while managing a schedule of 2500 hours, payroll and timekeeping using in house HRIS Systems.

10. FMLA

Here's how employee relations managers use fmla:
  • Revised and implemented FMLA leave administrative measures to reduce absenteeism ratios.
  • Researched and developed company policy and procedures regarding administration of FMLA.

11. Ethics

Ethics is a branch of knowledge that involves recommending, defending, and systemizing aspects of right and wrong behavior.

Here's how employee relations managers use ethics:
  • Conducted training on performance appraisals, code of ethics, unlawful harassment, employee benefits and conducted orientation for new hires.
  • Interpreted and provided guidance on policies and procedures, including the Employee Handbook and the Code of Conduct & Ethics.

12. Payroll

Payroll is the sum of all the compensation that an organization has to pay to employees at a specified time. Payroll is managed by the finance or HR department while small business owners may handle it themselves. Payroll isn't fixed as it varies every month due to sick leaves, overtime, etc.

Here's how employee relations managers use payroll:
  • Instructed and trained office administrators on policy and procedures, including record keeping and payroll management.
  • Monitored periodical/one time payroll and personnel information transactions input to the online system.

13. Federal Laws

The laws formed and upheld by the federal administrating body of a country are known as federal laws. A federal administrating body or government is formed by a political party after being elected by the general public.

Here's how employee relations managers use federal laws:
  • Developed communications, coordinated logistics and ensured compliance with applicable local and federal laws.
  • Interpreted state, county and federal laws, and conducted sexual harassment training for managers as well as 5,000 sheriff employees.

14. EEO-1

Here's how employee relations managers use eeo-1:
  • Monitored quarterly affirmative action reports for field locations, filed Corporate EEO-1, Veterans-100 and government compliance reports.
  • Ensured compliance with EEO/AA reporting requirements by preparing and submitting the Company s EEO-1 and VETS-100 reports.

15. Exit Interviews

Exit interviews are meetings conducted by management representatives with employees who are separating from the company. These interviews act as a measurement scale to assess the individual's overall experience with the organization. Having a standardized procedure of exit interviews helps the company to manage risks effectively. It can increase employee retention, engagement and helps to decide what decisions are fruitful and what aren't inside the organization.

Here's how employee relations managers use exit interviews:
  • Conduct exit interviews and provide feedback to management entailing investigations, follow up conversations and recommendations.
  • Conducted Exit Interviews and trend analysis, compiled departmental and organizational Turnover Reports.
top-skills

What skills help Employee Relations Managers find jobs?

Tell us what job you are looking for, we’ll show you what skills employers want.

What skills stand out on employee relations manager resumes?

Dr. Vinh Nguyen Ph.D.Dr. Vinh Nguyen Ph.D. LinkedIn profile

Professor of Business Administration, Coe College

The most important skills for new graduates, particularly for HRM majors, are adaptability and problem solving. The ability to continuously learn and change is critical during this crisis and with on-going technological advancements. A willingness to face any problems and to find creative solutions is also highly desirable in this changing world. Thus, people who are highly aware and possess a growth mindset will stand out in the labor market.

What soft skills should all employee relations managers possess?

Anthony Nyberg

Department Chair and Professor, Program Director, Master of Human Resources, University of South Carolina - Columbia

In general, the "soft" skills are actually the hardest, and the most important of these skills involves strong communication and an ability to work in teams - most jobs and all companies require people to work together, and this is a very challenging skill, but imperative in the modern workforce.

What hard/technical skills are most important for employee relations managers?

Anthony Nyberg

Department Chair and Professor, Program Director, Master of Human Resources, University of South Carolina - Columbia

HR, like many work environments, is driven by using data to address challenges. This requires a strong analytical foundation.

What employee relations manager skills would you recommend for someone trying to advance their career?

Sandi DornheckerSandi Dornhecker LinkedIn profile

Vice President of Human Resources, Chicago Zoological Society

Using technology in a work setting (such as Zoom or Microsoft Teams) and a focus on soft skills such as collaboration and flexibility (being willing to learn and contribute any way you can) will become increasingly important.
Do you want to know more?
Read more about what experts have to say about employee relations manager

List of employee relations manager skills to add to your resume

Employee relations manager skills

The most important skills for an employee relations manager resume and required skills for an employee relations manager to have include:

  • Performance Management
  • Management System
  • Conflict Resolution
  • Labor Relations
  • Employment Law
  • Employee Engagement
  • Corrective Action
  • Disciplinary Actions
  • HRIS
  • FMLA
  • Ethics
  • Payroll
  • Federal Laws
  • EEO-1
  • Exit Interviews
  • Human Resources Policies
  • Training Programs
  • Mediation
  • Local Laws
  • Shared Services
  • Personnel Policies
  • Litigation
  • Internal Investigations
  • Workers Compensation
  • Arbitration
  • Related Training
  • State Laws
  • FLSA
  • Policy Interpretation
  • Collective Bargaining Agreements
  • Organizational Development
  • Legal Compliance
  • Career Development
  • Workplace Violence
  • Collective Bargaining
  • Performance Improvement
  • Background Checks
  • Performance Issues
  • Unemployment Claims
  • Direct Reports
  • Progressive Discipline
  • Policy Development
  • Sexual Harassment
  • Management Training
  • Industrial Relations
  • Problem Resolution
  • I-9
  • Contract Negotiations
  • AAP
  • Succession Planning

Updated January 8, 2025

Zippia Research Team
Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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