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Labor Relations Manager Interview Questions

Labor relations have different connotations throughout the world. Nonetheless, one aspect remains true for all labor relations professionals. Labor relations professionals are responsible for creating, interpreting, and enforcing labor relation policy within a company.

Labor relations specialists are closely related to human resources specialists. A human resource professional works with onboarding new employees. They focus on the employee’s needs, strengths, and experience.

Labor relations professionals work closely with company executives to ensure that they are compliant with labor law. In addition, they specialize in union contracts and management policy. Likewise, labor relations specialists interpret and administer employees’ contracts.

Labor relations is a critical role because it facilitates relationships and discussions between employees and employers. For this reason, it is vital to have an intelligent and competent labor relations specialist who understands the various nuances of the position.

Hire an individual with confidence by auditing your candidate with these particular relations manager interview questions.

Three Labor Relations Manager Interview Questions to Find a Reliable Client

The relationship between employers and employees is delicate but powerful when it comes to predicting the success of a company. As said before, labor relation is a distinct position that can make or break your company. As a result, you must ask pointed labor relations manager interview questions that investigate a candidate’s knowledge, reliability, skills, and approach. Add the three following questions to your list of labor relations manager interview questions to find a candidate that best fits your company and its goals.

1. How do you select effective mediators and arbitrators for disputes and negotiations?

Often, labor relations managers are tasked with facilitating mediation between opposing parties—the employer and employees or labor union. Some managers may choose to step in as the arbitrator. However, in the interest of an impartial resolution, the manager may consult a neutral third party to resolve outstanding issues. In this case, the labor relations manager must have the appropriate connections, decision-making skills, and labor law knowledge to assist the progress of the mediation. At the end of the day, the goal is to find a solution that is favorable to all parties.

2. What is a time you successfully reconciled a difference between an employee and an employer? What methods made you successful?

Labor relations managers draw upon a wide array of knowledge to create timely and fair decisions for both the employee and employer. They have a distinct knowledge of labor laws, labor contracts, and more. Moreover, have a unique set of soft skills that include teamwork, interpersonal communication skills, and critical thinking. These skills combined determine the methods that a candidate might use to make pivotal decisions. Because this affects the organization, it would be wise that you agree with their line of thought and decision making techniques before giving them such a high responsibility.

3. Tell me about a rule or regulation you drafted that successfully governed collective bargaining activities.

The proof is in the pudding—or, in this case, the experience. Asking specific interview questions that forces candidates to explain their analytical skills and thought process. In addition, this interview question allows the candidate to show off their ability to communicate complicated topics with parties of all knowledge levels.

Hire Only the Best

Labor relations managers are important, especially in unionized workplaces. Take steps to equip and protect your company against disputes. When drafting those steps, consider adding Interim HR Consulting to your strategy.

Looking for a way to make your talent search timely without sacrificing quality? Contact the team at Interim HR Consulting today and find the candidate you’ve been looking for!

IHR cannot and does not provide legal advice. It’s important to consult with qualified counsel before adopting any new policies. It’s also your responsibility to determine whether legal review of work product is necessary prior to implementation.