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SOC 13-1075
Labor relations specialists check grievances, interpret agreements, and support negotiations, and may be authorized to represent management or employees. Use X to practice factual discrepancies, versions, deadlines, and commitment authority; U.S. 2025 median annual wage is 95,420 USD, while exact Chinese occupational wages were not obtained.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((25+75+25)/3+0.5)=42; fermatmind-ai-impact-v1; 2026-10-18.
Responsibility assessment | Fact investigation, interpretation of terms, and recommendations may be job duties within applicable law and authority; refer matters requiring a lawyer, arbitration, or final commitment authority according to roles. Representing one side still requires accurate records and no fabricated grounds; X's four work samples test these distinctions.
Caution signal | This page covers U.S. 13-1075.00, handling labor disputes, collective agreements, and grievances. Labor relations specialists may represent management or employees under authorization, or undertake mediation and coordination; first state identity and authority, check facts objectively, disclose conflicts, and follow applicable procedures, without treating all one-party representation or lawful one-sided communication as misconduct. Risks concern records, confidentiality, procedural deadlines, terms, and authority. O*NET exact occupation 2024 employment 65,400 → 2034 employment 65,400, 2024—2034 growth 0%, average annual openings 5,100 including replacement; all retain the old period. 2025 median annual wage is 95,420 USD; insufficient evidence: exact Chinese occupational wages were not established.
Labor relations specialists handle grievances, collective agreements, and negotiations, checking facts, terms, and deadlines and keeping records. They may be authorized to represent management or employees; mediation roles require separate checks. U.S. 2025 median annual wage is 95,420 USD; insufficient evidence: exact Chinese occupational wages were not established.
This work first checks objects (employee grievances and disputes, employment contracts and collective agreements, labor laws and procedural rules), inputs (factual materials and witness statements, contract and agreement terms, applicable law and deadlines, authorization and confidentiality requirements), and deliverables (grievance intake and investigation records, term analyses, negotiation and mediation records, agreement or handling explanations). Anything unverified remains pending verification; positions or intuition cannot replace factual and agreement grounds.
Career direction comparison
Compare core outputs, responsibility boundaries, and work patterns; do not interchange titles.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Chief executives | Chief executives | Core outputs are overall organizational strategy and operating results. This occupation mainly involves dispute handling and agreement negotiations; decision levels and entrusted duties differ, so titles alone do not make them interchangeable. | Core outputs are overall organizational strategy and operating results. | Compare if you want to assume overall organizational responsibility. |
| Public relations managers | Public relations managers | Core outputs are external image and communications. This occupation mainly involves factual investigations, agreement interpretation, and negotiations; external messaging and those owed responsibility differ and require separate checks. |
AI impact on this career
AI may assist research, summaries, and drafts using approved fictional materials, but outputs must be checked against original records, term versions, and deadlines; widespread occupational adoption, efficiency gains, or replacement probabilities have not been established. Authorized people remain responsible for negotiation identity, handling decisions, and commitments. AI Impact Score 42% is an editorial estimate. Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((25+75+25)/3+0.5)=42; fermatmind-ai-impact-v1; 2026-10-18.The three tasks, ratings and sources are listed in the FermatMind method source record on this page.
FermatMind AI Impact Score estimation method v1
FermatMind / 费马测试 · 2026-10-18
Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
Chinese mainland salary reference
Occupational scope and industry proxy | This page's Chinese conclusions are limited to mainland China and the current statistical scope. As a checkable proxy with a different scope, National Bureau of Statistics 2025 average annual wages of urban unit employees show leasing and business services industry section averages of 110,162 yuan/year for urban nonprivate units and 68,919 yuan/year for urban private units; these cover multiple occupations and exclude individual businesses, and cannot be described as labor relations specialists' national medians, percentiles, or starting pay. Competent authorities, industries, and employers set qualifications and training for related Chinese jobs, requiring separate checks.
Insufficient evidence: this round did not establish a nationwide occupational wage distribution in mainland China exactly corresponding to O*NET 13-1075.00 Labor Relations Specialists; industry section averages such as leasing and business services cannot generate occupational national medians, percentiles, or starting pay. This page uses no industry proxies, recruitment quotes, or U.S. data to fill occupational values.
U.S. salary reference
2025 U.S. annual wage 10/25/50/75/90 percentiles are 50,490, 71,920, 95,420, 123,420, and 156,180 USD; hourly median is 45.87 USD. Exact U.S. 13-1075 employment moves from 66,300 in 2025 → 67,700 in 2035, with 2025—2035 growth of 2% and average annual openings of 4,800 including growth and replacement; net growth of 1,400 is not average annual openings. Overall employment projections are not AI attribution. O*NET other services (except public administration) accounts for 77% of 2025 employment, an industry distribution.
| Percentile | Annual reference | Official hourly wage | Explanation |
|---|---|---|---|
| Lower percentile | 50,490 USD/year (10th percentile) | 24.27 USD/hour (hourly scope disclosed by O*NET) |
Fit signals
Direct answer | Fit signals are willingness to keep checking facts, contractual terms, and procedures, procedural discipline and restraint amid conflict and multiple positions, reviewable handling and negotiation records, and seeking instructions when facts are uncertain or authority is exceeded, rather than personality labels. Interest and personality tools only help design trials, not determine hiring eligibility or performance.
Positive signals： Positive signals | You can receive and investigate grievances through procedures and check contract and agreement terms; identify deadlines and confidentiality requirements and clearly document key points; and preserve investigation, negotiation, and communication processes as reviewable records.
Caution conditions： Caution conditions | Risk signals include insufficient factual investigation evidence, incorrect agreement or legal interpretation, missed grievance or arbitration deadlines, employee or negotiation information leaks, unclear representative identity, undisclosed conflicts, or commitments beyond authority; difficulty with conflict and multiple parties' pressure represents practical costs to weigh seriously.
Trial actions： Trial action | Use X's fixed materials to check 1/3 hour discrepancies, v2's provisional 50 calculation, the day 5 deadline, and day 6 lateness; do not promise 80. Submit four work samples: fact table, version and deadline checks, draft response, and authority items requiring verification; follow the seven-day plan.
Risks and boundaries
Risks must be handled by trigger, consequence, control, and escalation boundary.
Based on this occupation's research inputs and source registry; do not extrapolate across jurisdictions.
Typical scenario：Failure to state management / employee representative or mediator identity, or disclose conflicts with parties.
Roles most affected：Labor relations specialists
Possible consequence：
Entry pathways
Entry checks | U.S. roles generally require a bachelor's degree in labor / industrial relations, human resources, business, or a related field; many require relevant experience, which may be gained in HR or compensation and benefits roles. BLS lists professional certification as not universally required, though employers may prefer it; Job Zone4 general preparation does not mean every job requires fixed service years or the same certificate. Check education, certification, hiring, representation, and external commitment authority separately; from Suzhou's 2026-03-27 announcement, use only the 1 labor security support position in the High-end Manufacturing and International Trade Zone Labor Inspection Brigade: bachelor's degree and corresponding degree award, law / public administration / computing categories or Japanese / applied Japanese / business Japanese, 2 or more years of experience, and age 35 or below (born 1990-03-27 or later). Duties assist labor inspection, arbitration, and relationship coordination, not independent arbitration or a one-to-one U.S. occupational equivalent. Experience is recognized from social insurance records through 2026-02-28; registration closed 03-31 17:00. 22 is the total support positions across five units; no specific pay was stated, and this is not a current vacancy or national threshold.
Market signals
Exact U.S. 13-1075 employment moves from 66,300 in 2025 → 67,700 in 2035, with 2025—2035 growth of 2% and average annual openings of 4,800 including growth and replacement; net growth of 1,400 is not average annual openings. Overall employment projections are not AI attribution. National single-occupation demand for China was not established; from Suzhou's 2026-03-27 announcement, use only the 1 labor security support position in the High-end Manufacturing and International Trade Zone Labor Inspection Brigade: bachelor's degree and corresponding degree award, law / public administration / computing categories or Japanese / applied Japanese / business Japanese, 2 or more years of experience, and age 35 or below (born 1990-03-27 or later). Duties assist labor inspection, arbitration, and relationship coordination, not independent arbitration or a one-to-one U.S. occupational equivalent. Experience is recognized from social insurance records through 2026-02-28; registration closed 03-31 17:00. 22 is the total support positions across five units; no specific pay was stated, and this is not a current vacancy or national threshold.
United States · Exact occupation 13-1075
O*NET 13-1075.00 work mainly involves communication, desk analysis, and coordination: email, 95% daily; telephone conversations, 79% daily; face-to-face discussions, 63% daily; constant contact with others, 62%; conflict situations, 43% daily; decision impact, 71% important results; workweek, 52% over 40 hours; time pressure, 48% at least weekly but not daily; sitting, 62% more than half the time. Written letters at 37% and angry or rude contacts at 37% also occur at least weekly but not daily; these are U.S. respondent distributions, not uniform Chinese conditions.
Choose a real task from this page for a small practice project or a conversation with someone in the field. Use the planning guides to set a date, an output and feedback questions before deciding whether to continue.
Fit signals | O*NET 13-1075.00 work activities emphasize obtaining information, resolving conflicts and negotiating, communicating inside and outside the organization, making decisions and solving problems, and establishing and maintaining relationships. If you are willing to keep checking facts, contractual terms, and procedures, maintain procedural discipline and restraint amid conflict and multiple positions, and turn handling and negotiations into reviewable records, these daily demands are closer to your working style; interest and personality tools only help design trials, not determine hiring eligibility or performance.
This is a work-sample check, not a personality diagnosis or hiring conclusion.
Assessing fit | Use X's fixed three records and v2 agreement to check 1/3 hour discrepancies, the provisional 5×10=50 calculation, the day 5 deadline and day 6 lateness, and lack of authority to guarantee 80; submit four work samples: fact table, version and deadline checks, draft response, and authority items requiring verification. The task, answer, and seven-day plan of 20—30 minutes daily appear in the pathway; use no real confidential information or simulated rules as law.
Work cycle | Check facts, agreement versions, and deadlines → state representative identity and authority → investigate, analyze, and draft or negotiate → review, record, and escalate. Pause affected conclusions or commitments when uncertain while continuing permitted investigations and procedural deadline management; legal recommendations may fall within the role, while final rulings, litigation representation, or payments require separate authority checks.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Work cycle | Facts, terms, procedures, and records | |
| Step one | Receive and verify facts | |
| Step two | Check contract and agreement terms | |
| Step three | Identify applicable law and deadlines | |
| Step four | Develop handling or negotiation plans | |
| Step five | Record and communicate within authority | |
| Step six | Review and escalate |
Work objects | Employee grievances and disputes, employment contracts and collective agreements, labor laws and procedural rules, and union and management demands form the basis of labor relations work within authorization and compliance boundaries.
Checkable outputs | Reviewable grievance intake and investigation records, contract and agreement term analyses, negotiation and mediation points and records, agreement or handling-decision explanations, and external communication records; results must be traceable to factual materials and agreement or legal grounds.
Complete workflow | Receive and verify facts → check contract and agreement terms → identify applicable law and procedural deadlines → develop handling or negotiation plans → record, explain, and communicate with relevant parties.
Specific employers and authorization chains still verify hiring, representative authority, and external commitment authority; education, certificates, hiring, organizational authorization, and negotiation authority are different statuses.
Labor relations specialists' work objects and AI boundaries AI may assist with organizing records and aggregating information but cannot replace authorization judgments or final responsibility.
| Core outputs are external image and communications. |
| Compare if you want to work in external communications. |
| Administrative services managers | Administrative services managers | U.S. 11-3012.00 manages office support services such as records, information, and mail distribution; do not import all facilities manager 11-3013 duties. This occupation focuses on labor disputes and agreements; administrative operations management scope and authority require additional evidence. | Core outputs are management of administrative support services such as records, information, and mail. | Compare if you want to manage administrative operations. |
|---|
| Compensation and benefits managers | Compensation and benefits managers | Core outputs are compensation and benefits design and governance. This occupation focuses on disputes, negotiation, and agreement implementation; plan design and negotiating representation are different roles requiring separate checks. | Core outputs are compensation and benefits design and governance. | Compare if you want to govern compensation and benefits. |
|---|
Adjacent occupations each require additional evidence of tools, qualifications, and responsibilities.
Next, validate the direction with observable deliverables.
First distinguish assistable tasks from final responsibility.
A technology demonstration does not equal organizational adoption.
Task exposure cannot establish when jobs will be cut.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Research and terms | Organize records | Potential assistance: case and term research, material organization and summaries, negotiation material drafts, and draft records; results can be checked afterward but still require review against original contracts and agreements, applicable law, and procedural deadlines. | Check original records and failure modes. |
| Facts and evidence | Perform core tasks | Assist information aggregation | Human control points: check original contracts and agreements, applicable law, and factual materials, taking responsibility for factual findings, agreement and legal interpretation, handling and negotiating positions, and external communication. |
| Negotiation and records | Key judgments | No automatic authorization | Escalate through statutory authority and the chain of command. |
| Confidentiality and authorization | Create review records | May assist organization | The responsible person confirms conclusions. |
Evidence note | ILO2025 global exposure research does not measure labor relations specialist adoption, losses, or efficiency gains; NIST's generative AI risk framework supports preventing fabrication, privacy risks, and human verification. Current unique U.S. recruitment mentions in 2025 are Office23%, Excel17%, PowerPoint12%, Outlook8%, Workday/ServiceNow at 6% each, Word4%, and PeopleSoft/SharePoint/Access at 1% each; Kubernetes has no listed percentage, which does not mean 0. Software mentions do not equal AI adoption or necessity. The original internal scale is only an editorial framework and grants no legal or negotiation authority.
Differences | Assistance trials can be designed for text tasks, but textual form does not automatically prove acceleration; X checks three-record discrepancies, v1/v2 miscitation, and the unauthorized commitment of 80, retaining revisions.
AI primarily changesInformation organization can be tested; effects not measured
Human responsibility remainsResponsibility and authorization
AI primarily changesMay assist research and review; effects not measured
Human responsibility remainsOriginal-record checking
Responsibility chain | From confirming facts and authorization through tool processing, human review, handling or negotiation decisions, records, and external communication, each step needs an identified responsible person and traceable evidence; unverified generated content must not directly become handling grounds or external commitments.
Confirm sources, authority, and versions.
Assist only within known scope.
The responsible person reviews outputs.
Pause affected outputs or commitments and escalate while continuing approved investigations and deadline management.
Will amplify incorrect conclusions.
Control: Check original materials.
Will change responsibility boundaries.
Control: Handle through the authorization chain.
May miss exceptions.
Control: Retain human judgment.
Practice reviewable work samples.
Retain process and failure records.
First define authority and stopping conditions.
Task exposure cannot establish job-cut dates; this page gives no replacement probability or timeline.
Source: Generative AI and Jobs: A Refined Global Index of Occupational ExposureOriginal source ↗
No. Task exposure, organizational adoption, productivity changes, and job counts are four different measurement objects and cannot be inferred from one another.
Source: Generative AI and Jobs: A Refined Global Index of Occupational ExposureOriginal source ↗
No. Authorized people must take responsibility for factual findings, agreement and legal interpretation, handling and negotiating positions, and external commitments.
Source: NIST AI 600-1: Generative AI ProfileOriginal source ↗
Tool use | First establish X's human baseline for facts, versions, and deadlines, then compare errors and time in approved tool drafts; without actual measurement, do not claim changed efficiency.
No reliable value available
No reliable value available
No reliable value available
A bounded search did not establish a reliable value; this is not starting pay, take-home income, or an individual quote.
| Job scope | Reference value | Explanation |
|---|---|---|
| Insufficient evidence: reliable mapping not established (associate degree) | Verify under employer and competent authority rules | Do not use proxy numbers. |
| Insufficient evidence: reliable mapping not established (bachelor's) | Verify under employer and competent authority rules | Do not use proxy numbers. |
| Insufficient evidence: reliable mapping not established (master's) | Verify under employer and competent authority rules | Do not use proxy numbers. |
| Insufficient evidence: reliable mapping not established (other) | Verify against specific employer requirements | Do not use proxy numbers. |
No reliable value available
No reliable value available
No reliable value available
AI and pay | No causal data on occupational AI adoption, efficiency gains, and income was established; exposure or software mentions cannot predict pay rises, cuts, or unchanged compensation.
| Statistical position, not starting pay or individual take-home income. |
| Median | 95,420 USD/year (median) | 45.87 USD/hour (hourly scope disclosed by O*NET) | Statistical position, not starting pay or individual take-home income. |
|---|
| Higher percentile | 156,180 USD/year (90th percentile) | 75.09 USD/hour (hourly scope disclosed by O*NET) | Statistical position, not starting pay or individual take-home income. |
|---|
Pay · 10th percentile：50,490 USD/year (10th percentile)；National Wages 13-1075.00 Labor Relations Specialists；BLS OEWS: wage definition FAQ
Pay · 25th percentile：71,920 USD/year (25th percentile)；National Wages 13-1075.00 Labor Relations Specialists；BLS OEWS: wage definition FAQ
Pay · Median：95,420 USD/year (median)；National Wages 13-1075.00 Labor Relations Specialists；BLS OEWS: wage definition FAQ
Pay · 75th percentile：123,420 USD/year (75th percentile)；National Wages 13-1075.00 Labor Relations Specialists；BLS OEWS: wage definition FAQ
Pay · 90th percentile：156,180 USD/year (90th percentile)；National Wages 13-1075.00 Labor Relations Specialists；BLS OEWS: wage definition FAQ
Statistical percentiles are not individual quotes.
Exact occupation 13-1075.00.
Wage and employment base period 2025, current projections 2025—2035; historical data in protected sections is listed separately.
U.S. dollars and Chinese yuan concern different markets and cannot be directly spliced.
| Industry | Industry value | How to interpret |
|---|---|---|
| Management of companies | 99,260 USD/year | 2025 industry median |
| Labor organizations such as unions | 94,850 USD/year | 2025 industry median; union share of 72% and the same year's broader other services share of 77% are different levels. |
| Government (excluding state / local education and hospitals) | 91,050 USD/year | 2025 specified-industry median |
| Other industries | No reliable value available | Insufficient evidence: other industry wages were not established; the remaining 23% is not used as a substitute. |
Verify for the specific jurisdiction.
Verify against job responsibilities.
Do not extrapolate across regions.
National Employment Trends 13-1075.00 Labor Relations Specialists；BLS OOH: labor relations specialists
National Employment Trends 13-1075.00 Labor Relations Specialists；BLS OOH: labor relations specialists
National Employment Trends 13-1075.00 Labor Relations Specialists；BLS OOH: labor relations specialists
How can ECS help check preferences in X tasks?
Conclusion | Activity preferences are closer to an Enterprising, Conventional, and Social combination (O*NET interest code ECS); interest codes only help design trials, not determine hiring eligibility or performance.
Do not use it this way: Work samples and assessments grant no qualifications, representative authority, or payment authority.
Start a career interest trialHow can record accuracy and restraint be observed?
Personality boundaries | This page has not verified scale predictive validity for occupational performance; use X investigation, term versions, deadlines, and communication revisions to ask questions, without inferring performance or hiring from personality labels.
Do not use it this way: Work samples and assessments grant no qualifications, representative authority, or payment authority.
Start a career interest trialHow do you avoid inferring positions from personality labels?
Conclusion | RIASEC or personality frameworks only help formulate questions; they cannot replace occupational qualifications, procedural and confidentiality responsibilities, or evidence of actual work performance. No tool conclusion constitutes a hiring or authorization judgment.
Do not use it this way: Work samples and assessments grant no qualifications, representative authority, or payment authority.
Start a career interest trialHow do you retain discrepancies for checking when rushed?
Record 1/3 hour discrepancies; pressure does not justify unauthorized guarantees.
Do not use it this way: Work samples and assessments grant no qualifications, representative authority, or payment authority.
Start a career interest trialHow do you check versions, formulas, and deadlines?
Provisionally calculate 50 under v2; deadline day 5, day 6 is 1 day late.
Do not use it this way: Work samples and assessments grant no qualifications, representative authority, or payment authority.
Start a career interest trialHow do you respond to the employee's 8-hour claim?
Explain grounds requiring verification and the authorized reviewer, without disparagement or promising 80.
Do not use it this way: Work samples and assessments grant no qualifications, representative authority, or payment authority.
Start a career interest trialFits better when: Willing to investigate through procedures and record factual grounds.
Watch for: Supplement or escalate insufficient evidence.
Fits better when: Willing to check original contracts and agreements and latest versions.
Watch for: Outdated terms must not continue to be used.
Fits better when: Able to maintain procedural discipline and restraint amid conflict.
Watch for: Clarify one-party representative or mediator identity; lawful one-sided contact is not universally prohibited. Do not make commitments beyond authority.
Fits better when: Willing to check grievance and arbitration steps and deadlines.
Watch for: Deadline errors will harm rights.
Fits better when: Willing to handle employee and negotiation information on a minimum-necessary basis.
Watch for: Information protection follows institutional rules and laws.
Fits better when: Willing to act within authority and retain records.
Watch for: Obtain approval before exceeding authority.
Compare preferences for X investigation, terms, and negotiation drafting.
Paper does not simulate real conflict workloads; record time spent.
Three records, versions, and assumptions are traceable.
Retain discrepancies for checking and preserve procedural deadlines.
Management support may contact one side but has no signing / payment authority.
Retain revisions to old v1 and the 80 commitment.
Submit four mutually consistent work samples.
After seven days, check real job qualifications and representative authorization.
How to reduce risk：State role and authority, check facts accurately, and disclose and handle conflicts under institutional rules; lawful one-party representation or contact is not universally prohibited.
Evidence：BLS OOH: labor relations specialists · Labor Contract Law of the People's Republic of China
Typical scenario：Processing, sharing, or sending employee personal information, grievance materials, or negotiation information beyond authorized scope.
Roles most affected：Labor relations specialists
Possible consequence：May infringe employee rights and violate confidentiality agreements.
How to reduce risk：Use the minimum necessary, restrict systems and scope, and retain handling records.
Evidence：Labor Relations Specialists detailed occupation profile · Labor Contract Law of the People's Republic of China
Typical scenario：Missing grievance, mediation, or arbitration steps, incorrect deadline calculations, or incomplete records.
Roles most affected：Labor relations specialists
Possible consequence：May cause procedural defects and harm rights.
How to reduce risk：Check procedural steps and deadlines, retain service and record evidence, and seek instructions or refer when necessary.
Evidence：Labor Relations Specialists detailed occupation profile · Labor Contract Law of the People's Republic of China
Typical scenario：Citing outdated terms or misreading collective agreements or labor laws.
Roles most affected：Labor relations specialists
Possible consequence：May cause incorrect handling and further disputes.
How to reduce risk：Check original contracts and agreements and latest versions, mark uncertainties, and seek legal professional support when needed.
Evidence：Labor Relations Specialists detailed occupation profile · Labor Contract Law of the People's Republic of China
Typical scenario：Making commitments or concessions beyond authority during negotiations or communication.
Roles most affected：Labor relations specialists
Possible consequence：May cause organizational losses and unclear responsibility.
How to reduce risk：Define authority and approval processes, obtain approval before major concessions, and retain negotiation records.
Evidence：Labor Relations Specialists detailed occupation profile · Labor Contract Law of the People's Republic of China
Typical scenario：Continuing despite doubtful facts, conflicts of interest, or unclear authority.
Roles most affected：Labor relations specialists
Possible consequence：May cross procedural and authorization boundaries.
How to reduce risk：Pause affected conclusions or commitments, record verification and authorization questions, and escalate; continue approved investigations and deadline management, without abandoning procedural deadlines because of uncertainty.
Evidence：Labor Relations Specialists detailed occupation profile · Labor Contract Law of the People's Republic of China
Qualification boundaries | Courses, certificates, or training do not automatically grant hiring, negotiating representative authorization, or external commitment authority; education, certificates, hiring, organizational authorization, and negotiating authority are different statuses, with specific requirements depending on employers and applicable law.
Typical scope：Stage responsibilities | At entry, investigate facts, prepare materials, and keep records under supervision and limited authority; with experience, undertake independent negotiation support and agreement implementation, taking responsibility for grounds, records, and communication content.
Readiness evidence：Paper exercise X | Entirely fictional, with no real employee or employer information. You support management and may investigate and draft; you are not a neutral arbitrator. Fixed simulated agreement v2: A2 pays 10 simulated units per confirmed overtime hour; A3 requires a response within 3 consecutive simulated days starting the day after grievance receipt; A4 grants you no signing or payment commitment authority. Old v1 has an A2 rate of 8. The grievance arrives on day 2; the employee claims 8 hours, the attendance sheet records 6, and the supervisor confirms 5, with the three records not yet reconciled. The existing draft is made on day 6, cites v1 to calculate 5×8=40, and says 'guaranteed payment of 80.' Task: distinguish records from facts, list discrepancies for checking, verify the provisional calculation and simulated deadline under v2, and revise the response within your authority.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Reference deliverables | The contents of three materials are given, but actual overtime facts remain unresolved; attendance 6 versus supervisor 5 differs by 1 hour, and employee 8 versus supervisor 5 differs by 3 hours. Check original records and approval / correction grounds, without automatically declaring any party right. If the supervisor-confirmed 5 hours is used solely as an explicit assumption, v2 A2 provisionally gives 5×10=50 simulated units, while old v1's 40 is 10 less; 50 is not a payment decision, and disputed 8 hours ×10=80 cannot be directly promised. Under A3, days 3/4/5 count as 1/2/3, with the deadline on day 5 and the day 6 draft 1 day late; record and escalate the delay as given, without fabricating day 5 dispatch. Under A4, support personnel may contact management to investigate but cannot sign or guarantee payment; the response states three records, version, provisional assumptions, discrepancies to check, and authorized reviewer, without inventing approved outcomes. Four work samples: factual discrepancy table; version, formula, and deadline checks; response draft within authority; and authorization and verification checklist. The exercise is not China's statutory overtime pay or arbitration deadline and provides no real legal advice. Seven-day plan | 20—30 minutes daily: day 1 read X and build a three-record table; day 2 list 1/3 hour discrepancies and verification questions; day 3 check v1/v2 and 40 → 50; day 4 check 3/4/5 day by day and 1 day lateness; day 5 replace the 80 commitment with a draft pending verification; day 6 cross-check four work samples and retain revisions; day 7 combine deliverables and separately check target job qualifications and representative authority. Paper work samples grant no negotiation or arbitration authority.
Typical scope：Check target job education, experience, and organizational authorization; investigate and draft under supervision.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Transfer pathways | Before transitioning, list transferable abilities (fact investigation and evidence checking, contract and agreement analysis, conflict handling and communication, procedure and record management, and confidentiality and authorization awareness), then identify qualifications and evidence of responsibility required for the new role; moving into human resources, compensation and benefits, administrative, or public relations management requires each role's management, plan-design, and representative-authority evidence.
Typical scope：Check target job education, experience, and organizational authorization; investigate and draft under supervision.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Check target job education, experience, and organizational authorization; investigate and draft under supervision.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Check three records, versions, and procedural deadlines while acting within specific job authorization.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Check three records, versions, and procedural deadlines while acting within specific job authorization.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Check three records, versions, and procedural deadlines while acting within specific job authorization.
Typical scope：Expanded representation, concessions, and management responsibilities require separate authorization and evidence.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Expanded representation, concessions, and management responsibilities require separate authorization and evidence.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Expanded representation, concessions, and management responsibilities require separate authorization and evidence.
Check X's three records and v2/A2—A4.
Keep 1/3 hour discrepancies pending verification; separate the provisional 50 from the day 5 deadline.
Review revisions to old v1/40 and the unauthorized 80 commitment.
Real representation, major concessions, and signing require separate authorization checks.
Employment outlook | Exact U.S. 13-1075 employment moves from 66,300 in 2025 → 67,700 in 2035, with 2025—2035 growth of 2% and average annual openings of 4,800 including growth and replacement; net growth of 1,400 is not average annual openings. Overall employment projections are not AI attribution, current vacancies, or individual hiring probabilities.
Employment / growth / average annual openings
Exact U.S. 13-1075 employment moves from 66,300 in 2025 → 67,700 in 2035, with 2025—2035 growth of 2% and average annual openings of 4,800 including growth and replacement; net growth of 1,400 is not average annual openings. Overall employment projections are not AI attribution.
Does not establish：Do not splice different periods / classifications; not current vacancies, national thresholds, or individual hiring probabilities.
United States · Exact occupation 13-1075
New BLS period: 2025 employment 66,300 → 2035 employment 67,700, 2025—2035 growth 2%, average annual openings 4,800 including replacement; net growth of 1,400 is not average annual openings.
New-period employment / openings / net growth separated
Exact U.S. 13-1075 employment moves from 66,300 in 2025 → 67,700 in 2035, with 2025—2035 growth of 2% and average annual openings of 4,800 including growth and replacement; net growth of 1,400 is not average annual openings. Overall employment projections are not AI attribution.
Does not establish：Do not splice different periods / classifications; not current vacancies, national thresholds, or individual hiring probabilities.
Suzhou, China · High-end Manufacturing and International Trade Zone labor security support role
1 historical support position; registration closed; specific pay not published
Historical single-position recruitment
From Suzhou's 2026-03-27 announcement, use only the 1 labor security support position in the High-end Manufacturing and International Trade Zone Labor Inspection Brigade: bachelor's degree and corresponding degree award, law / public administration / computing categories or Japanese / applied Japanese / business Japanese, 2 or more years of experience, and age 35 or below (born 1990-03-27 or later). Duties assist labor inspection, arbitration, and relationship coordination, not independent arbitration or a one-to-one U.S. occupational equivalent. Experience is recognized from social insurance records through 2026-02-28; registration closed 03-31 17:00. 22 is the total support positions across five units; no specific pay was stated, and this is not a current vacancy or national threshold.
Does not establish：Do not splice different periods / classifications; not current vacancies, national thresholds, or individual hiring probabilities.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Transferable abilities | Chief executives may share negotiation, decision recommendations, and organizational communication, but require additional budget, overall operating-decision, and governance responsibilities; labor relations specialists' representative or advisory authority is not top management authority.
Build next：Ability gaps | Chief executives require overall operations, budgets, and board / governing-body authority; public relations requires communications and media; administrative services requires records / information, mail, and office support management; compensation and benefits requires plan governance; HR requires activity and personnel management. The final chief executive item focuses on business governance, the same target as the first item rather than a sixth occupation.
View career profileTransfers：Organizational communication and external messaging
Build next：Communication strategy and media relations
View career profileTransfers：Process and policy implementation
Build next：Management of records, information, mail, and office support services; do not import all facilities manager duties.
View career profileTransfers：Understanding compensation and agreement rules
Build next：Compensation and benefits design and governance
View career profileTransfers：Human resources systems and communication
Build next：Management of all HR functions and team leadership
View career profileTransfers：Business governance focus: negotiation information and organizational decision recommendations
Build next：The same chief executive target as the first item, requiring operating budget and governance responsibilities, not a sixth independent occupation.
View career profileThis occupation handles employee–management disputes, collective bargaining, and grievance procedures. Chief executives handle overall strategy and operations; public relations managers handle external communications; administrative services managers manage records, information, mail, and office support; compensation and benefits managers handle compensation and benefits plans; human resources managers handle overall personnel management. Compare core outputs, decision levels, and representative authority rather than interchanging titles. This page does not constitute legal advice. Labor relations specialists may represent management or employees under authorization, or undertake mediation and coordination; first state identity and authority, check facts objectively, disclose conflicts, and follow applicable procedures, without treating all one-party representation or lawful one-sided communication as misconduct.
Fit signals are willingness to keep checking facts, contractual terms, and procedures, procedural discipline and restraint amid conflict and multiple positions, reviewable handling and negotiation records, and seeking instructions when facts are uncertain or authority is exceeded. Interest and personality tools only help design trials, not determine hiring eligibility or performance.
Generative AI may assist case and term research, material organization, negotiation material drafts, and draft records, but cannot independently confirm factual findings, agreement and legal interpretation, negotiating positions, or commitments, or replace handling decisions and external communication. Task exposure is neither job replacement nor widespread adoption; this page gives no replacement probability or timeline and does not constitute legal advice.
Tool outputs cannot replace factual findings or legal judgments. Humans must check original contracts and agreements, applicable law, and factual materials, taking responsibility for factual findings, agreement and legal interpretation, handling and negotiating positions, and external communication; conflicts or matters beyond authority require instructions or referral through procedures.
Insufficient evidence: this round did not establish a nationwide occupational wage distribution in mainland China exactly corresponding to O*NET 13-1075.00 Labor Relations Specialists; the National Bureau of Statistics publishes urban unit average wages by industry section (such as 2025 leasing and business services at 110,162 yuan/year for urban nonprivate units and 68,919 yuan/year for urban private units), but industry averages cannot generate national occupational medians, percentiles, or starting pay. This page displays the gap without using proxy figures to fill occupational values.
2025 U.S. annual wage 10/25/50/75/90 percentiles are 50,490, 71,920, 95,420, 123,420, and 156,180 USD; official hourly wages are 24.27, 34.58, 45.87, 59.34, and 75.09 USD, respectively. OEWS covers employer-reported wages, including incentive pay but excluding overtime pay, nonproduction bonuses, and employer-paid benefits; percentiles are not starting pay, after-tax income, or individual quotes. Hourly wages are disclosed separately by the source.
U.S. roles generally require a bachelor's degree in labor / industrial relations, human resources, business, or a related field; many require relevant experience, which may be gained in HR or compensation and benefits roles. BLS lists professional certification as not universally required, though employers may prefer it; Job Zone4 general preparation does not mean every job requires fixed service years or the same certificate. Article 4 of China's Labor Contract Law requires rules directly affecting workers' vital interests to be discussed by the employee congress or all employees and negotiated equally with the union or employee representatives; under Article 51, collective drafts require discussion and approval, with unions representing employees, or representatives selected under higher-level union guidance where no union exists. Article 54 requires submission to labor authorities after conclusion and provides effectiveness if there is no objection within 15 days of receipt; Article 55 prohibits terms below local minimum standards and individual contracts below collective standards. Check hiring, representation, and commitment authority separately; courses or certificates do not grant them.
Check representative identity and conflicts, confidentiality, procedural deadlines, term versions, and commitment authority separately. Labor relations specialists may represent management or employees under authorization, or undertake mediation and coordination; first state identity and authority, check facts objectively, disclose conflicts, and follow applicable procedures, without treating all one-party representation or lawful one-sided communication as misconduct. Pause affected conclusions or commitments when uncertain, continue approved investigations and deadline management, and escalate.
O*NET exact occupation: 2024 employment 65,400 → 2034 employment 65,400, 2024—2034 growth 0%, average annual openings 5,100 including replacement; all retain the old period. New BLS period: 2025 employment 66,300 → 2035 employment 67,700, 2025—2035 growth 2%, average annual openings 4,800 including replacement; net growth of 1,400 is not average annual openings. From Suzhou's 2026-03-27 announcement, use only the 1 labor security support position in the High-end Manufacturing and International Trade Zone Labor Inspection Brigade: bachelor's degree and corresponding degree award, law / public administration / computing categories or Japanese / applied Japanese / business Japanese, 2 or more years of experience, and age 35 or below (born 1990-03-27 or later). Duties assist labor inspection, arbitration, and relationship coordination, not independent arbitration or a one-to-one U.S. occupational equivalent. Experience is recognized from social insurance records through 2026-02-28; registration closed 03-31 17:00. 22 is the total support positions across five units; no specific pay was stated, and this is not a current vacancy or national threshold.
Paper exercise X | Entirely fictional, with no real employee or employer information. You support management and may investigate and draft; you are not a neutral arbitrator. Fixed simulated agreement v2: A2 pays 10 simulated units per confirmed overtime hour; A3 requires a response within 3 consecutive simulated days starting the day after grievance receipt; A4 grants you no signing or payment commitment authority. Old v1 has an A2 rate of 8. The grievance arrives on day 2; the employee claims 8 hours, the attendance sheet records 6, and the supervisor confirms 5, with the three records not yet reconciled. The existing draft is made on day 6, cites v1 to calculate 5×8=40, and says 'guaranteed payment of 80.' Task: distinguish records from facts, list discrepancies for checking, verify the provisional calculation and simulated deadline under v2, and revise the response within your authority. Reference deliverables | The contents of three materials are given, but actual overtime facts remain unresolved; attendance 6 versus supervisor 5 differs by 1 hour, and employee 8 versus supervisor 5 differs by 3 hours. Check original records and approval / correction grounds, without automatically declaring any party right. If the supervisor-confirmed 5 hours is used solely as an explicit assumption, v2 A2 provisionally gives 5×10=50 simulated units, while old v1's 40 is 10 less; 50 is not a payment decision, and disputed 8 hours ×10=80 cannot be directly promised. Under A3, days 3/4/5 count as 1/2/3, with the deadline on day 5 and the day 6 draft 1 day late; record and escalate the delay as given, without fabricating day 5 dispatch. Under A4, support personnel may contact management to investigate but cannot sign or guarantee payment; the response states three records, version, provisional assumptions, discrepancies to check, and authorized reviewer, without inventing approved outcomes. Four work samples: factual discrepancy table; version, formula, and deadline checks; response draft within authority; and authorization and verification checklist. The exercise is not China's statutory overtime pay or arbitration deadline and provides no real legal advice. Seven-day plan | 20—30 minutes daily: day 1 read X and build a three-record table; day 2 list 1/3 hour discrepancies and verification questions; day 3 check v1/v2 and 40 → 50; day 4 check 3/4/5 day by day and 1 day lateness; day 5 replace the 80 commitment with a draft pending verification; day 6 cross-check four work samples and retain revisions; day 7 combine deliverables and separately check target job qualifications and representative authority. Paper work samples grant no negotiation or arbitration authority.
Evidence for China, the United States, the world, and specific jurisdictions is stated separately; wage, employment, qualification, safety, and AI conclusions must not be spliced across scopes. This labor relations specialist page provides career decision and safe-trial information, not legal advice or a substitute for local legal, labor inspection, arbitration, safety, or other professional advice. Any 'insufficient evidence' means only that reliable data was not established after a bounded search, and does not permit fabricated numbers from proxies or model memory. This page covers only the exact O*NET-SOC 13-1075.00 occupation, Labor Relations Specialists.
FermatMind research workflow
O*NET 2026 occupational profile; accessed 2026-08-31
Labor Relations Specialists detailed occupation profile
Limitations：Not adoption, job-loss, regulation or authorization evidence.
Limitations：Industry means are not occupation medians and exclude self-employed workers.
Limitations：Directory entries are not state licenses, employer authorization or proof of universal requirement.
Limitations：Employer tasks and local authorization vary.
Limitations：Posting mentions do not prove proficiency, adoption or automation rate.
Limitations：US occupation evidence; China mapping and authorization require separate review.
Limitations：Projection is not a hiring guarantee; parent data are not exact occupation counts.
Limitations：Parent or combined data remain visible when exact data are unavailable; percentiles are not entry pay.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：BLS OEWS wage data presented by O*NET OnLine; retain period, employed population, geography, and units.
Limitations：Applies only to this O*NET occupation and the U.S. market; establishes no Chinese mapping, Chinese wages, or legal authority.
Limitations：The methodology page does not provide combined or detailed wage figures.
Limitations：Not judicial adoption rates, judicial decision accuracy, or measured efficiency gains for this page.
Limitations：Does not provide occupational adoption rates, unemployment probabilities, or replacement dates.
Limitations：U.S. 13-1075 grants no Chinese job or representative authority; union share of 72% in 2025 and ONET2024 other services at 77% cannot overwrite each other as the same metric.
Limitations：Representation procedures are not course or certificate authorization; under Article 54, effectiveness follows 15 days without objection after submission, rather than automatic validity upon signing. Exercise X rules are not actual statutory terms or deadlines.
Limitations：22 is the total support roles across 5 units, not the number of labor relations specialists; a historical regional sample, not current vacancies or independent arbitration qualifications, with no specific pay published.
Limitations：Not Chinese qualification recognition or automatic promotion.
Limitations：Not Chinese qualification recognition or automatic promotion.
Limitations：Not Chinese qualification recognition or automatic promotion.
Limitations：Not Chinese qualification recognition or automatic promotion.
Limitations：Not Chinese qualification recognition or automatic promotion.
Limitations：Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
This round's nine modules: check 13-1075 tasks, representative identity, and records; list U.S. 2025 wages and current 2025—2035 projections separately, with O*NET2025 other services at 77% distinct from unions at 72%. Retain Chinese industry averages and the exact occupational gap; collective contract legal procedures and Suzhou's historical support role are not national entry rules. AI capabilities do not establish adoption / efficiency gains; X exercises and protected sections remain. See the author report for shared-source historical-period and NIST misstatement conflicts.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Check three records, versions, and procedural deadlines while acting within specific job authorization.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
Typical scope：Expanded representation, concessions, and management responsibilities require separate authorization and evidence.
Readiness evidence：Use X's four work samples to explain facts, versions, deadlines, and authority; real experience uses approved checkable records.
Credential boundary：Check target-jurisdiction jobs and representative procedures; training certificates grant no signing or payment authority.
Next moves：Check specific job requirements and entrusted scope, and undertake relevant duties after approval.
