human resources managertolabour relations officer
A human resources manager already meets 59% of what the labour relations officer role asks for. The move turns on 5 required skills not yet in the profile.
59%
41.6/ 100
1 Share of the labour relations officer role’s weighted skill requirement already met by the human resources manager profile. Required skills count in full, supplementary skills at 0.35. Directional: the figure for the reverse move differs. 2 Combines what is missing with how specialised it is, so a gap of general skills scores easier than the same number of narrow ones.
Why this move works
A labour relations officer role treats 11 of its required skills as things a human resources manager already does. These are the ones it depends on most.
- advise on conflict management
- advise on organisational culture
- advise on personnel management
- apply conflict management
- build trust
- employment law
What stands in the way is 5 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.
Table 2 · What you already bring
Of the 14 skills that carry over, these are the ones fewest other occupations ask for. A labour relations officer role needs them, and most people applying for one will not have them already. This is the part of a human resources manager background worth leading with.
- already held monitor organisation climate information skills
- already held advise on personnel management communication, collaboration and creativity
- already held advise on organisational culture communication, collaboration and creativity
- already held ensure gender equality in the workplace assisting and caring
- already held support employability of people with disabilities management skills
- already held personnel management business, administration and law
All 14 carried skills, including the 11 the labour relations officer role treats as required.
Table 3 · What you would need to learn
The 15 missing skills fall into 4 areas of the ESCO skill hierarchy, numbered below in the order worth working in: the areas carrying the most required skills come first, and inside each one the required skills sit above the supplementary ones.
- required, not held maintain relations with local representatives required
- required, not held represent union members required
- required, not held establish collaborative relations required
- required, not held protect employee rights required
- required, not held represent the organisation required
- optional, not held advise on government policy compliance optional
- optional, not held create solutions to problems optional
- optional, not held ensure cross-department cooperation optional
- optional, not held facilitate official agreement optional
- optional, not held maintain relationships with government agencies optional
- optional, not held moderate in negotiations optional
- optional, not held promote inclusion optional
- optional, not held respond to enquiries optional
- optional, not held business communication optional
- optional, not held inspect government policy compliance optional
Table 4 · Where to start
The 3 entries a labour relations officer role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 maintain relations with local representatives skill · sector specific
- 02 represent union members skill · sector specific
- 03 establish collaborative relations skill · cross sector
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 14 skills that carry over
- already held advise on conflict management skill
- already held advise on organisational culture skill
- already held advise on personnel management skill
- already held apply conflict management skill
- already held build trust skill
- already held employment law knowledge
- already held ensure gender equality in the workplace skill
- already held gather feedback from employees skill
- already held government policy implementation knowledge
- already held personnel management knowledge
- already held support employability of people with disabilities skill
- already held manage government policy implementation skill
- already held monitor company policy skill
- already held monitor organisation climate skill
10 supplementary skills, helpful but not required
- optional, not held advise on government policy compliance optional
- optional, not held business communication optional
- optional, not held create solutions to problems optional
- optional, not held ensure cross-department cooperation optional
- optional, not held facilitate official agreement optional
- optional, not held inspect government policy compliance optional
- optional, not held maintain relationships with government agencies optional
- optional, not held moderate in negotiations optional
- optional, not held promote inclusion optional
- optional, not held respond to enquiries optional
70 held skills the labour relations officer role does not ask for
- not needed by the target role adapt training to labour market skill
- not needed by the target role administer appointments skill
- not needed by the target role advertising techniques knowledge
- not needed by the target role advise on risk management skill
- not needed by the target role advise on social security benefits skill
- not needed by the target role apply company policies skill
- not needed by the target role apply technical communication skills skill
- not needed by the target role company policies knowledge
- not needed by the target role comply with legal regulations skill
- not needed by the target role consultation knowledge
- not needed by the target role coordinate educational programmes skill
- not needed by the target role coordinate operational activities skill
- not needed by the target role corporate law knowledge
- not needed by the target role corporate social responsibility knowledge
- not needed by the target role create a work atmosphere of continuous improvement skill
- not needed by the target role develop corporate training programmes skill
- not needed by the target role develop employee retention programs skill
- not needed by the target role develop professional network skill
- not needed by the target role develop staff skill
- not needed by the target role develop training programmes skill
- not needed by the target role discharge employees skill
- not needed by the target role ensure information transparency skill
- not needed by the target role evaluate performance of organisational collaborators skill
- not needed by the target role evaluate training skill
- not needed by the target role give constructive feedback skill
- not needed by the target role government social security programmes knowledge
- not needed by the target role hire human resources skill
- not needed by the target role human resource management knowledge
- not needed by the target role human resources department processes knowledge
- not needed by the target role identify necessary human resources skill
- not needed by the target role identify policy breach skill
- not needed by the target role identify with the company's goals skill
- not needed by the target role interview people skill
- not needed by the target role labour law knowledge
- not needed by the target role labour legislation knowledge
- not needed by the target role leadership principles knowledge
- not needed by the target role manage budgets skill
- not needed by the target role manage corporate training programmes skill
- not needed by the target role manage human resources skill
- not needed by the target role manage payroll skill
30 further entries not listed here
1 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- optional, not held business communication optional
Other moves recorded from human resources manager
- equality and inclusion manager 80% covered · adjacent
- pension scheme manager 68% covered · moderate
- public employment service manager 59% covered · moderate
- human resources officer 56% covered · moderate
- corporate training manager 51% covered · substantial
- health and safety inspector 44% covered · moderate
- employment agent 43% covered · substantial
- pensions administrator 41% covered · substantial
How this record was compiled
Both occupations are taken from ESCO, which lists the skills and knowledge each occupation is expected to have and marks every one required or optional. Nothing here is a prediction about hiring, and nothing here knows that a particular employer wants a particular certificate. Treat Table 3 as a starting point for your own research rather than a syllabus. The full method states what these figures can and cannot tell you.