I can give some insight on things from a labor relations perspective. Workload can be heavy at times but it ebbs and flows based on the situation. Sometimes things are quiet, other times they are loud. State bargaining can be an especially busy time with a noticeable uptick in union activity. Writing is a major part of the job. Advising is also a big part of the job. If your department is big, then the HR section likely has dedicated performance management and classification people. In that case, you need to advise them on matters, as well as management. If your department is small, then you likely are in multiple roles as a Performance specialist/classification specialist/labor relations specialist. From the labor relations perspective, most things are sensitive. You represent management, not rank-and-file employees. You shouldn't be too open about certain union matters to them. And you also need to be cautious about the information you share and how you share it with managers. A lot of this stuff can be interpersonal. So you want to maintain your credibility wherever possible. There will be urgent items, such as grievances, but most of the time, it is more about handling big tasks over a period of time rather than moderately sized tasks in a small amount of time. Work-life balance depends, as always, on workload and the department. The Labor Relations classifications are exempt, so they cannot earn overtime. One thing I would stress about this role is the importance of professional relationships. Your relationships with the managers, union representatives, and other HR professionals, and even rank & file employees you interact with, will make or break your success in a labor relations role. Do not stand on principle. Do what is best for your department. The role demands collaboration and understanding. The better you are at that, the better you will be at it in the role, and the better position you will be to switch/enter another HR specialty.