Arbeitsmarktmanager/Arbeitsmarktmanagerin

Information about this profession can be found in official announcements of the Federal Employment Agency (Bundesagentur für Arbeit) (ANBA), the film 'Arbeitsmarktmanagement - Duales Studium,' and 'Career at BA: Duales Studium 'Arbeitsmarktmanagement'.' Various other information and research sources are also available, such as the journal 'ARBEIT. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik,' the Berufsbildungsforschungsnetz, the bibliography 'Berufsbildungsforschung: multidisziplinär - praxisorientiert - evidenzbasiert,' Bildungsmonitor 2025, BQ-Portal, BWP, Journal for Labour Market Research, Neue Zeitschrift für Sozialrecht (NZS), NZA, IAB publications, Servicestelle SGB II, and Whatchadowir-sind-bund.de.

To be successful in this field, it is important to have an interest in social-advisory, administrative-organizational, and commercial-organizational activities. Social-advisory tasks include informing job seekers about placement opportunities, advising employers on personnel acquisition, and supporting job/training seekers. Administrative-organizational activities involve processing applications for unemployment benefits or Bürgergeld (citizen's allowance) and managing file systems. Commercial-organizational activities include tasks such as managing the staffing plan of an Employment Agency (Agentur für Arbeit).

Arbeitsmarktmanager/Arbeitsmarktmanagerinnen primarily work in offices, meeting rooms, and during field assignments, for example, in seminar rooms.

Core competencies acquired or deepened during this university degree (Studium) include labor promotion law, labor law, job placement, training promotion law, training placement, occupational knowledge, applicant selection and assessment, customer consulting and support, processing benefit cases, personnel recruitment, and personnel administration. Additionally, other competencies such as labor market policy, vocational rehabilitation, career counseling, decision making, case management, controlling, research, mediation, personnel planning, research and information gathering, rehabilitation, social law, social insurance law, statistics, and VerBIS (the placement, counseling, and information system of the Federal Employment Agency) can also be important for this profession. The 'Personnel Groups' competency group also covers relevant skills and knowledge.

The ongoing digitalization of the working and professional world can change task areas and requirement profiles for Arbeitsmarktmanager/Arbeitsmarktmanagerinnen. This may offer opportunities to engage with technologies, procedures, or systems such as document management systems (DMS) for digitally documenting, managing, and transmitting customer data, counseling, and placement processes; e-files (E-Akte) for digitizing and archiving official correspondence; Electronic Identification (eID) for advising customers on electronic administrative processes; Enterprise Resource Planning (ERP) systems for planning and controlling workflows in finance and accounting; and form management systems for electronically managing applications for labor promotion benefits.

Arbeitsmarktmanager/Arbeitsmarktmanagerinnen bear responsibility for the placement, counseling, and integration of employee clients, as well as the counseling and support of employer clients, and for granting labor promotion benefits to employees and employers. When conducting company visits, inquiring about vacancies, or recruiting employee clients, they demonstrate persuasiveness, persistence, and negotiation skills. With communicative skill and empathy for personal problems, they quickly adapt to constantly new clients; as service providers for colleagues, they also adapt to internal clients. They work in a service-oriented and responsible manner, observe legal regulations, and treat the personal data of clients and colleagues confidentially. Data protection, data management, and data quality are paramount. They usually work in an office with a computer, telephone, and email. Their work environment may vary depending on their focus.

Labor market managers can establish or take over their own companies in the field of employment services or career counseling.

Example gross basic salary after completing a bachelor's degree (monthly): 4,099 €. Source: Collective Agreement for Employees of the Federal Employment Agency (TV-BA). This information is for orientation purposes only and no claims can be derived from it.

Social insurance (specifically labor promotion in employment agencies according to Social Code III (SGB III)), public administration (specifically in job centers according to Social Code II (SGB II)), and other services for businesses and private households (e.g., private employment agencies and career counselors).

Those who wish to work in this profession generally need a completed bachelor's degree (grundständig) in labor market management. Leadership positions or specialized tasks usually require a master's degree (Masterstudium). Activities in science and research often require a doctorate (Promotion) or habilitation (Habilitation).

Labor Market Management (bachelor's)

Labor market managers can find employment in employment agencies, joint institutions (Jobcenters), and in private employment services and career counseling.

Labour Market Manager (m/f). Also common job title/synonym: Employment Advisor. Job title in English: Placement officer (m/f).

Some characteristics of work and social behavior are equally relevant for all professions and are therefore not mentioned separately. These include: reliability, punctuality, honesty, ability to criticize, and appropriate manners. In addition, the following job-specific characteristics are required to practice this profession: Willingness to perform and commitment (e.g., willingness to actively and energetically integrate even hard-to-place job seekers into the labour market), perseverance/determination (e.g., persistently acquiring training and job positions from employers despite repeated rejections), conscientiousness (e.g., precisely checking complex applications for labour market promotion benefits), independent working style (e.g., independently initiating measures for integration or reintegration into the labour market), discretion (e.g., adhering to data protection and handling information about employees confidentially).

Labour Market Managers mediate, advise, integrate employees and support employers, for example, in personnel recruitment. They process applications for labour market promotion benefits and take on tasks in human resources, controlling, or data preparation.

Federal Employment Agency (Agentur für Arbeit) local offices, Interamt.de, service.bund.de, Stellenblatt.de.

Federal Employment Agency (Bundesagentur für Arbeit) - Central Office, dvb German Association for Educational and Vocational Guidance e.V. - Office, ver.di - United Services Union.

Responsibility for people (e.g., placing job seekers in suitable positions, providing colleagues with individual information about their employment or training), responsibility for assets (processing applications for labour market promotion benefits according to Social Code (SGB) III and SGB II, working based on the personnel budget), customer contact (e.g., advising job seekers, acquiring job and training positions from employers, informing and advising colleagues on personnel matters), dealing with people facing problems (handling customers in difficult life situations), screen work (e.g., administrative tasks on the PC, but also researching job offers in job portals and databases on the internet and intranet), adherence to various regulations and legal requirements (providing information on legal provisions and applicable laws, e.g., SGB III and SGB II, collective agreements, Federal Civil Servants Act, Federal Holiday Act), office work.

Labor Market Managers can work in various fields such as education and career counseling, and human resources services. These fields include positions like education counselor, career counselor, case manager, and employment agent.

Working materials include applications for employment promotion benefits, legal regulations such as the Social Security Code (SGB) III and SGB II, and informational materials on education, careers, and the labor market. Additionally, data and data management systems like labor market data, customer data, and job postings, along with office equipment such as PCs, internet access, and telephones, are used.

Labor Market Managers work in employment agencies (Agenturen für Arbeit) and joint institutions like Jobcenters. They advise and place job and Ausbildung (vocational training) seekers, initiate measures for integration or reintegration into the workforce, and acquire job and Ausbildung positions. They also support employers, for example, with recruitment. Labor Market Managers decide on employment promotion benefits according to the Social Security Code (SGB) III and SGB II (including unemployment benefits and citizen's income) and provide legal information. In the area of organizational management/staffing plan, they deal with human resource management and maintain organizational data. If they are employed in internal services, they participate in personnel policy measures, occupational and data protection, or in controlling and finance. They support organizational steering across all strategic business areas.

Adaptation training helps to keep professional knowledge up-to-date and adapt it to new developments (e.g., in the areas of social law, labor law, social counseling and coaching, personnel planning and development).

Bachelor graduates can expand their career opportunities through further studies, for example, in subjects such as labor market-oriented counseling, human resource management and services, or administrative management, public management. A doctorate is usually required for an academic career at a university; an Habilitation (postdoctoral qualification) is typically needed for appointment as a university professor. A doctorate may also facilitate access to senior professional positions in the private sector, research, and public administration.

Counseling and Support: Inform about current developments in various industries and professions, provide qualified information on labor market requirements and individual placement prospects, advise and support adult and young job seekers, advise and support employers on recruitment issues, provide information on service offerings and funding opportunities. Acquisition, Placement, Integration: Professional and active acquisition of Ausbildung and job positions, placement and integration of Ausbildung and job seekers, initiation of measures for integration and reintegration into the workforce, searching for suitable job offers. Rights and Benefits: Provide information on legal provisions and applicable laws, process and decide on applications for employment promotion benefits according to the Social Security Code (SGB) III and SGB II (e.g., unemployment benefits and citizen's income). Administration and Organization: Perform activities in controlling and finance or human resources.

The following additional employment alternatives are available for the profession of Arbeitsmarktmanager/in: In the field of Human Resources: Business Administrator (university) for Human Resources Management, Head of Human Resources, Human Resources Developer, Education Manager. Commonalities: Advising employers on HR matters, assessing individual further training needs and organizing training measures, cooperating with social security providers, associations, and employers. In the field of Personnel Services: Personnel Disponent, Personnel Consultant. Commonality: Selecting, assessing, and placing personnel. Note: The mentioned job alternatives may require a longer induction period or additional training.

What does an Arbeitsmarktmanager/Arbeitsmarktmanagerin do? They mediate, advise, integrate employees, and support employers, for example, in personnel recruitment. They process applications for benefits for employment promotion and take on tasks in human resources, controlling, or data preparation. Main tasks: They mediate and integrate employees into education and employment. Additionally, they advise and support employers, for example, on issues of personnel recruitment. They process services for active employment promotion and decide on applications for active and passive employment promotion. In the HR area, they advise colleagues on employment and employee or civil servant relationships. In the field of controlling and finance, they prepare and provide data, for example, on the services of the Bundesagentur für Arbeit (Federal Employment Agency). Diverse application possibilities exist.

The following abilities, knowledge, and skills are required for performing possible activities in this study profession. Abilities: Numerical (calculating) thinking (e.g., creating cost and results analyses within SGB III (Social Code Book Three)), verbal (linguistic) thinking (e.g., analyzing and developing consulting processes; advising employee and employer clients), memory (e.g., memory for names and faces), adaptability (e.g., quick and spontaneous changes between different clients and contact persons under time pressure, with only short preparation time and frequent interruptions), commercial aptitude (e.g., developing personnel strategies; working with staffing and financing plans), planning and organizing ability (e.g., planning, organizing, and conducting recruitment procedures), pedagogical skill (e.g., training employees; conducting group events). Knowledge and skills.

Social Code Book (SGB) Third Book (III) - Employment Promotion - (Article 1 of the Law of 24.03.1997, BGBl. I S. 594, 595), last amended by Article 2 of the Law of 16.04.2026 (BGBl. 2026 I Nr. 107). Social Code Book (SGB) Second Book (II) - Citizen's Income, Basic Security for Job Seekers - (Article 1 of the Law of 24.12.2003, BGBl. I S. 2954) in the version of the announcement of 13.05.2011 (BGBl. I S. 850, corr. S. 2094), last amended by Article 1a of the Law of 16.04.2026 (BGBl. 2026 I Nr. 107). Social Code Book (SGB) Ninth Book (IX) - Rehabilitation and Participation of People with Disabilities - (Article 1 of the Law of 23.12.2016, BGBl. I S. 3234), last amended by Article 13 of the Law of 16.01.2026 (BGBl. 2026 I Nr. 14).

The exercise of the profession may involve the following physical requirements. This information does not necessarily apply to every activity profile or every professional application possibility. Undisturbed speech ability (e.g., informing job seekers about placement opportunities), near vision - even corrected (e.g., performing administrative tasks on the computer; researching job offers in job boards and databases on the internet and intranet), hearing and speech comprehension (e.g., understanding questions from job seekers and employers). Note: This information does not form a basis for legal action and is not to be understood in the sense of a medical suitability assessment. The actual physical suitability or unsuitability must always be determined on a case-by-case basis and taking into account possible reasonable accommodations.

The following lists professions or activities that show similarities to the original profession. These professions represent a possible alternative for applicants who cannot find a vacant position in their learned profession. Furthermore, employers can consider specialists in these professions as alternatives for filling a job in the original profession. Some alternative professions only comprise partial activities of the original profession, others require an induction period, which can vary in length in individual cases. The following immediate employment and staffing alternatives are available for the profession of Arbeitsmarktmanager/in: Job and staffing alternatives for partial activities and professional application possibilities (with/without induction): Employment Agent, Training Advisor, Career Advisor, Education and Study Advisor, Case Manager. A list of all possible degrees of relatedness.

The profession of Arbeitsmarktmanager/Arbeitsmarktmanagerin is not regulated. No professional recognition is necessary to work in this profession with a qualification acquired abroad. However, there is the possibility to apply for an individual certificate evaluation for foreign university degrees through the Zentralstelle für ausländisches Bildungswesen (ZAB). This can be helpful for applications in the German labor market. Further information on living and working in Germany: Hotline Arbeiten und Leben in Deutschland (central information hotline of the Federal Office for Migration and Refugees (BAMF) and the Federal Employment Agency (BA)), Für Menschen aus dem Ausland (an information service of the Federal Employment Agency for people from abroad), Zentrale Auslands- und Fachvermittlung der Bundesagentur für Arbeit (Central International and Specialist Placement Office of the Federal Employment Agency), Make it in Germany (the welcome portal of the skilled labor initiative for international professionals).

The following health limitations could lead to problems when performing this profession. The information does not necessarily apply to every job profile or every possible professional application. Increasingly, there are also ways to compensate for limitations, for example, through technical aids. Speech impediment, speech defect (e.g., informing job seekers about placement opportunities); uncorrectable visual impairment for close proximity (e.g., performing administrative tasks on the computer; researching job offers in online job boards and databases); hearing impairment, hard of hearing, deafness, hearing disorder, chronic ear conditions (e.g., understanding questions from job seekers and employers). Note: This information does not form a basis for legal action and should not be understood as a medical suitability assessment. Actual physical suitability or unsuitability must always be assessed on a case-by-case basis and taking into account possible circumstances.

The following alternative occupations are available for the profession of Arbeitsmarktmanager/in from an employer's perspective: In the field of human resources, Human Resources Developer or Business Economist (university degree) for Human Resources Management. Similarities: Advising employers on HR matters, assessing individual training needs and organizing training measures, cooperating with social security providers, associations, and employers. In the field of personnel services, Personnel Consultant or Personnel Disponent (staffing planner) are also alternatives. Similarity: Selecting, evaluating, and placing personnel. Note: The mentioned alternative occupations may require an induction period, which can vary in length depending on the individual case.