HR Generalist Human Resources

The Centers•Cleveland, OH

About The Position

At The Centers, meaningful work is grounded in a culture where people feel valued. As a 2026 USA TODAY Top Workplaces winner, the organization is nationally recognized, based entirely on employee feedback, for trust, purpose, and care. This HR Generalist position plays an important role in advancing our mission and supporting the communities we serve. About The Centers The Centers provide health, family, and workforce services at 11 locations throughout Greater Cleveland, creating life-changing solutions for people to lead healthier and more successful lives. We strive to be a service-oriented workplace that pioneers and co-creates solutions while fostering belonging in a community where our team members thrive. Wellbeing and Benefits Providing quality benefits to our staff is important to us. Just as important is our staff’s well-being. That’s why we offer a number of choices to meet the different needs of our staff. Choice of medical and dental plans Health Savings Account Flexible Spending Account for Health and Dependent Care Vision Support for continuing education and credential renewal Life Insurance Retirement Savings (401k) with a company contribution Mental Health Support Employee Assistance Program Calm Subscription Short and Longterm Disability Job Summary The HR Generalist will provide direct HR support to employees and people leaders in designated programs and departments, with a primary emphasis on labor relations, employee relations, compliance, and day-to-day HR operations. The HR Generalist serves as a front-line resource for team members and managers, offering guidance on HR policies, procedures, and employment matters, and ensuring high-quality employee experience. Reporting to the Human Resource Business Partner, the HR Generalist collaborates closely with the broader Human Resource team to deliver integrated HR services that reflect the organization's mission and values. This role carries primary accountability for policy administration, workplace investigations, and CBA compliance within assigned programs, while also supporting performance management, onboarding, data integrity, and employee engagement initiatives.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field required; or demonstrated relevant work experience in lieu of degree.
Two years’ experience in Human Resources Field.
Proficient in Microsoft Office Suite and HRIS software.
Communication: Ability to convey information clearly and effectively, both verbally and in writing. This includes active listening to understanding employee concerns and facilitating open dialogue within the organization.
Commitment to Continuous Improvement and AccountabilityA solid understanding of HR principles, practices, and relevant labor laws to ensure compliance and support effective HR operations.
Sets high standards and strives for continuous improvement; regularly asks for feedback regarding the quality of service; takes action to correct mistakes as they become evident.
Interpersonal Skills: Strong relationship-building skills to foster positive working relationships with employees at all levels. This includes empathy, conflict resolution, and the ability to work collaboratively within a team.
Analytical Thinking: Proficiency in collecting, analyzing, and interpreting HR metrics and data to make data-driven decisions and provide insights to improve HR processes and employee engagement.
Organization and Time Management: skills to manage multiple tasks and prioritize effectively in a fast-paced environment.

Nice To Haves

One year experience in Employee/Labor Relations preferred
PHR or SHRM-CP preferred

Responsibilities

Serve as the primary point of contact for employee concerns, leading investigations and facilitating mediations in accordance with the CBA and organizational policies.
Manage and resolve employee and labor relations issues with fairness, consistency, and compliance
Conduct effective, thorough, and objective investigations into workplace concerns, grievances, and policy violations
Support labor relations activities by drawing on experience and ensuring that the organization executes its obligations under the collective bargaining agreement (CBA)
Interpreting and administer CBA provisions, providing guidance to people leaders on rights and obligations
Actively participate in progressive discipline meetings to address performance issues or policy violations
Assist in resolving conflicts and facilitating discussions between employees and management as necessary
Maintain thorough documentation to support employment decisions and reflect best practices
Ensure compliance with labor laws and internal policies and assist with policy updates as necessary
Serve as a point of contact for employee inquiries and concerns, offering guidance on policies and procedures
Conduct regular check-ins with assigned programs, providing responsive HR support to people leaders and team members
Provide day-to-day performance management guidance to people leaders, including coaching, counseling, career development, and corrective actions
Support the onboarding of new employees to ensure a smooth transition into the organization
Collaborate with the Human Resources Business Partner to address employee safety concerns; in the event of an incident or accident, facilitate the employee's return to work as soon as appropriate
Provide human resource policy guidance and interpretation
Educate and support people leaders in consistent application of HR practices and labor obligations
Actively work to create high-quality employee experience, co-creating this experience with team members at all levels of the organization
Collaborate closely with management and employees to enhance work relationships, boost morale, and increase productivity and retention
Partner with the HR Business Partner to coordinate employee recognition programs, team-building activities, and all-staff events
Support the organization in utilizing the SLII model by providing advice and direction in alignment with its principles
Manage employee information in relevant databases to ensure accuracy, including personal data, compensation, benefits, attendance, and termination information
Assist with completing, reviewing, and approving HRIS action items as directed
Collaborate with the HRIS Analyst to compile reports and seek opportunities for automation and employee self-service
Use PayScale to conduct market compensation reviews, analyze pay data, and support compensation recommendations aligned with internal equity and organizational guidelines.
Assist in facilitating open enrollment for wellness benefits
Support the performance management process by collecting and analyzing performance data to identify trends and recommend improvements
Provide ongoing support for the SLII model and promote self-leadership among team members and people leaders
Attend training sessions and seminars to stay updated on Human Resources laws, regulations, and trends
Serve on various committees and teams
Participate in providing training to people leaders and employee groups on labor relations and HR topics
Participate in various HR projects as assigned
Other duties as assigned