Human Resources Generalist III

$79,460 - $95,352/Yr

Inogen - Plano, TX

Full-time - Mid Level

Plano, TX

Miscellaneous Manufacturing

About the position

The Human Resources Generalist III at Inogen plays a pivotal role in supporting various critical human resources functions within the organization. This position encompasses responsibilities related to employee and labor relations, health and safety, compensation, reward and recognition, and the administration of HR systems and associate records. The HR Generalist serves as the primary point of contact for HR-related inquiries, ensuring effective communication across all business areas. This role is essential in facilitating and communicating HR policies and programs while ensuring compliance with labor laws, regulations, and SOX requirements. In this capacity, the HR Generalist III will oversee vendors that provide supplemental HR processes and services, evaluating vendor partnerships and agreements as necessary. The position also involves updating and maintaining department SOX narratives and SOP documents for internal and external audits, identifying corrective actions as needed. The Generalist will provide advanced reporting and analytical support regarding compensation and pay equity trends, and will support the escalation of sensitive or complex employment-related matters that require additional review or coordination with the Legal team or outside counsel. The HR Generalist III will work autonomously to support HR functions and may take on a lead role for those in the Generalist I and II positions. This role requires a strong work ethic, a commitment to quality and efficiency, and the ability to handle confidential information with discretion and sound judgment. The ideal candidate will possess considerable knowledge of human resources principles and practices, as well as a general understanding of employment laws and regulations. Strong customer service skills and the ability to interface effectively with various departments and levels within the company are also essential.

Responsibilities

• Provides support and partnership to all business units and works closely with HR Business Partners and HR COE leads.
• Serves as the main point of contact for HR-related inquiries and requests.
• Administers various human resources procedures and assists in the development and implementation of policies, including the employee handbook and other internal procedures.
• Supports workforce administration processes and data input in the HRIS, such as terminations, transfers, management assignment changes, and updates to personal data.
• Delivers and maintains associate onboarding and offboarding activities, including leading weekly new hire orientation.
• Assists with job description review and market pricing activities.
• Maintains compliance with federal, state, and local employment laws, regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Oversees annual filing requirements including affirmative action program, EEO-1 reporting, and maintenance of other required records, reports, and logs to conform to EEO regulations.
• Processes centralized employment requests including unemployment claims, correspondence notices, employment verifications, and language assessments.
• Assists with administering the company reward and recognition program.
• Maintains regular and punctual attendance and complies with all company policies and procedures.
• Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Conducts employee relations investigations and exit interviewing in conjunction with HR Business Partner and other functional leaders.
• Assists in updating department SOX narratives and provides support for internal and external audits.
• Serves as main point of contact for the implementation, maintenance, and evaluation of the HRIS System.
• Oversees market pricing and job slotting within compensation tool and maintains job/position code databases within the HRIS.
• Coordinates company reward and recognition program, including system maintenance, program initiatives, and communications.
• Administers company's Workers Compensation Program, including claims support, associate communications, and vendor management.
• Oversees vendors that provide supplemental HR processes and services and may evaluate vendor partnerships and agreements as needed.
• Responsible for updating and maintaining department SOX narratives and SOP documents for internal/external audits, identifying corrective actions as needed.
• Provides advanced reporting and analytical support regarding compensation and pay equity trends.
• Supports escalation of sensitive or complex employment-related matters and investigations that require additional review and/or coordination with the Legal team or outside counsel.

Requirements

• Bachelor's degree in business with an emphasis in Human Resources, Organization Behavior, Industrial Psychology, or related field, required.
• 5+ years of Human Resources experience in a corporate and/or manufacturing operations environment, required.
• Advanced knowledge/proficiency in Microsoft Office and HR systems, required.
• Professional in Human Resources (PHR) Certification, preferred.
• A combination of training, education and experience that is equivalent to the qualifications listed above and provides the required knowledge, skills, and abilities.

Nice-to-haves

• Experience in conducting employee relations investigations and exit interviews.
• Knowledge of Workers Compensation Program administration.
• Experience with HRIS implementation and maintenance.

Benefits

• Competitive salary range of $79,459.85 - $95,351.82 per year.
• Comprehensive health insurance coverage.
• 401(k) retirement savings plan with company matching contributions.
• Paid time off and holidays.
• Professional development opportunities and support for continuing education.