Human Resources Manager

Building People that Build the World.

With platforms in HVAC and Detection and Measurement, SPX Technologies builds innovative solutions that enable a safer, more efficient, sustainable world. Through our RiSE talent development framework, we Reach, Identify, Strengthen, and Engage our employees to support them in their continued development. We're a global company of problem solvers, collaborators, and innovators, and our businesses build solutions that impact the world.

This opportunity is for our Electric Heat business. Electric Heat is a trusted leader in electric heating and ventilation solutions for commercial, industrial, and residential applications. Backed by the strength of ASPEQ Heating Group and Marley Engineered Products, we offer a wide range of standard and customized products through leading brands like QMark, Indeeco, Berko, and Brasch.

Our portfolio includes baseboard, wall, unit, and infrared heaters, along with ceiling fans and air circulators - designed to deliver comfort, reliability, and performance. We are committed to high-quality, energy-efficient solutions that improve environments where people live and work.

How you will make an Impact (Job Summary)

SPX is a diverse team of unique individuals who all make an impact. As the HR Manager, you will provide hands-on HR leadership and business partnership across two growing manufacturing facilities in Cuba and Pacific, Missouri, supporting approximately 250 employees. This role is accountable for positive employee relations, sound investigations and policy application, workforce planning, supervisor coaching, accurate HR operations, and employee engagement. You will maintain a visible presence with employees across shifts, respectfully challenge and advise plant leadership, and lead an HR Coordinator while partnering proactively with a remotely based HR Director and HR Function.

What you can expect in this role (Job Responsibilities)

While each day brings new opportunities at SPX, your core responsibilities will be:

1. Employee Relations & Manufacturing Partnership

• Build trusted relationships through regular shop-floor presence, accessible HR support, and communication with employees and leaders across shifts at both plants.
• Own employee relations matters, including safety-related conduct, by conducting objective investigations, documenting findings, assessing risk and consistency, and recommending or administering appropriate corrective action within company guidelines.
• Coach and respectfully challenge plant managers and supervisors on employee concerns, performance, attendance, documentation, discipline, and consistent policy application to strengthen their leadership effectiveness.
• Proactively identify employee sentiment, workplace concerns, and workforce risks; lead employee relations, engagement, recognition, and feedback activities that strengthen trust and accountability.
• Maintain compliance with applicable employment and labor laws (including EEO, FLSA, FMLA, ADA and relevant workplace requirements), while respecting employees' rights under labor law.

1. HR Operations, Accuracy & Team Leadership

• Lead, coach, develop, and hold an HR Coordinator accountable for assigned administrative processes; provide direction to temporary HR interns as assigned.
• Own the timeliness and accuracy of employee data, job changes, compensation actions, and submissions to Corporate HR Shared Services.
• Oversee and validate biweekly time and attendance and payroll reviews; understand underlying pay rules, investigate exceptions, and coordinate resolution with plant leaders and Corporate Payroll before processing.
• Ensure accurate and timely onboarding and employee communications.
• Maintain reliable documentation, process controls, follow-through, and deadlines; identify and correct errors and recurring root causes, and improve HR processes, data integrity, and reporting through effective use of HR systems and digital tools.
• Apply sound judgment to prioritize and escalate issues; operate independently while keeping the HR Director informed of significant risks, decisions, and progress.

1. Workforce Planning, Talent & Leadership Development

• Partner with plant leadership on proactive headcount planning, hourly and professional staffing needs, recruiting priorities, retention, and workforce readiness as operations grow.
• Lead site execution of performance reviews, annual merit planning, talent reviews, succession plans, and employee development initiatives.
• Use headcount, turnover, attendance, hiring, and engagement metrics to identify trends, communicate insights, and recommend practical actions.

1. Safety, Employee Health & Compliance

• Partner with EHS and plant leadership to promote a strong safety culture, reinforce safe work practices and accountability, and participate in site safety committees and initiatives.
• Manage the HR-related aspects of workplace incidents, including post-incident and reasonable suspicion drug and alcohol testing, ensuring compliance with company policies and applicable regulations.
• Lead the interactive accommodation process, including ADA accommodations, medical restrictions, leave coordination, and return-to-work planning, in partnership with EHS and plant leadership.

What we are looking for (Experience, Knowledge, Skills, Abilities, Education)

We each bring something to the table, and we are looking for someone who has:

Required Experience

• 7+ years of progressively responsible human resources experience, including meaningful hands-on experience supporting manufacturing or comparable industrial, shift-based operations.
• Demonstrated employee relations experience, including independent investigations, objective documentation, disciplinary recommendations, and practical employment-law judgment.
• Ability to form credible partnerships with plant leaders, respectfully challenge decisions, recommend solutions, and appropriately engage senior HR leadership.
• Exceptional accuracy, attention to detail, organization, and follow-through in deadline-driven HR operations; experience with HRIS data and timekeeping/payroll review processes.
• Proactive, clear written and verbal communication, sound prioritization, and the judgment to escalate sensitive or material matters early.
• Experience supervising, coaching, and developing HR team members.
• Ability to interpret workforce metrics, identify trends, and communicate practical recommendations to leaders.
• Working knowledge of manufacturing safety practices and HR responsibilities related to OSHA, drug and alcohol testing, reasonable suspicion, ADA accommodations, workers' compensation, and return-to-work programs.

Preferred Experience, Knowledge, Skills, and Abilities

• Advanced Microsoft Excel skills, including pivot tables, VLOOKUP/XLOOKUP, reconciliations, and workforce-data analysis.
• Experience improving HR processes using HR technology, automation, or approved AI-enabled tools.
• Experience supporting multi-site HR operations, employee engagement initiatives, and organizational change.
• Experience with formal talent reviews, succession planning, and supervisor development.

Education & Certifications

• Bachelor’s degree in human resources or related field, or equivalent experience.
• PHR/SPHR/GPHR or SHRM-CP/SHRM-SCP certification preferred.

Travel & Working Environment

• Regular onsite presence at both Cuba and Pacific, Missouri manufacturing facilities, including flexibility to connect with employees across multiple shifts.
• Work in office and production environments; occasional additional travel to corporate or other business locations (generally less than 10%).

How we live our culture

Our culture is at the center of what we do and, more importantly, who we are. Our core values set a standard for how we manage ourselves, and our Leadership Model sets the standard for how we engage with each other. Whether you are an individual contributor or you lead a large team, each of us leads at SPX.

What benefits do we offer?

We know that the well-being of our employees is integral. Our benefits include:

• Generous and flexible paid time off including paid personal time off, caregiver, parental, and volunteer leave
• Competitive health insurance plans and 401(k) match, with benefits starting day one
• Competitive and performance-based compensation packages and bonus plans
• Educational assistance, leadership development programs, and recognition programs

Our commitment to embrace diversity to build a culture of inclusion at SPX

We value different backgrounds, experiences, and voices at SPX, and we are committed to challenging ourselves, openly communicating, and striving to improve every day. We believe in creating an inclusive work environment where everyone has a voice and is encouraged to realize their fullest potential.

SPX is an affirmative action and equal opportunity employer committed to making selection decisions without regard to race, color, religion, sex, sexual orientation or identity, national origin, age, disability, veteran status, or any other legally protected basis.