Sr. HR Generalist

Building the 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. 

 

As part of Detection and Measurement, CUES is the world’s leading developer of water, wastewater, and storm water inspection equipment.   With CCTV cameras, pre-built vehicles, and software for pipeline inspection and rehabilitation, we improve the safety and reliability of our water infrastructure systems.

 

How you will make an Impact (Job Summary)

SPX is a diverse team of unique individuals who all make an impact. As the Senior Human Resources Generalist for the CUES business, you will be the first point of contact for local leaders and employees, serving as a valued resource in driving implementation of HR processes and initiatives to meet business objectives and develop an efficient, engaged, and inclusive workforce.

This is a hands-on position that supports the manufacturing plant and leadership with a focus on employee relations, performance management, recruiting, and continuous improvement.

 

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

• Serving as the primary contact in addressing day-to-day HR related issues such as performance management, benefits questions, attendance, payroll, and other workplace concerns; escalating complex issues as appropriate.
• Providing guidance and coaching to managers and employees with a focus on performance management, employee engagement, career development, recruiting and retention.
• Ensuring compliance with HR policies, including employee disciplinary and completing workplace investigations, as appropriate.

 

2. Recruiting & Performance Management: 

• Supporting the full scope of the employee life cycle including: resource planning, partnering with Corporate recruiting team, and completing onboarding / offboarding.
• Analyzing compensation information to inform candidate offers and annual compensation reviews for new and existing employees
• Managing and supporting temporary agency staffing, performance and relationships. 
• Facilitating or coordinating training on performance management, leadership development, pay planning, new employee orientation, compliance, etc.
• Implementing projects locally and for remotely located employees that support the global SPX Human Resources strategy.
• Coordinating, supporting and monitoring employee performance reviews at mid-year and end-of-year cycles for target completion. 
• Creating and executing plans to continuously improve talent sourcing and skill development by providing business intelligence, and proactively driving workforce analysis & diversity initiatives.

 

3. System & Compliance

• Maintaining strong understanding of the changing landscape within the labor market, employment law, and other HR functional disciplines. Proactively engages in development opportunities and stays current on innovations in HR practices through benchmarking, networking and research/publications.
• Supporting the HR systems such as Ceridian Dayforce, Success Factors, and other systems by coordinating the collection of information, inputting information, and running/auditing reports.  
• Managing attendance tracking system and administer attendance policy. 
• Serving as site Benefit contact including disability and FMLA inquiries.
• Providing direction and support for all regulatory requirements including EEO, FLSA, OSHA, FMLA, ADA, and corporate compliance guidelines. 
• Supporting annual HR processes such as pay planning, AAP reporting, system data audits, etc.

 

4. Continuous Improvement

• Acting as an advocate for the continuous improvement and safety culture.

• Proactively identify risks, opportunities, and potential solutions that enable the business for improvement and growth. 
• Providing HR and business metrics for monthly / quarterly reporting. 
• Participating in other projects as assigned that relate to the overall goals of the HR department and organization. 

 

 

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

• 5 – 7 years HR G