HR Business Partner

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 HVAC Cooling, SPX Cooling Technologies is a leader in high quality industrial HVAC equipment used to cool large facilities like hospitals, data centers, and power plants. With cooling towers, fans, and refrigeration units, companies rely on brands like Marley, Recold, and SGS to provide comfort and mission critical and industrial cooling solutions.

How you will make an Impact (Job Summary)

SPX is a diverse team of unique individuals who all make an impact. As a Human Resources Business Partner, you will serve as a trusted advisor to construction leadership and employees, providing strategic and hands-on Human Resources support for geographically dispersed field construction operations, including both union and non-union workforces. This role partners closely with Construction, Operations, Safety, and Human Resources leadership to align workforce strategies with business objectives while supporting employee relations, labor relations, staffing, compliance, performance management, and employee engagement.

You will provide HR guidance and support throughout the field employee lifecycle, including recruitment, onboarding, workforce planning, employee development, and resolution of employee and labor relations matters. The role will also support the administration of collective bargaining agreements, consistent application of company policies, and compliance with applicable employment and labor laws while addressing the unique challenges associated with project-based construction operations.

Success in this role requires strong business partnership, sound judgment, labor and employee relations experience, and the ability to build effective relationships with field leadership and employees across multiple locations. This position will play an important role in strengthening HR processes, improving workforce effectiveness, and supporting safe, compliant, and productive construction operations.

What you can expect in this role (Job Responsibilities)

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

1. Strategic HR Partnership & Field Workforce Support

• Partner with Construction and Operations leadership to align HR strategies, staffing plans, and workforce initiatives with project schedules, business priorities, and operational requirements.
• Provide HR guidance and coaching to construction managers, superintendents, and field leaders on employee relations, performance management, leadership effectiveness, and workforce issues.
• Support workforce planning, recruitment, onboarding, employee movement between projects, and retention efforts for geographically dispersed field construction employees.
• Collaborate with Construction, Safety, Payroll, Benefits, and other functions to ensure effective coordination and delivery of HR services to field employees.

1. Labor Relations, Employee Relations & Compliance

• Serve as a primary HR resource for employee and labor relations matters involving both union and non-union field construction employees, including investigations, disciplinary actions, conflict resolution, and performance concerns.
• Support administration and consistent application of collective bargaining agreements, including interpretation of contract provisions, grievance resolution, and coordination with Labor Relations and Legal as appropriate.
• Provide guidance to field leadership regarding employment laws, labor regulations, company policies, and applicable requirements affecting construction operations.
• Partner with Construction and Safety leadership to support compliance initiatives, employee training, and the consistent application of workplace policies and practices across field locations.

1. Talent Management, Engagement & Employee Development

• Generate Coordinate with Talent Acquisition and construction leadership to identify staffing needs and support recruiting, hiring, onboarding, and retention of qualified field employees.
• Support performance management, employee development, training, and succession planning initiatives for field construction leadership and employees.
• Build relationships with field employees and leadership to identify workforce concerns, improve communication, and strengthen employee engagement.
• Support employee transitions, project assignments, and other workforce changes associated with fluctuating construction schedules and business demands.

1. HR Operations, Analytics & Continuous Improvement

• Support administration of HR programs and processes related to compensation, benefits, employee records, workforce changes, and other field employee needs.
• Analyze workforce metrics, including staffing levels, turnover, retention, labor trends, and employee relations activity, to identify risks and recommend improvements.
• Identify opportunities to standardize and improve HR processes, communication, and service delivery across union and non-union field construction operations.
• Lead or participate in HR projects and continuous improvement initiatives that strengthen workforce effectiveness, employee experience, compliance, and operational efficiency.

What we are looking for (Required/Ideal Experience, Skills, Education)

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

Required Experience & Skills

• 3-5 years of progressive Human Resources experience, including employee relations, labor relations, workforce planning, or HR business partnership responsibilities.
• Experience supporting union and non-union employee populations, including knowledge of collective bargaining agreements and labor relations practices.
• Working knowledge of federal and state employment laws, labor regulations, and HR compliance requirements.
• Demonstrated ability to partner with operational leaders and provide practical HR guidance in a fast-paced, field-based or multi-site environment.
• Strong employee relations, investigation, conflict resolution, and problem-solving skills.
• Strong interpersonal and communication skills with the ability to build trust and influence employees and leaders at all organizational levels.
• Ability to manage multiple priorities, maintain confidentiality, and exercise sound judgment in sensitive employee matters.

Ideal Experience & Skills

• Experience supporting construction, industrial services, field operations, manufacturing, or other geographically dispersed workforces.
• Experience administering collective bargaining agreements and supporting grievance resolution, labor negotiations, or other labor relations activities.
• Familiarity with project-based staffing, workforce mobilization, and fluctuating labor requirements associated with construction operations.
• Experience partnering with field supervisors, superintendents, and operational leadership.
• Knowledge of HRIS systems, workforce reporting, and HR analytics.
• Experience supporting organizational change, employee engagement, and continuous improvement initiatives.

Education & Certifications

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
• Additional training or experience in labor relations and employment law beneficial.

Travel & Working Environment

• Monday – Friday; Hybrid work schedule available after satisfactory completion of probationary period.
• Combination of office-based and field construction environments, with regular interaction with geographically dispersed employees and leadership.
• Travel to construction project sites and other business locations as required to support workforce needs, employee relations matters, and operational priorities.
• May occasionally require work outside normal business hours to support field employees, construction schedules, or time-sensitive employee matters.
• May be exposed to outdoor conditions, excessive heat, noise, inclement weather, and other construction-site conditions during field visits.
• Ability to safely navigate construction environments and comply with applicable site safety requirements.
• Ability to manage multiple priorities and communicate effectively with employees and leadership across various locations.
• Lifting 10-30 pounds.
• Keyboarding/typing.
• Ability to read effectively from a computer screen and/or a paper copy.
• Ability to handle a large volume of work and perform multiples tasks in a fast-paced environment.
• Ability to communicate effectively verbally.

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.