Sr. HR Manager

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)

The Senior HR Manager partners with Olathe site leadership to align people strategy with business growth, operational performance, and workforce needs. This role leads workforce planning, talent development, employee relations, retention, compliance, and the site HR team.

As a site leadership team member, proactively address workforce risks, lead complex employee and labor relations matters, and strengthen accountability, engagement, and organizational effectiveness.

Bring strong business judgment, influence, and hands-on leadership to translate site priorities into measurable HR outcomes.

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, Labor Relations & Performance Management

- Lead employee relations and resolve complex workplace issues fairly, consistently, and in compliance with policy and law.

- Oversee sensitive investigations, documentation, corrective actions, and risk mitigation.

- Manage labor relations, grievances, and collective bargaining agreement administration, where applicable.

- Coach site leaders on performance management, accountability, and consistent application of policies.

2. Talent Acquisition, Workforce Planning & Retention

- Build workforce plans aligned with site growth, production needs, and business priorities.

- Partner with Operations and Talent Acquisition on hourly and salaried hiring priorities and recruiting strategies.

- Drive measurable improvements in retention, turnover, and the employee experience.

- Oversee onboarding, orientation, and temporary workforce programs to improve readiness and stability.

- Use staffing, turnover, and other HR metrics to identify risks and guide action.

3. HR Strategy, Compliance & Operational Excellence

- Execute site HR strategy aligned with business objectives and corporate HR priorities.

- Ensure HR policies, systems, practices, and regulatory compliance are effective and consistent.

- Improve HR processes, service delivery, and operational efficiency.

- Oversee compensation, benefits, leaves, attendance, HR systems, and required reporting.

4. Leadership Development, Talent Management & Organizational Effectiveness

- Lead and develop the Olathe HR team (HR Generalist, Trainer, and Administrator), setting clear expectations and accountability.

- Assess organizational capability and leadership gaps with site leaders.

- Develop frontline supervisor and manager capabilities through coaching and targeted training.

- Lead talent reviews, succession planning, and development of internal talent.

- Oversee onboarding, technical training, cross-training, and workforce skill development.

5. Employee Engagement, Culture & Strategic Business Partnership

- Partner with site leaders to improve engagement, communication, trust, and retention.

- Maintain a visible HR presence on the manufacturing floor and build strong relationships at all levels.

- Translate employee feedback and workforce data into practical improvement plans.

- Hold leaders accountable for measurable progress on engagement action plans.

- Provide actionable HR insights and updates to site and business 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

- Bachelor’s degree required; preferably in industrial or labor relations, business administration, or another related field

- Master’s degree preferred

- 7 years of progressive labor relations/human resources experience required

- Manufacturing experience in union setting required

Preferred Knowledge, Skills, and Abilities

- Senior HR leadership experience supporting a large hourly manufacturing workforce.

- Ability to prioritize and deliver in a fast-paced manufacturing environment.

- Experience with Dayforce or similar HRIS platforms.

- Strong communication, influence, judgment, and discretion.

- Ability to influence and partner with leadership at all levels.

- Visible, approachable, hands-on, and solutions-oriented leadership.

- Bilingual (Spanish)

Travel & Working Environment

- Manufacturing facility environment with regular presence on the production floor.

- Manufacturing Environment requires use of foot, eye and ear protection when in production areas.

- Occasional extended hours may be required to support operational needs.

- M inimal travel (<10%) that includes visits to other facilities, vendors and training.

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.