Human Resources Development Jobs in Chicago, IL (NOW HIRING)

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. 

How you will make an Impact (Job Summary)

SPX is a diverse team of unique individuals who all make an impact.  As the HR Director, you will have the opportunity to drive the strategic planning, tactical management, and effective implementation of HR strategy, programs, and processes that support business priorities for the designated businesses.   The HR Director supports four locations with a significant focus on talent, employee engagement, organizational design, employee relations, performance management, compensation, and continuous improvement.  The HR Director is an essential member of the business leadership and global HR leadership teams, partnering to meet strategic and financial objectives of the business and develop an efficient, engaged, and inclusive workforce.    The successful HR Director will be a strong change leader and influencer, possessing extensive knowledge of the HR field, employment laws and compliance, and business literacy.  

What you can expect in this role (Job Responsibilities)

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

1. Business Partnership

• Understand key business drivers and challenges to provide HR business partner support to leaders to proactively identify risks, opportunities, and potential solutions that enable the business to deliver on long-term and short-term commitments 
• Align human resources with business strategic objectives and corporate HR objectives
• Effectively implement HR initiatives and programs (communications, employee engagement, learning & development, compensation & benefits) across the business
• Foster a culture of accountability and engagement to ensure the business has the right talent at the right time and place
• Use business knowledge, trend reporting, and data to provide solutions that align with business goals
• Manage key HR metrics, including turnover, time to fill, succession depth, and project completion rate
• Lead key HR projects and continuously improving HR processes
• Contribute to merger & acquisition activity to include due diligence and integration

1. Talent and Organizational Development

• Select, retain, and develop the right talent and capacities, ensuring professional and hourly staffing needs are met through creative, proactive, and effective attraction and retention processes and program
• Direct and support employee career development and recognition programs
• Partner with leaders to identify and implement training programs aligned with development needs and linked to business strategy
• Oversee performance management process to identify key talent, succession planning and talent action plans
• Maintain and administer a total rewards process that directly ties compensation to performance; manage annual pay planning process, including analysis of budget & other relevant criteria
• Effectively analyze and recommend organizational capabilities to support the delivery of the business strategy

1. Employee and Labor Relations

• Continually improve employee relations through proactive identification of workplace issues, appropriate policy development and implementation, and employee engagement
• Provide direction and/or support for all regulatory requirements including EEO, FLSA, OSHA, FMLA, ADA, and corporate compliance guidelines

1. Change Management and Continuous Improvement

• Champion new initiatives and act as a catalyst for change
• Support the development, execution, and implementation of digital solutions and more streamlined HR processes to drive continuous improvement and efficiency
• Build case for why change matters, overcome resistance to change, engage key stakeholders and drive processes to sustain change
• Participate in other projects as assigned that relate to the overall goals of the 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 

• At least 10 years of experience in progressively responsible HR leadership roles
• At least 7 years of management experience, with 5+ years on in a HR leadership role
• Experience in a global and/or technical project-based business preferred

Preferred Experience, Knowledge, Skills, and Abilities

• Demonstrated capability in core HR areas (employee relations, compensation, talent management, engagement, organizational design)
• Proven ability to speak with data and build businesses cases in oral and written form
• Proven ability to build effective partnerships with senior leaders
• Experience attracting, retaining, motivating, and developing high performing teams
• Demonstrated success building leaders within HR and businesses
• Knowledge of the levers to drive cultural change and accountability at all levels of the organization
• Experience in multi-site manufacturing market with a workforce of ~250+
• Experience managing large HR projects across multiple locations and countries
• Exposure to diversified industrial business
• Knowledge of employment laws (FMLA, FLSA, OSHA, EEO, ADA)
• Knowledge of allocating HR resources and measuring HR performance
• Excellent analytical, organizational, and problem solving abilities with keen attention to detail
• Ability to work independently, prioritize tasks, and meet deadlines in a fast-paced environment
• Continuous improvement mindset, with a proactive approach to identifying and implementing process enhancements
• Collaborative mindset, with proven ability to work cross functionally
• Skills in Microsoft Word, Excel, PowerPoint, Teams

Education & Certifications

• Bachelor's degree in Human Resources or related field required
• MBA or other business/HR related graduate degree preferred
• PHR/SPHR/GPHR Certification preferred

Travel & Working Environment

• Onsite office environment
• Travel 25%

SPX Pay Transparency Statement

We recognize that attracting the best talent is key to our strategy and success as a company. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we are able to attract the best candidates. As required by law in this state, the estimated salary range for this position is $180,000-$225,000 and represents our good faith estimate as to what our ideal candidates are likely to expect.   We tailor our offers within the range based on organizational needs, internal equity, market data, geographic zone, and the selected candidate's experience, education, industry knowledge, location, technical and communication skills, and other factors that may prove relevant during the selection process.  At SPX, it is not common for individuals to be hired at the higher end of the range, and compensation decisions depend on a variety of factors.  This position is eligible to participate in a discretionary bonus, subject to the rules governing the plan.  SPX offers a variety of benefits, including health benefits, 401K retirement with a company match, and flexible time off.   More information about our benefits can be found on the "Rewards and Benefits" section of our career page.

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.