HR Generalist

Requisition ID 74456 -Posted 08/13/2026 - Custom Air Handling (Custom Air Handling) - Alabama - Madison Building the people that build the world. With platforms in HVAC and Detection and Measurement, SPX Technologies build 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. SPX is a diverse team of unique individuals who all make an impact. We are opening a new campus facility that will have two of our businesses (Marley and Ingenia Technologies) evolving and growing together at SPX's very first campus How you will make an Impact (Job Summary) Reporting to the HR Manager, and as a Human Resources Generalist, you will serve as a trusted business partner to leaders and employees, helping create a workplace where people can perform at their best while ensuring compliance with employment laws, company policies, and the collective bargaining agreement. This is a highly visible, hands‑on role supporting a manufacturing operation where relationships, sound judgment, and credibility are essential to success. You will partner with leaders throughout the employee lifecycle – from recruiting and onboarding through performance management, employee development, compensation administration, leave management, and offboarding – while helping resolve workplace issues, coaching leaders, and improving the effectiveness of people, processes, and the employee experience. Success in this role requires balancing empathy with accountability, maintaining confidentiality, and building trust through consistent, practical HR support that enables both employees and the business to succeed. What you can expect in this role (Job Responsibilities) While each day brings new opportunities at SPX, your core responsibilities will be: Employee Relations & Leadership Partnership Serve as the primary Human Resources contact for employees and supervisors regarding day‑to‑day HR matters, including policy interpretation, payroll, attendance, benefits, leave administration, and workplace concerns. Partner with supervisors and managers to promote a high‑performing, respectful, and engaged workplace culture. Coach leaders through employee relations matters, performance concerns, conflict resolution, documentation, corrective action, and consistent application of company policies and procedures. Conduct or assist with workplace investigations while maintaining objectivity, confidentiality, and appropriate documentation. Support compliance with the Collective Bargaining Agreement through consistent interpretation and administration of contractual provisions. Identify employee relations trends and proactively recommend solutions that improve engagement, reduce risk, and strengthen organizational effectiveness. Coordinate employee meetings, communications, recognition programs, service awards, and engagement initiatives. Assist employees with HRIS, payroll, and employee self‑service functions. Build trust with employees by maintaining visibility throughout the facility and providing responsive, practical Human Resources support. Employee Life Cycle Management Support all phases of the employee life cycle for hourly manufacturing employees, including workforce planning, recruiting, interviewing, hiring, onboarding, orientation, performance management, compensation administration, benefits administration, payroll administration, leave administration, employee development, promotions, transfers, and offboarding. Create, maintain, and manage job requisitions through the applicant tracking system. Coordinate local recruiting efforts, hiring events, career fairs, and community outreach activities. Partner with hiring managers throughout the recruitment and selection process to identify and attract qualified talent. Coordinate new hire orientation and onboarding activities to ensure a positive employee experience. Support employee training, career development, succession planning, and recognition initiatives. Maintain and update hourly job descriptions as organizational needs evolve. Human Resources Operations, Systems & Compliance Maintain employee records, personnel files, and HR documentation in accordance with company policy and regulatory requirements. Administer and support HR systems including Dayforce, SuccessFactors, and other Human Resources technologies. Generate, audit, analyze, and distribute HR reports and workforce metrics using HRIS and other business systems. Manage attendance tracking processes and administer attendance policies. Serve as the site's primary resource for employee benefit inquiries, disability administration, FMLA coordination, and leave management. Promote compliance by ensuring Human Resources practices, policies, and employment decisions are administered consistently and in accordance with applicable legal, contractual, and company requirements. Support internal audits, compliance initiatives, and recordkeeping requirements. Protect confidential employee and business information through sound judgment, professionalism, and discretion. Organizational Effectiveness & Business Partnership Champion a workplace culture built on integrity, accountability, excellence, teamwork, and results. Identify opportunities to strengthen Human Resources processes, enhance the employee experience, improve organizational effectiveness, and reduce administrative complexity through practical, sustainable solutions. Develop, maintain, and analyze Human Resources metrics that support informed business decisions. Partner with leaders to identify organizational trends and recommend practical solutions that improve workforce effectiveness. Participate in cross‑functional projects and initiatives supporting departmental and organizational objectives. Promote and model SPX Leadership Standards throughout daily interactions and decision‑making. 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 Minimum of two (2) years of progressive Human Resources experience in a Generalist, Human Resources Business Partner, or similar role. Demonstrated experience supporting core Human Resources functions including employee relations, recruiting, onboarding, performance management, payroll administration, leave administration, compensation, employee engagement, and policy administration. Experience coaching supervisors and managers on employee relations issues, policy interpretation, and performance management. Working knowledge of employment laws and regulations, including FMLA, FLSA, ADA, EEO, OSHA, and wage and hour requirements. Strong business acumen with the ability to balance employee advocacy and business objectives. Strong conflict resolution, problem‑solving, and organizational skills. Demonstrated ability to appropriately distinguish between issues that can be resolved independently and those requiring escalation. Advanced proficiency in Microsoft Office, particularly Microsoft Excel (Pivot Tables, VLOOKUP/XLOOKUP, formulas, data analysis, sorting/filtering, and reporting), Word, PowerPoint, Outlook, and Microsoft Teams. Experience working with Human Resources Information Systems (HRIS), applicant tracking systems, and payroll systems. Excellent written, verbal, interpersonal, and presentation skills. Demonstrated ability to handle highly confidential information with professionalism, sound judgment, and discretion. Preferred Experience, Knowledge, Skills, and Abilities Human Resources experience in a unionized manufacturing environment. Experience administering attendance management and time‑keeping systems. Experience supporting hourly manufacturing recruitment and workforce planning. Working knowledge of Ceridian Dayforce and SAP SuccessFactors. Proactive approach to identifying operational challenges, streamlining processes, and improving overall departmental effectiveness. Strong analytical capabilities with experience utilizing HR metrics to support decision‑making. Ability to build credibility and influence at all levels of the organization through collaboration, trust, and sound judgment. Demonstrated ability to build credibility and establish trusted working relationships with employees and leaders at all levels of the organization. Education & Certifications Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Leadership, or a related field required. Human Resources certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Physical Demands Frequent computer and keyboard use with continuous use of a computer monitor. Frequent walking throughout office and manufacturing environments to support employees and business operations. Ability to remain seated for extended periods while conducting interviews, investigations, meetings, documentation, and reporting activities. Occasional lifting of materials, supplies, or presentation equipment up to approximately 25 pounds. Ability to access all areas of a manufacturing facility, including production areas requiring appropriate personal protective equipment (PPE). Primarily onsite in an office and manufacturing environment. Frequent interaction with employees, supervisors, contractors, union representatives, and business leaders throughout the facility. Regular presence in manufacturing areas requiring the use of appropriate personal protective equipment (PPE), including safety footwear, eye protection, and hearing protection as required. Occasional exposure to noise, heat, dust, and other manufacturing conditions while supporting operations. Minimal travel (less than 10%) for training, recruiting events, meetings, or visits to other SPX locations. 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. #J-18808-Ljbffr