Sr. Director, Human Resources - Cooling Products

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.

The Senior Director, HR is the top HR business partner in the global Cooling business unit.  They will be responsible for leading a team of global HR professionals in providing strategic planning, tactical management, and effective implementation of processes and programs that support the delivery of organizational commitments.  This role will partner with the business President heavily in developing and executing on key strategic objectives. 

As a member of the SPX senior HR Leadership Team, the role holder will be a key contributor to the pursuit of operational excellence across the global HR function through the focus on continuous improvement in core HR processes, programs, and policies.

This position will work with management teams and corporate support services to ensure a highly efficient and motivated workforce that is appropriately aligned. The successful incumbent will have extensive knowledge of the human resources field, laws and compliance as well as a sound understanding of how to effectively communicate at all levels of the organization and develop an engaged, inclusive culture.

1. Develop deep understanding of and insight into the organization and its current and future business environment to identify opportunities and risks for the organization
2. Build credible and effective working relationships with leaders to provide expert advice, challenge and legal guidance
3. Business partner with all levels of the organization in strategic planning, tactical management planning, organizational design and effective implementation of processes and programs
4. Lead the global Cooling HR team to effectively implement organizational development, employee relations, communications, compensation and benefits, and support streamlined HR transactional and service delivery systems and programs
5. Work with Cooling leaders to assess, develop and manage their teams effectively
6. Pro-actively identify risks and opportunities as well as potential solutions related to organizational capabilities, compliance, engagement, etc. that would impact the ability for the business(es) to deliver on commitments in the short and long term.
7. Hold senior leaders to account to ensure their behavior is aligned with SPX’s values and priorities
8. Promote the value of diversity and inclusion by demonstrating the potential impact on organizational performance
9. Foster a culture of accountability (with decision making at the lowest effective level) and engagement ensuring the right talent, SPX processes and governance are in place to achieve this
10. Engage and connect with network of external thought leaders, senior HR professionals and communities of practice to keep informed of emerging research, trends and practice
11. Role-model a strong commitment to own professional development and create a culture of continuous and shared learning to build HR capability and talent pipelines globally
12. Create communication plans to lead the effort of ensuring all associates maintain a connection to our business wide goals, objectives and results
13. Manage and review our organizational structure on an ongoing basis to ensure optimum performance
14. Undertakes regular and frequent financial reporting to continuously ensure results are meeting or exceeding commitments on all initiatives/projects.  Oversee department budgets to ensure compliance with organizational expenditure requirements. 
15. Responsible for organization duties and responsibilities as contained in Items below:

• Provide leadership in the development of an effective organization and its members
• Ensure timely and complete feedback provided to all associates, which enables them to improve their overall performance and contribution to the Company
• Provide leadership which facilitates diversity and inclusion by ensuring support systems and practices are in place to provide all employees the opportunity to contribute to their full potential by identifying and eliminating the obstacles and barriers which prevent this from occurring
• In all areas of responsibility, the incumbent is responsible for providing full compliance with the company Code of Ethics, which include ensuring subordinate staff are aware of the relevant company policies and that their responsibilities and actions comply and support these policies
• In all areas of responsibility which have a direct impact on the health and safety of employees and the environment, assure that appropriate safeguards are in place and that the EH&S Policies and Procedures are fully supported and implemented.

16. Other relevant duties as assigned

1. Professional expertise and knowledge to develop HR strategies which will have high impact and drive business success and to resolve complex and challenging HR issues
2. Proven ability to build effective partnerships with senior leaders and improve senior leadership capability through coaching, mentoring and constructive challenge
3. Knowledge of how to allocate HR resources and measure HR performance to deliver impactful, effective, business-aligned programs
4. Strong leadership skills and the ability to attract, motivate and develop a high performing team
5. Demonstrated success in leading complex change or transformation programs by building commitment and countering resistance
6. Knowledge of the levers to drive cultural change and how to engender accountability at all levels of an organization
7. Demonstrated ability to build leaders within HR and across all organizational areas
8. Proven ability to speak with data and build solid business cases
9. Strong commitment to own professional development and knowledge of how to build a culture of continuous learning

Required Education / Experience

• Master’s degree or equivalent in HR, Organizational Development, Business Administration or related field
• 15+ years’ experience in progressively responsible Human Resources leadership roles
• Minimum of 10 years of management experience
• Experience working on a HR Senior Leadership team
• International experience as an HR leader and management of global teams strongly preferred
• Labor relations experience and time in manufacturing environments strongly preferred
• Industrial organization experience strongly preferred

Preferred Education / Experience

• Strong preference with experience leading either the talent development or compensation function in addition to generalist experience

• Experience managing compensation programs, including executive compensation.
• M&A funnel, due diligence, integration planning deal execution

• Exposure to/experience in diversified industrial business, with emphasis in highly engineered products
• Experience supporting global organizations and managing global teams

Required Competencies

• Plans & Aligns, Cultivates Innovation, Collaborates, Situational Adaptability, Drives Vision & Purpose, Results Orientation, Emotional Intelligence & Sense of Urgency, Collaboration and Teamwork, Team Leadership, Change Leadership, Financial Acumen; Manages Ambiguity

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:

• 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 realise their fullest potential.