Human Resources Business Partner

Business Unit

Cubic Corporation

Company Details

When you join Cubic, you become part of a company that creates and delivers technology solutions in transportation to make people’s lives easier by simplifying their daily journeys, and defense capabilities to help promote mission success and safety for those who serve their nation. Led by our talented teams around the world, Cubic is committed to solving global issues through innovation and service to our customers and partners.

We have a top-tier portfolio of businesses, including Cubic Transportation Systems (CTS) and Cubic Defense (CD). Explore more on Cubic.com.

Job Details

Job Summary: The Senior HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management for their designated area. They build strong strategic partnerships with their assigned leader(s) to develop, solution and implement people plans to include effective organization design, development and change management. Responsible for shaping and delivering effective outcomes to meet the business objectives and deadlines. They maintain up-to-date business knowledge of their assigned areas, and as part of the global HR team work collaboratively with the COE’s to provide effective HR services across Talent Acquisition, Total reward, Talent management, Employee relations and compliance.

This position may include the supervision of others, projects, and delivery of business objectives. Serve as a coach and mentor for other positions in the department and client group. Regularly exercise discretion and decision-making authority aligned with the business objectives and HR leadership direction.

Essential Job Duties And Responsibilities

• Partners with the designated leader(s) to create and implement solutions to meet the business objectives across all areas of people management. Accountable for delivering outcomes to the required deadlines.
• Builds strong, effective relationships and gain in-depth business knowledge including the annual operating plan (AOP), strategic plan, financial performance, competitors, and culture.
• Consults with line management, providing HR guidance and coaching when appropriate drawing on best practice, company policy and procedures, local law, and compliance.
• Analyze and provide data insight (supported by COE’s) to inform effective decision making and aligned to the business KPIs. Able to present and discuss data, developing corrective actions plans as needed.
• Develops strong working relationship with the HR functional COE’s to enable effective HR service delivery and solutions aligned to the assigned area’s business objectives. Able to coach, mentor and effectively communicate HR concepts and programs. May be required to deliver training from time to time.
• Shapes culture, keep pulse on employee engagement, working closely with management and employees to improve working relationships, build morale and retention. Interpret employee engagement survey feedback and able to develop actions plans to address gaps.
• Develops and implement effective strategies to enable the organization to thrive through periods of change such as: business area restructures, growth or retraction, acquisition, functional and enterprise change programs. Guides and drafts effective change plans and associated communications.
• Guides management on effective organization design (taking span and layers into account) and resource planning taking diversity and inclusion, and internal mobility into account. Designs new positions in line with job families and working with the compensation team, guides on appropriate grade/salary levels.
• Provides day-to-day performance management guidance to line management e.g., coaching, counselling, career development, disciplinary actions.
• Guides, coaches and facilitates talent management initiatives including annual performance assessments, succession planning and talent road maps. Develops deep understanding of the client(s) groups talent pool and pro-actively work with leaders to build high performing teams. Provides employee and management training as required.
• Supports managers in interviewing senior roles, oversees internal transfers end to end.
• Supports management in implementing foreign assignments and rotational assignments.
• Manages and resolves complex employee relations matters. Conducts effective, thorough, and objective investigations. Maintains an up to date working knowledge of legal requirements related to the day-to-day management of employees, mitigates legal risks, and ensure regulatory compliance, partnering with the legal department as needed.
• May be required to manage industrial relations (region/business areas that we have a union presence, currently outside of the USA). Responsible for ensuring adherence and management in accordance with the collective bargaining agreements, negotiating and implementing pay awards.
• May be responsible for the supervision of others both in-direct and direct, serves as a coach and mentor for other positions in the department and client group(s).
• May lead a project or program taking responsibility for achieving the business outcome on time.
• Working closely as part of the HR team, provides support and back up to colleagues as required and collaborates on ad hoc projects and interventions as requested.
• Holds regular 1-2-1’s with the leadership team, participates in management and employee meetings, and travel to company sites as required.
• In addition to the duties and responsibilities listed, the job holder is required to perform other duties assigned by their manager from time-to-time, as may be reasonably required of them.
  
  

Minimum Job Requirements

Four-year college degree in Human Resources or business area plus eight years of experience working as an HR generalist; HR certification required (PHR, SHRM, CIPD or similar). Advanced working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and employment laws. Must demonstrates the ability to apply in-depth professional knowledge and experience to solution complex matters that align with the company objectives. Previous experience of HR partnering or generalist experience within IT, engineering, or service business essential. Strong track record of managing employee relations through to conclusion essential, and prior experience of managing significant change programs desirable. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Excellent verbal and written skills, with the interpersonal skills to communicate at all levels of the organization. Builds effective networks across the business and demonstrates the ability to influence outcomes. Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to manage to deadlines. Demonstrate the ability to work at pace, manage ambiguity and adapt to change. Proficient with Microsoft Office Suite or similar software, prior experience of Workday preferred but not essential. Ability to protect and handle confidential personnel information. Prolonged periods of sitting at a desk and working on a computer required. Must be able to travel to visit assigned sites on a regular basis. Must be a US citizen, eligible to support DoD contracting lines of business.

The description provided above is not intended to be an exhaustive list of all job duties, responsibilities and requirements. Duties, responsibilities and requirements may change over time and according to business need.

Cubic Pay Range

$110,000 – $141,535 benefits.

The Cubic pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.

Worker Type

Employee