HR Business Partner

Business Unit: Cubic Transportation Systems Job Summary: The 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. 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 has no direct supervisory responsibility but does serve as a coach and mentor for other positions in the department and client group. Incumbents of this position will regularly exercise discretionary and substantial decision-making authority aligned to the company objectives and oversight of the HR Director. 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. 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 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. 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. 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, counseling, career development, disciplinary actions. Guides, coaches and facilitates talent management initiatives including annual performance assessments, succession planning and talent road maps. 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. 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. Will travel to assigned sites 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 six years of experience working as an HR generalist; HR certification preferred (PHR, SHRM, CIPD or similar). Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and employment laws. Previous experience of HR partnering or generalist experience within IT, engineering, or service business desirable. 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. Able 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 meet deadlines. Able 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. Able 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. Worker Type: Required skills: Change Management, Coaching, Compliance, Interviewing, Microsoft Office, Strategic Planning, Talent Acquisition, Talent Management, Workday, Mentoring Required languages: English #J-18808-Ljbffr