Senior Human Resources Business Partner

Business Unit: Cubic Transportation Systems 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 Summary: As part of the APAC HR team provides HR Business partnering services for multiple locations and business units within the region, with specific focus on One Cubic, through consistent application of HR practices. Responsible for implementing human resource strategy in support of short and long term business goals through; supporting resource planning, facilitating organizational design and development, effectively resolving and managing employee relations issues, talent management, implementation of and compliance with company and statutory policies. This position works under limited supervision and direction. Incumbent will regularly exercise discretionary and substantial decision-making authority. Essential Job Duties and Responsibilities: Provide HR business partnering and employee relations services for managers across a number of locations and business units; coach, guide and implement strategies to meet both long term and short term business goals. Build strong, effective relationships and gain knowledge of the business to enable effective decision making. Build strong working relationships with the regional and corporate shared service teams in specialist areas of recruiting, training, compensation and benefits. Coach and guide managers (taking into account best practice, local law, cultural and company policies) in terms of; talent acquisition, organizational design, performance management, succession planning; employee relations, engagement and change programs. May also be required to support bids. Support management in designing new positions in line with job families, and working with the compensation team guide on appropriate grade/salary levels. Support managers in interviewing senior roles. Manage internal transfers end to end. Investigate, resolve and recommend solutions for employee issues, mediate where necessary and work toward positive outcomes related to disputes and employee performance problems. Coach managers on compliance with local regulations and best practice. Consult with external and internal legal counsel as needed. Develop and implement effective strategies to enable the organization to thrive through periods of change (e.g. acquisition, internal growth, restructurings, reduction in force). Guide managers in effectively managing long term absence and occupational health matters. Maybe required to support management in setting up end to end HR services in new countries and legal entities or to integrate acquired businesses. Leverage internal and external subject matter experts as required. Support management in implementing foreign assignments, rotational assignments or engage via a 3rd party as required. Maintain knowledge of industry trends and employment legislation specifically within Australia and the APAC region, able to upskill as required. May be required to devise, evaluate or implement policies and procedures. Responsible for ensuring HRIS and personnel files and records are maintained in accordance with company policy and procedure. May be required to undertake analysis or reporting. Respond to employee enquiries regarding Cubic practices and policies. May be required to deliver employee and manager training within field of knowledge. Develop and enhance communication processes and programs to improve employee morale and champion employee engagement activities. 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. Guides, coaches and facilitates talent management initiatives including annual performance assessments, succession planning and talent road maps. Provides employee and management training as required. May be required to manage industrial relations (region/business areas that we have a union presence). Responsible for ensuring adherence and management in accordance with the collective bargaining agreements, negotiating and implementing pay awards. May be required to assist and/or lead HR projects as requested. Working closely as part of the HR team, provide support and back up to colleagues as required and collaborate on ad hoc projects and interventions as requested. Travel within New #J-18808-Ljbffr