Strategic People Partner

Strategic People 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 Details:

Job Summary: Partner with the assigned business or functional leader(s)





within a specific region as part of their senior leadership team and a member of the global HR leadership team. Create and implement people strategies and solutions aligned to the Annual Operating Plan (AOP) and Strategic Business plan. Utilizing your strong business acumen, substantial decision-making authority, and your ability to work with independently, your key focus will be organization development, talent management, leadership development, and regional human resources leader who shapes the culture and leads change within assigned region. You will rely on your expertise to create and implement human resources strategies and solutions to meet business objectives, shape culture and enable employee engagement. As the in-country expert you will be considered the primary consultant on all matters related to the strategic and day-to-day operation of the human resource’s function.

This position reports to the Strategic People Partner (SPP)– EMEA and dotted line reports to the APAC region General Manager.







Essential Job Duties and Responsibilities:

Subject Matter Expert:

- A seasoned professional with advance and broad experience and knowledge of cradle to grave people practices including organization design and development, compensation and benefits, employee and industrial relations, DE&I;, talent, union relations, employment law and performance management.
- Designs new positions in line with job families and working with the compensation team, guides on appropriate grade/salary levels.
- Presents to senior staff on a regular basis HR metrics, analyze and interpret data insight (supported by COE’s) to inform effective decision making and aligned to the business KPIs.
- Coach leaders, employees and team on behaviors, leadership skills, concepts,





and programs.
- High level analytical skills are necessary to perform duties, must be able to interpret data into meaningful data insights.
- Develop a deep understanding of the business including the annual operating plan (AOP), strategic plan, financial performance, competitor, and culture.

Collaboration & Influencing:

- Partner with assigned senior leader(s), coach and consult on all HR matters playing a critical role in building and maintaining a high performing workforce that drives business success and achieves long term objectives.
- Partners with the HR functional COE’s and HR Operations team to enable effective HR service delivery, provide insight and requirements from the business and participate in new program design.






- Build and maintain effective relationships with key stakeholders, including executives, managers, employees, and external parties utilizing exceptional communication skills with executive presence.
- Must have exemplary oral and written communication skills with the ability to credibly interact and influence at all levels within the organization.

Change Management:

- Design and implement effective strategies to enable the organization to thrive through periods of change including restructures, growth or retraction, acquisition, functional and enterprise change programs.
- Participate in resourcing plans and, in conjunction with the respective management, design a strategy to satisfy resource including internal mobility.






- Prepares and implements effective change plans and associated communications.
- Consults leadership on effective organization design linked to the operating model and business need. Undertake span and layer analysis, designs new positions in line with job families.

Employee Relations and Compliance:

- Resolves complex employee relation matters, oversee employee and industrial relation matters, provide counsel and mediation to enable timely and effective resolution in accordance with the local law.
- May be required to represent the company in legal matters, with the support of internal and external legal counsel.
- Oversee risk management, may be required to resolve complex employee relations matter and guide on business, country law, regulations,





or customs in partnership with the employee relations COEs.

Employee Engagement:

- Champions employee engagement through leading and participating in employee feedback forums such as people counsel, employee forums or committees.
- Interpret employee engagement survey feedback, onboarding and exit interview surveys.
- Work closely with leadership and employees to improve working relationships, build morale and retention.

Talent Management:

- Develop and implement employee engagement initiatives to enhance employee engagement, motivation, and satisfaction, fostering a culture of ownership and continuous improvement.
- Partnering with the Talent team to enable leadership development and identify learning and development needs.






- Strong talent scout able to identify and develop talent with the ability to operate at pace and with agility.
- Participate and lead interviewing and engagement for senior candidates.
- Working closely with the talent acquisition team to ensure that regional resourcing plans are met.

Leadership & Employee Development:

- Consult and lead talent management initiatives including annual performance assessments, succession planning and talent road maps.
- Collaborate with leadership to identify and nurture high potential employees, develop plans for leadership succession to ensure continuity and readiness for future leadership roles.
- Develop deep understanding of the client(s) groups talent pool and pro-actively work with leaders to build high performing teams.

Immigration & M&A;:







- Oversees foreign assignments and rotational assignments within the region.
- Understand relocation policies and practices to ensure they are in alignment with immigration guidelines.
- May be required to participate in merger and acquisition activities.

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 related field, plus a minimum of twelve years of Human Resources experience, with previous supervisory responsibility, multisite and multi-jurisdiction preferred. HR certification required (PHR, SHRM, CIPD or similar experience). Ability to use a personal computer and experience with Microsoft office products, along with knowledge and use of HRIS systems prior experience of Workday preferred but not essential. Strong presentation skills with the ability to deliver training as required. Must be available for travel, both foreign and domestic.

Worker Type: Employee #J-18808-Ljbffr