Business Unit:

Cubic Integrated Supply Chain

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 DescriptionYou will be responsible for aligning business objectives with employees and management who are part of our Global Integrated Supply Chain (ISC) team of 500+ employees.  Develop, solution and implement people plans to include effective organization design, talent development and change management.   Maintain up-to-date business knowledge, and as part of the global HR team, work collaboratively with the HR Centers of Excellence (COE) to provide effective HR services across Talent Acquisition, Total Rewards, Talent Management, Employee Relations and Compliance.  This in an on-site position, primarily working from our location in Tullahoma, TN, with responsibility to travel routinely to Huntsville, AL and Knoxville, TN.

This position has no direct supervisory responsibility but does serve as a coach and mentor for other positions in the department and client group. You will regularly exercise discretionary and substantial decision-making authority aligned to the company objectives and oversight of the Senior People Partner. 

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, counselling, 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, curr