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Senior Manager Human Resources Business Partnership

July 3, 2026

<h1>Business Unit:</h1>Cubic Transportation Systems<h1></h1><h1>Company Details:</h1><h1></h1>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.<h1>Job Details:</h1><div><h2>Job Summary</h2>The Senior Manager, HR Business Partner (HRBP) serves as a strategic advisor to senior leadership, aligning business objectives with people strategies to drive organizational performance. This role partners closely with business leaders to design and execute workforce plans, including organization design, talent strategy, and large-scale change initiatives.As a senior member of the HR team, this role leads complex HR initiatives, influences decision-making through data-driven insights, and ensures effective partnership with Centers of Excellence (COEs) across Talent Acquisition, Total Rewards, Talent Management, and Employee Relations. The Senior Manager HRBP operates with a high level of autonomy, frequently exercising discretion and judgment, while coaching leaders and mentoring HR team members.<h2></h2><h2>Key Responsibilities</h2>Strategic Partnership & Business Alignment<ul><li>Partner with senior leaders to develop and execute people strategies aligned to business objectives and timelines.</li><li>Build deep business acumen (AOP, strategy, financials, competitive landscape) to proactively shape workforce plans.</li><li>Serve as a trusted advisor, influencing leadership decisions and driving organizational effectiveness.</li></ul>Organizational Design & Workforce Planning<ul><li>Lead organization design initiatives, including spans/layers optimization and workforce planning aligned to business needs.</li><li>Guide leaders on job design, role structuring, grading, and compensation alignment in partnership with Total Rewards.</li><li>Ensure diversity, inclusion, and internal mobility considerations are embedded in workforce strategies.</li></ul>Change Leadership<ul><li>Lead and implement enterprise and business-specific change initiatives (restructures, growth, acquisitions, transformations).</li><li>Develop and execute change and communication strategies to ensure successful adoption and minimal disruption.</li></ul>Talent & Performance Management<ul><li>Lead talent management processes including performance reviews, succession planning, and talent pipeline development.</li><li>Partner with leaders to build high-performing teams and drive accountability for talent outcomes.</li><li>Support and guide hiring for senior roles and oversee internal mobility processes.</li></ul>Employee Engagement & Culture<ul><li>Assess organizational health and engagement using survey data and other insights.</li><li>Develop and implement action plans to improve employee experience, retention, and culture.</li></ul>Employee Relations & Compliance<ul><li>Lead resolution of complex employee relations matters, including investigations and risk mitigation.</li><li>Ensure compliance with employment laws and company policies; partner with Legal as needed.</li><li>Provide expert guidance on performance management, disciplinary actions, and conflict resolution.</li></ul>Data & Insights<ul><li>Leverage data and analytics (in partnership with COEs) to inform decision-making and drive business outcomes.</li><li>Present insights to leaders and develop actionable recommendations aligned to KPIs.</li></ul>HR Team Leadership & Collaboration<ul><li>Collaborate closely with HR COEs to deliver integrated HR solutions.</li><li>Coach and mentor HR team members and leaders within the client group.</li><li>Lead cross-functional HR projects or programs with accountability for outcomes.</li></ul>Stakeholder Engagement<ul><li>Maintain regular engagement with leadership teams (1:1s, staff meetings, site visits).</li><li>Act as a key representative of HR in both strategic and operational forums.</li></ul><h3>Minimum Qualifications</h3><ul><li>Bachelor’s degree in Human Resources, Business, or related field.</li><li>10+ years of progressive HR experience, including significant HRBP leadership experience.</li><li>HR certification (e.g., PHR, SPHR, SHRM-CP/SCP, CIPD) preferred.</li></ul><h3>Experience & Skills</h3><ul><li>Advanced expertise across multiple HR disciplines (org design, talent management, ER, comp, compliance).</li><li>Proven ability to influence senior leaders and drive strategic outcomes.</li><li>Strong experience leading large-scale change and transformation initiatives.</li><li>Demonstrated success managing complex employee relations issues end-to-end.</li><li>Strong business acumen with the ability to translate data into actionable insights.</li><li>Experience supporting technical, engineering, or service-based organizations preferred.</li><li>Excellent communication, stakeholder management, and influencing skills.</li><li>Ability to operate in fast-paced, ambiguous environments and manage competing priorities.</li></ul><h3>Additional Requirements</h3><ul><li>Ability to handle highly confidential information with discretion.</li><li>Willingness to travel to support business needs.</li></ul>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.</div>‎ Cubic Pay Range:$150,000.00 - $165,000.00 + 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.‎ #LI-MD1‎ <h1>Worker Type:</h1>Employee‎ We are committed to creating an inclusive workplace and welcome applications from people of all backgrounds. We do not discriminate based on any protected characteristic under applicable law.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...