Job Information
Iron Mountain Director, HR Business Partnerships in Boston, Massachusetts
At Iron Mountain we know that work, when done well, makes a positive impact for our customers, our employees, and our planet. That’s why we need smart, committed people to join us. Whether you’re looking to start your career or make a change, talk to us and see how you can elevate the power of your work at Iron Mountain.
We provide expert, sustainable solutions in records and information management, digital transformation services, data centers, asset lifecycle management, and fine art storage, handling, and logistics. We proudly partner every day with our 225,000 customers around the world to preserve their invaluable artifacts, extract more from their inventory, and protect their data privacy in innovative and socially responsible ways.
Are you curious about being part of our growth story while evolving your skills in a culture that will welcome your unique contributions? If so, let's start the conversation.
The role of the Director, HR Business Partnerships is a crucial connection point between HR and senior leadership within Business Units/Functions, with a primary focus on aligning HR strategies with business goals. This position calls for an inquisitive, innovative mindset, understanding the goals, challenges, and market dynamics of IRM to ensure HR initiatives enhance performance, productivity, and most importantly, employee engagement. Working closely with senior leaders, they offer strategic advice on talent management and organizational development.
They work closely with the COEs and the Advisors within HR to communicate business priorities and upcoming initiatives so that the entire OneHR team can service the business effectively and efficiently. Moreover, they exemplify effective change leadership and utilize data and analytics continuously to guide and influence appropriate HR interventions within Business Units. In summary, the HR Business Partner plays a central role in shaping the agenda for people management, driving business outcomes, and sustaining our competitive advantage. They demonstrate a deep understanding of the business and the HR model to properly partner and collaborate with the COEs, HR Service Delivery and Advisors to ensure strategies are successfully executed that will drive our business results.
Skills and Competencies
An individual in this role should demonstrate high agility by embracing new and innovative ideas, have a deep understanding of human resources disciplines, ability to communicate clearly and persuasively, and influence both leaders and peers to drive optimal outcomes for the business, our culture and our employees.
Responsibilities
Business Relationship / Account Management: Advises BU/Function Leader and direct report team with Tier 3 (consultative) requests in order to most effectively and efficiently utilize talent to achieve business objectives within the Values and Culture to which we aspire, redirecting other People Leader support requests to myMAP. Provides strategic level HR consultation to the Leader and direct report team only. Works with CoEs and HR Service Delivery to develop an “account plan” to ensure strategic and operational priorities are planned for and met with suitable HR support.
Talent Management: Acts as a Talent Consultant on core talent management processes (e.g., performance management, talent reviews, succession planning and leadership development, total rewards). Collaborates with Talent Management CoE, Talent Acquisition,and other HRBPs in “talent brokerage” to match business/ talent needs with individuals’ development goals. Engages in planning and managing talent lifecycle for the respective business areas. Deploys talent analytics and workforce planning tools to support talent sourcing and development decisions.
Organisation Design and Development: Provides advice on enhancing business performance through people (i.e., organization structure, capability, engagement, and productivity). Provides advice on organizational design of new roles, partnering with Comp CoE on leveling roles/teams/ groups leveraging HR Technology and Strategy and Enablement teams. Leverage PMO resources from the Strategy and Enablement team on business-specific initiatives.
Change Leadership: Demonstrating leadership through action, they champion and advocate for change initiatives, actively contributing to the development and implementation of go-to-market strategies for programs and projects within their business unit. Their proactive involvement ensures the success of these initiatives while cultivating a culture characterized by resilience and innovation. By serving as role models for embracing change and driving innovation, they inspire and motivate those around them.
Teaming: Fosters knowledge sharing among HRBP colleagues by actively collaborating and contributing to the collective knowledge base across the team. Share knowledge and collaborate with HR colleagues as part of the Account Management team that comes together to serve our businesses and functions.
Experience:
HR Expertise:
- must have worked in an HR environment with shared services and COE structure.
Business Acumen:
Experience influencing an organization's business model, strategy, goals, and challenges.
Experience in aligning HR strategies and initiatives with the overall business objectives.
Proven analytical skills used to assess HR metrics, trends, and data to inform decision-making and drive organizational effectiveness.
Strong financial acumen to drive business outcomes with customer groups on their talent agenda.
Strategic Thinking:
Proven experience in developing and implementing HR strategies, initiatives, and programs that support organizational goals and objectives.
Experience in organizational development, change management, and succession planning.
Employs a teaming and enterprise mindset, and is able to work across the peer group to align on common ways of working
Communication and Relationship Building:
Experience building and maintaining positive relationships with internal stakeholders, including executives and their leadership teams
Experience in coaching leaders resulting in better business outcomes
Leadership and Influence:
Ability to influence and negotiate with key stakeholders to gain buy-in for HR initiatives and drive change.
Experience in fostering a positive organizational culture that promotes employee engagement, diversity, equity, and inclusion.
Takes personal accountability for demonstrating leadership accountabilities, which is crucial for establishing trust, maintaining integrity, meeting deadlines, and fostering a culture of reliability within the team.
Problem Solving & Decision Making:
Strong problem-solving skills with the ability to identify issues, analyze root causes, and develop effective solutions.
Sound judgment and decision-making abilities, especially in handling sensitive employee relations issues and HR-related risks.
Remote for East Coast USA.
#LIRemote
Category: Human Resources
Iron Mountain is a global leader in storage and information management services trusted by more than 225,000 organizations in 60 countries. We safeguard billions of our customers’ assets, including critical business information, highly sensitive data, and invaluable cultural and historic artifacts. Take a look at our history here.
Iron Mountain helps lower cost and risk, comply with regulations, recover from disaster, and enable digital and sustainable solutions, whether in information management, digital transformation, secure storage and destruction, data center operations, cloud services, or art storage and logistics. Please see our Values and Code of Ethics for a look at our principles and aspirations in elevating the power of our work together.
If you have a physical or mental disability that requires special accommodations, please let us know by sending an email to accommodationrequest@ironmountain.com. See the Supplement to learn more about Equal Employment Opportunity.
Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.
To view the Equal Employment Opportunity is the Law posters and the supplement, as well as the Pay Transparency Policy Statement, CLICK HERE
Requisition: J0074411