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People Advisor

3 months ago

Other US Location Iron Mountain Full time

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.

Role Description

The People Advisor for Data Center plays a pivotal role in partnering effectively with HRBPs, CoEs, and People Leaders (up to L4), offering proactive support and proposing solutions for various programs of work, whether it's business as usual (BAU) or new initiatives like M&A.

They closely collaborate with employees, managers, and CoE teams to deliver customer-centric solutions, focusing on understanding business strategies and aligning with specific business lines.

Programs of work include revamping onboarding, updating competency models, and implementing diversity recruiting strategies and importantly talent management processes.

Additionally, they address urgent employee and manager needs and provide people management coaching, allowing HRBPs to focus more on strategic initiatives.

The People Advisor supports dedicated Business Units across the NA Region. They work in close partnership with Global HRBPs aligned to dedicated business units, COE's, and HRSD teams and Leaders.

What You'll do

Partnering and Support: Provide guidance and assistance to People Leaders up to Level 4 on various people-related matters and processes. This entails offering coaching and training to individuals and groups as needed and taking ownership of escalated queries from Tier 1 & 2 through SNOW cases, redirecting them when additional or different support is required. May also work with the HRBP to provide similar coaching and training for L2 & L3 leaders.

Talent Management: Acts as a key resource for Global HRBPs and HR COE's to support and drive the delivery of required talent activities at a Regional Level for their responsible business units.

Optimizing business performance: Provides guidance to Regional Leaders (predominantly at VP/Director Level), on optimizing business performance through effective people management strategies, including organization structure, capability development, engagement and productivity enhancement. Collaborates closely with Global HRBPs, COEs and HRSD colleagues as necessary to ensure alignment with organizational priorities and objectives.

HR Projects and Initiatives: Support and partner during annual CoE cycles (e.g., Goal Setting, Talent Management processes and IM Listening action planning), providing coaching, reporting, data insights, and the like. Operate through the lens of continuous improvement, listening to and acting on feedback from People Leaders and Employees (e.g., updates to Knowledge articles). As required, provide support as part of M&A execution with due diligence, system, process, and people implications outlined.

Teaming: Fosters knowledge sharing among HR 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.

Data Analysis and Reporting: Maintain close alignment with HRBPs, providing insights and support as necessary, including reporting, analysis, and insights generation. Collect, analyze, and report HR-related data and metrics to facilitate decision making and identify trends and opportunities for enhancement.

Onboarding and Offboarding: Offer support and guidance to new People Leaders regarding HR practices and processes. Provide timely analysis, insights, legal reviews, and assistance with benefits, severance agreements, and management of RIFs/Reorgs. Engage with HRBPs and keep them informed throughout these processes. If necessary, provide survivor support in the unfortunate event of an employee's passing.

Employee Relations: Maintain close collaboration with Employee Relations (ER) to stay abreast of trends, risks, and volume. Use this understanding to facilitate discussions or roundtables with People Leaders, incorporating insights gathered from ER discussions.

What You'll Need

Stakeholder engagement: Excels in stakeholder engagement, skillfully building relationships, addressing concerns, and fostering collaboration for successful project outcomes and HR alignment.

Project management skills: Exhibits strong project management competence, adeptly leading teams, coordinating tasks, and delivering successful outcomes within established timelines and resource constraints. Strong presentation skills.

Business focus: make informed HR decisions and recommendations through leveraging robust business knowledge and acumen (business goals, competitors, market position etc)

Collaboration & communication skills: Effective communication skills to interact with diverse stakeholders, including people leaders, HRBPs, and COE's, facilitating a collaborative and cohesive HR approach in a complex, multi-supplier and matrixed environment.

Customer focus: Demonstrated experience of prioritizing customer experience and building strong productive customer relationships.

HR expertise: Have a strong knowledge of all HR disciplines and related processes delivered in a shared services environment supporting North America and either state or provincial nuances.

Resilience, adaptability and decision making: Be able to work effectively in high-pressure, fast-paced situations, demonstrating resilience, critical thinking, and sound decision-making and judgment with the skill to easily shift priorities to meet business needs. Comfortable pushing back to senior stakeholders as needed,

Continuous improvement: Operate with a continuous improvement mindset, actively identifying and addressing opportunities for enhancements in HR processes and the knowledge base. Formal qualifications in CI or process improvement are desirable.

Education: Bachelor's/Master's degree or equivalent required

Language skills: In addition to English, Spanish and/or French is desirable.

System and tools - Knowledge of Workday, Servicenow is preferred. Strong acumen in Google Workspace.

Experience: 6= years progressive experience in Human Resources. Working in a shared services environment is a plus.

Flexibility: Flexible to support stakeholders across different time zones in North America and participate in meetings with Global HRBP, CoE, HR Project teams who are based around the world.

Travel: Ability to travel @ 10%

#LI-remote

Category: Human Resources