SVP HRBP Developed Markets

Iron Mountain • Boston, MA 02298

Posted 2 weeks ago

Job Description


Founded in 1951, Iron Mountain Incorporated (NYSE: IRM) is the global leader in storage and information management services. Iron Mountain is committed to storing, managing and transforming what our customers value most, from paper records to data to priceless works of art and culture. Providing a full suite of solutions records and information management, data management, digital solutions, data centers and secure destruction Iron Mountain enables organizations to lower storage costs, comply with regulations, recover from disaster, and protect their data and assets from a complex world. Visit the company website at for more information.

Iron Mountain is an equal opportunity employer, and does not unlawfully discriminate on the basis of race, color, religion, sex, national origin, marital status, age, sexual orientation, gender identity characteristics or expression, disability, medical condition, U.S. Military or veteran status or other legally protected classifications in making employment decisions.


The SVP of Human Resources (SVP HR) is responsible for the strategic support of the Developed Markets organization. This business unit has an employee population of approximately 15,000 employees, with a revenue of $3bn distributed across the United States, Canada and Western Europe. The SVP HR will be responsible for improving the overall effectiveness of the business unit by building a talent and performance management culture through a deep understanding of the business strategy. He/she will consult with senior leaders on matters related to organizational effectiveness, including but not limited to organizational development, employee engagement, strategic workforce planning, change navigation, talent development, performance and compensation management activities. He/she will anticipate business needs and provide short & long term client-focused solutions that drive effective business results through the alignment of human resources best practices to strategic business goals.

Key Accountabilities

* Trusted Advisor and partner to EVP, Developed Markets, and the fellow direct reports to the EVP, on issues of OD, Talent, and Change Management to drive strategic success.

* Partnering with the senior leaders, develops business unit workforce strategies aligned and informed by business & enterprise strategy.

* Uses a consultative approach to understand & develop (present & future) critical talent capabilities.

* Broker specialty HR services to meet business needs & participate in the delivery of market-ready solutions as appropriate (e.g. talent & succession planning, workforce planning, org design, etc.).

* Provides coaching and advice to senior leaders to strengthen their leadership capabilities and enable them to meet their business priorities.

* Facilitate & drive transformational change to enable organizational effectiveness and employee engagement.

* Build a high performing team of HRBPs thru leadership, mentoring and open communication.


Functional Knowledge, Skills, and Competencies

* Demonstrates a minimum of 15 years of HR and/or OD experience.

* Experience partnering with senior leadership on complex matters.

* Possesses broad knowledge of all internal HR programs and services.

* Ability to understand and develop strategies that impact overall effectiveness of the business unit and the broader organization.

* Ability to influence, communicate and present effectively to all levels of the organization, in particular senior leaders and other key decisions makers.

* A focus on organizational effectiveness throughout the business including sales, marketing, operations and product to ensure alignment across the full matrix.

* Ability to develop and articulate data-driven business cases.

* Has a strategic, solution-focused mind set; experience designing and managing successful people projects and programs; and has an established track record of innovation.

* Ability to work independently, take initiative, negotiate, and influence thinking.

* Experience with Labor and Employee Relations given the large non-exempt population.

* Plus having union labor experience.

Consultative Capabilities/Characteristics:

* Natural Curiosity

* Ability to move from the strategic to the tactical and back again

* Resourceful doesn't have to do all the work themselves; bring to bear many aspects (research/call people/reach out)

* Can think outside the box (not: "We've always done it this way")

* Seeing possibilities, but strategic & execution focus- broad wide lens

* Modeling the change- "chunk it out", simplify, pragmatic thinking, receptive to change- positive attitude towards change

* Relates easily with the large non-exempt work force and the supervisors and managers who lead them

* Picking spots understanding what problem we are trying to solve (clear diagnosis, root cause)

* Pleasantly assertive to get to the answer/question

* "Project minded" able to think through steps, establish milestones, define key stakeholders, etc.

* Courageous

* Achieving results through influence, collaboration, relationships

* Active listening (asks self: "Whose need are you meeting?" when talking or asking questions/communication)

* Analytical thinking; numbers-friendly

Business Expertise

Strong operational and P&L acumen and solid understanding of financial drivers of the business; experience with a highly distributed work force is essential. Experience working within an HR Shared Services model preferred.


Identified as a strong leader of people; builds high performing teams and manages performance to high standards. Strong ability to identify talent both internally and externally. Possesses the ability to become a trusted advisor to senior leaders. Balances the needs of the enterprise with the business unit. Thinks globally and delivers consistent programs across assigned business units to improve upon effectiveness of the business.

Problem Solving

Thinks both about the business's short and long-term goals when approaching problems for resolution. Works collaboratively with the leaders in the Centers of Excellence to leverage expertise that will assist in arriving at sound decisions; identifies matters needing broad-based solutions and participates on teams to take action.

Compliance Obligations:

It is the responsibility of every Iron Mountain employee:

* to comply with all applicable laws, rules, regulations, and company policies

* to exhibit ethical behavior in accordance with our Code of Ethics and Business Conduct

* to complete required training within the allotted time frame


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