Manager, Labor Strategy & Engagement (Remote)

At Iron Mountain, we know that work when done well makes a positive impact for our customers, our employees, and our planet. Thats why we need smart, committed people to join us. Whether youre 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, lets start the conversation.

Job Summary

Provide proactive Employee Relations Leadership to North America field locations for all business lines in assigned territories. Maintain effective relationships with business partners to drive business results through dynamic and positive workforce experience strategies. Proactively identify, develop, and implement tools, resources, and solutions that help shape a positive employee experience. Ensure consistent practices and decision-making in employee relations within North America to mitigate risk and promote a strong ethical and motivating environment.

Key Responsibilities

• Identify and recommend strategies to address current and future Employee Relations and retention needs.
• Participate in projects to develop workforce experience best practices and propose new, modified programs and policies to better organizational needs.
• Manage and report on identified metrics that support company proactive employee relations strategies.
• Provide Employee Relations leadership by ensuring compliance to company policies and practices and federal, state, and local laws, respond to field inquiries, and direct resources that can assist or accelerate issue resolution.
• Provide direct reactive ER support through case managers when appropriate.
• Assure appropriate departments are involved and apprised as necessary, such as Global Investigations, Global Risk & Safety, and senior leadership.
• Maintain visibility with petition filings, labor organizing activities, and political movements that have the potential to impact Iron Mountains labor strategy and landscape.

Time Spent

• 10: Provide Employee Relations leadership by ensuring compliance to company policies and practices and federal, state, and local laws, respond to field inquiries, and direct resources that can assist or accelerate issue resolution.
• 35: Conduct complex investigations and mitigate risk by ensuring compliance with EEOC, DOL, and NLRB policies.
• 5: Conduct formal ERL Class Series Performance Management and informal Change Management, Conducting Difficult Conversations training for front-line leaders.
• 10: Serve as ER hourly employee advocate through proactive Roundtable Facilitation, Transportation Ride Alongs, etc., and reactive Dispute Resolution, Open Door Ethics Hotline behaviors.
• 10: Champions Company Area and Territory initiatives by business line.
• 10: Function as a liaison between the business and Employee-Labor Relations team to foster partnership in support of the business.
• 10: Work with HR leadership to develop communications and deliver compelling, honest talk tracks that inspire and motivate employees.
• 10: Function as a liaison with HRBPs and COEs to assist in driving company programs and policies, including culture initiatives, annual talent calibrations, etc., that advance organizational and employee growth.
• 10: Work in partnership with Labor Relations team on both proactive and reactive Employee Relations strategies as needed, including Business Continuity Planning strategy and partnering with Global Safety & Risk.

Functional Knowledge, Skills, and Competencies

• Demonstrates a minimum of 5-8 years of HR and/or Employee Relations experience.
• Possesses broad knowledge of all internal HR programs and services.
• Ability to understand and interpret state and federal laws associated with employee relations, including but not limited to FMLA, ADA, and NLRB and EEOC case rulings.
• Ability to communicate and present effectively to all levels of the organization, particularly front-line leadership and non-exempt employee groups.
• Has a strong sense of urgency in both solving problems and defining problem solutions to mitigate future risk and issue recurrence.
• Proven skills in Google Suite products, including Google Docs, Google Sheets, and Google Slides.

Business Expertise

• Possesses a basic understanding of the business units and financials.
• Candidates must be able to read a P&L and understand the key measures of success for assigned business units.

Leadership

• Trusted advisor and advocate.
• Provides strong direction when resolving issues and delivering positive and proactive ER strategies.
• Delivers consistent programs and responses to improve upon the effectiveness of the North American business.

Problem Solving

• Thinks at all levels, exempt and non-exempt, when resolving issues, providing consistent, realistic, and empathetic communication that is understood and acknowledged by business leaders and hourly staff.
• Partners in a consistent and positive manner with HR Shared Services, HRBP peers within assigned business lines, and Centers of Excellence to ensure issue resolution and proper role clarity in delivering programs to territory employees.

Nature of Impact

• Impacts overall organizational effectiveness via leadership actions and decisions.

Area of Impact

• Impacts both business unit and HR function through influence and program management.
• Must be seen as an SME in workforce experience and culture, employee and labor relations.

Interpersonal Skills

• Ability to be seen as a trusted advisor and subject matter expert by hourly and exempt territory leadership by building relationships with leaders and instilling confidence through exceptional performance.

Physical Requirements

• Total travel: 40
• Local travel: Depending on home location
• Overnight travel: 30
• Licenses & Certifications: PHR, SPHR, or other related HR professional certification preferred
• Minimum Education: 4-year College Degree
• Minimum Experience: 7-10 years
• Or equivalent combination of education, professional certification, and experience
• Preferred Education: 4-year College Degree
• Preferred Experience: 7-10 years
• Or equivalent combination of education, professional certification, and experience
• Reasonably expected salary range: $107,500.00 - $143,300.00
• Category: Human Resources

About Iron Mountain

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 J0097981