Job Title: Employee Relations Manager
About Iron Mountain
Iron Mountain Incorporated (NYSE: IRM) provides information management services that help organizations lower the costs, risks and inefficiencies of managing their physical and digital data. The company's solutions enable customers to protect and better use their information—regardless of its format, location or lifecycle stage—so they can optimize their business and ensure proper recovery, compliance and discovery. Founded in 1951, Iron Mountain manages billions of information assets, including business records, electronic files, medical data, emails and more for organizations around the world. Visit www.ironmountain.com or follow the company on Twitter at www.twitter.com/IronMountainInc for more information.
Provide Employee Relations Leadership to designated field locations for all business lines in assigned territories. Maintain effective relationships with business partners in order to drive business results through dynamic and positive employee relations strategies. Ensure consistent practices and decision making in employee relations within their territories in order to mitigate risk and promote a strong, ethical and motivating environment.
15% Identified and recommends strategies to address current and future employee relations and retention needs. Participates in projects to develop employee relations best practices and propose new/ modified programs and policies to better organizational needs. Manages and reports on identified metrics that support company proactive employee relations strategies (P)
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 (P)
15% Conducts complex investigations and mitigates risk by ensuring compliance with EEOC, DOL and NLRB policies (P)
15% Conduct formal (ERL class series, Performance Management) and informal (change management, conducting difficult conversations) training for front line leaders (S). Serve as advocate and advisor for front line supervisors and managers.
25% Serve as ER hourly employee “advocate” through proactive (roundtable facilitation, Transportation ridealongs, etc.) and reactive (Dispute Resolution, Open Door, Ethics Hotline and employee outreach) behaviors. Drive resolution of all open issues in a timely and professional manner (P)
5% Champions Company, Area and Territory initiatives by working closely with ER communications to develop and deliver compelling, honest talk tracks that inspire and motivate employees (P)
10%Functions as a liaison with HRBP’s and COE’s to assist in driving company programs and policies, including employee opinion surveys, performance management, etc., that advance organizational and employee growth. (S)
5% Work in partnership with Labor Relations team to manage formal union campaigns and/ or union avoidance strategies as needed or eveloped for assigned areas of responsibility
KNOWLEDGE, SKILLS, AND ABILITIES
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 ruling. Ability to communicate and present effectively to all levels of the organization, in particular 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 MS Office products required including Word, Excel and Powerpoint
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; provide consistent, realistic and empathetic communication that is understood and acknowledged by business leaders and hourly staff. Partners in a consistent and positive manner with HRBP (within assigned territories) 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 employee and labor relations.
Interpersonal Skills: Ability to 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
Travel Requirements include multi-state geography:
Total travel: 60%
Local travel: 30%
Overnight travel: 30%
Licenses & Certifications Required: PHR/SPHR or other related HR professional certification preferred
The ideal applicant will have current exp. in Employee Relations.
At this time we are considering only local candidates who are able to work without employer sponsorship. No agencies or phone calls, please.
Only those candidates whose experience best meets our requirements will be contacted.
Iron Mountain is an Equal Opportunity Employer
You think you have a mountain of paperwork to deal with? Iron Mountain is one of the world's largest records storage and information...