Director, Capability Development

US-MA-Boston
Requisition #
2017-15982
Category
Human Resources
Type
Full-Time
Work From Home (Virtual)
No

Overview

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 www.ironmountain.com 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.

Responsibilities

To work with HR and Business leaders to identify the critical capabilities required to deliver our business strategy. Once they are identified, they are responsible for designing and delivering the programmes, tools and solutions that will equip us to develop our internal talent, ensuring effective succession planning is in place for critical, strategic roles.

 

  • Prepare and manage the schedule of the SET Talent reviews, preparing documentation with relevant HR Business Partner and driving discussions.
  • Create, manage and deploy through the HR Business partners, the Strategic Workforce Planning tools that enable us to identify development and acquisition needs to deliver our business goals in the future, with a strong focus on succession planning and developing our internal talent.
  • Design and manage HIPO developmental solutions which will enable us to build internal capability, including a process to facilitate a small number of strategic rotational moves and development learning programmes and projects.
  • Increase the visibility of talent and future successors with senior leaders across the globe, through relevant and timely events.
  • Work closely with the Talent Acquisition leaders to build diverse external and internal candidate slates for vacant roles.
  • Work closely with the Diversity and Inclusion team to ensure we are promoting these principles in our Talent programmes and slates for internal roles today and in the future.
  • Provide a coaching framework and identify a coaching pool to support our Top Talent in their development and performance in role.
  • Design and deliver a global mentoring programme to support our leaders in the future, sharing experience and goals.
  • Design and oversee talent review processes that results in improving our succession bench and maximising business value from the development and deployment of critical talent into critical roles throughout the enterprise (Capabilities, assessment, 9 box, critical positions, job deployment, career pathing, etc.)
  • Define and implement L&D curriculum for leaders that best develop the capabilities require for Iron Mountain to be successful, in particular in the areas of innovation, commercial acumen, and the appropriate high bar leadership capabilities.
  • Leading and developing the team working on Capability Development in Iron Mountain, ensuring we have strong succession in the team.

Qualifications

  • Relevant professional qualifications
  • Track record of continuous professional development

 

Skills

  • Strategic leader with ability to translate strategy into well-developed plans and solutions.
  • Bias toward action; highly decisive
  • Highly collaborative; able to partner at all levels in the company – up, down, and sideways
  • Exceptional communication and influence skills; modifies approach based on situation (ie. personal, cultural,).
  • Able to lead and drive change
  • Strong personal ethics and values, low ego

 

Experience

  • Experience leading a diversity of talent functions at the enterprise level
  • Strong global leadership and experience with an understanding of, appreciation for and ability to be effective with differences in market dynamics, cultures, communities and leadership styles.
  • Experience in leading Capability/Learning functions in other global organisations
  • Comfortable operating in a matrix; experience doing so successfully.
  • Successful track record of providing value added service to internal and/or external clients creating solutions based on based on business needs
  • Strong team leader who can motivate, engage, mobilize, and build high performance teams

 

Priority High Bar Capabilities

  • Curiosity across multiple fronts
  • Collaborative
  • Results Oriented
  • Comfortable with Ambiguity
  • Strategic Orientation
  • Initiate, Lead and Execute Change
  • Talent and Organizational Development
  • Global Orientation and Experience