Human Resources Business Partner

Requisition #
Human Resources
Work From Home (Virtual)


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 enables 94% of the Fortune 1000 to smartly and securely manage their physical and digital information assets. With unmatched innovation and collaboration, our teams create information management solutions for our customers’ data, no matter what format, location or lifecycle stage it’s in and no matter where it’s kept. We are more than 17,000 people strong and growing. We’ve been a trusted records management leader since 1951.
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.
Iron Mountain Canada is an employer broadly committed to providing an inclusive work environment that welcomes all people.  Globally, we believe it is our diversity that contributes to our companies’ shared success. We work hard always to avoid discriminating on any grounds other than capability to perform the requirements of the job.




Strategic HR business partner responsible for supporting the global Data Center business unit. Consults with senior leaders on matters related to organizational effectiveness, including but not limited to organizational development, employee engagement, workforce planning, change navigation, talent acquisition and development, performance and compensation management activities. Identifies and provides client-focused solutions that drive effective business results through the alignment of human resources best practices to strategic business goals.


  • Provide strategic consultation and education to senior business leaders on human capital matters resulting in improved decision making (speed, quality and transparency). Execute against strategic initiatives identified in collaboration with the business. Evaluate organizational performance as it relates to strategic workforce planning, change management, role clarity and consistency in people leader performance. Provides M&A support and partnership through deal due diligence and post close integration
  • Lead Succession Planning and Talent Development efforts for the Data Center business unit. In partnership with Talent organization, develop and leverage programs broadly. Using the talent mapping process, act as talent broker for high potential leaders to identify growth and exposure opportunities by looking across the global landscape. Supports senior leaders with achieving their diversity and inclusion agendas. 
  • Oversee the Performance Management and compensation cycle to include communication, training, consistency reviews, calibration sessions, and strategic use of compensation budget in concert with talent identification and succession planning efforts.
  • In conjunction with peers, COE’s and HR Connect team leverage our HR community to proactively identify improvement needs for the HR function and passion for continuous improvement of the service delivery model



Demonstrates a minimum of 10 years of HR and/or OD experience. Experience partnering with senior leadership on complex matters. Possesses deep M&A experience. 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 communicate and present effectively to all levels of the organization, in particular senior leaders and other key decisions makers. 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 globally and independently, take initiative, negotiate, and influence thinking. Experience in a fast growing technology, telecommunication or data center organization preferred.


Proven skills in MS Office products required, i.e. Word, Excel, PowerPoint.


Business Expertise: Strong operational acumen and solid understanding of NA financials; candidates must understand the key measures of success for NA business units.


Leadership: 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. Thinks globally and delivers consistent programs across assigned business units to improve upon effectiveness of the North America businesses.


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.


Nature of Impact: Impacts overall organizational effectiveness via leadership actions, decision-making, and the creation and improvement of human capital programs.


Interpersonal Skills: Ability to be seen as a trusted advisor and SME by building relationships with senior leaders and instilling confidence in them through exceptional performance.



Consultative Characteristics:


  • Natural Curiosity
  • Seeing patterns & connections
  • Resourceful – don’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
  • Picking spots – understanding what problem we are trying to solve (clear diagnosis, root cause)
  • Pleasantly assertive to get to the answer/question – “ask assertive”
  • “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
  • Also add to the main HRBP job profile as “specific experiences/skills”:
  • Facilitation technique
  • Project management capabilities



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