Senior Director, HR Business Partnerships

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 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.


Senior strategic HR business partner responsible for leading a high performing team of HR business partners assigned to support the global corporate functions. Consults with senior leaders on matters related to global organizational effectiveness, including but not limited to organizational design & development, employee engagement, workforce planning, change navigation, talent acquisition and development and 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.


  • Lead & develop a high performing team of HR business partners through the acquisition of HR talent, training and development of that talent, strategic goal setting and performance management. Collaborates with VP, Talent and Executive Recruiter on searches for key leadership roles.
  • Provide strategic consultation and education to senior business leaders on human capital matters resulting in improved decision making (speed, quality and transparency). Develop and execute upon the strategic workforce plans for critical global corporate functions to include advancing a change management and communications plan. Execute against strategic initiatives identified in collaboration with the business. Evaluate organizational performance as it relates to staffing, workforce planning, change management, role clarity and consistency in people leader performance. Advance organizational design given the changing landscape in the business and functions ensuring the right talent in the right roles for today and the future.
  • Lead Succession Planning and Talent Development efforts for the corporate functions. In partnership with the global Talent team, input to the development of programs and leverage the programs broadly. Executes against an integrated talent management agenda for the corporate functions and acts as talent broker for high potential leaders to identify growth and exposure opportunities by looking across the global landscape. Supports the organization and senior executive team members in achieving their diversity and inclusion agendas.
  •  Oversee the performance and compensation annual 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 15 years of HR and/or OD experience. Proven leader of high performing teams. Experienced 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. Demonstrates deep knowledge of U.S. employment law. 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 independently, take initiative, negotiate, and influence thinking. Proven skills in MS Office products required, i.e. Word, Excel, PowerPoint.


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.


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