• Employee Relations Business Partner

    Job Location(s) CA-ON-Brampton
    Requisition #
    Human Resources
    Work From Home (Virtual)
  • 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 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.



    Provide proactive 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 workforce experience 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.



    • Identifies and recommends strategies to address current and future employee relations and retention needs.  Participates in projects to develop workforce experience 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
    • 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 and ticket intake through HRConnect channels.  Assures appropriate departments are involved and apprised as necessary, such as, corporate investigations, security and senior leadership. 
    • Conducts complex investigations and mitigates risk by ensuring compliance with EEOC, DOL and NLRB policies
    • 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.
    • Serve as ER hourly employee “advocate” through proactive (roundtable facilitation, Transportation ridealongs, etc.) and reactive (Dispute Resolution, Open Door, Ethics Hotline) behaviors.  Drive resolution of all open issues in a timely and professional manner
    • 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
    • Functions as a liaison with HRBP’s and COE’s to assist in driving company programs and policies, including culture initiatives, PACE, etc., that advance organizational and employee growth.
    • Work in partnership with Labor Relations team to manage formal union campaigns and/ or union avoidance strategies as needed or developed for assigned areas of responsibility


    • 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.
    • Possesses 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.
    • 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.
    • 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 HR Shared Services, HRBP peers (within assigned territories) and Centers of Excellence to ensure issue resolution and proper role clarity in delivering programs to territory employees.
    • 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.
    • Must be able to travel 60% of the time. Local travel (Depending on home location): 20%, Overnight travel: 40%