At Iron Mountain we know that work, when done well, makes a positive impact for our customers, our employees, and our planet. That’s why we need smart, committed people to join us. Whether you’re looking to start your career or make a change, talk to us and see how you can elevate the power of your work at Iron Mountain.
We provide expert, sustainable solutions in records and information management, digital transformation services, data centers, asset lifecycle management, and fine art storage, handling, and logistics. We proudly partner every day with our 225,000 customers around the world to preserve their invaluable artifacts, extract more from their inventory, and protect their data privacy in innovative and socially responsible ways.
Are you curious about being part of our growth story while evolving your skills in a culture that will welcome your unique contributions? If so, let's start the conversation.
Job Summary
Iron Mountain is seeking a Manager, Labor Relations Strategy & Engagement to work remote. The Manager, Labor Relations Strategy & Engagement will provide proactive and reactive Labor Relations Leadership to North America field locations for all business lines in assigned territories. This role will maintain effective relationships with business partners in order to drive business results through dynamic and positive workforce experience strategies; as well as, proactively identify, develop, and implement tools, resources, and solutions that help shape a positive employee experience. This role will also ensure consistent practices and decision making in labor relations within North America in order to mitigate risk and promote a strong, ethical and motivating environment.
What You’ll Do (Responsibilities)
Identifies and recommends strategies to address current and future Labor Relations and business needs. Participates in projects to develop workforce experience best practices and propose new/ modified programs and policies to better organizational needs. Develops, manages and reports on identified metrics that support company proactive labor relations strategies. Identifies training needs and develops training materials for delivery, using a variety of delivery methods (virtual and in person). (Time Spent 10%)
Provide Labor 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 assigned case managers when appropriate. Manage all aspects of any union organizing activity including communications, campaigns and risk mitigation strategies, including coaching leaders, assessing risk, facilitating meetings, consultation with legal, etc. Assure appropriate departments are involved and apprised as necessary, such as, Global Investigations, Global Risk & Safety and senior leadership. Also stays current on strike actions, labor/culture issues, and manages business continuity planning needs. . Maintain visibility with petition filings, labor organizing activities and political movement that has the potential to impact Iron Mountain’s labor strategy and landscape. *This position will not participate in existing union contract negotiations, grievance or arbitration handling, or relationship management with existing unions at this time. (Time Spent 35%)
Conducts complex and sensitive investigations and mitigates risk by ensuring compliance with EEOC, DOL and NLRB policies. (Time Spent 5%)
Conduct formal and informal training for front line leaders. Serve as advocate and trusted advisor for front line supervisors and managers. (Time Spent 10%)
Serve as labor relations hourly employee “advocate” through proactive (roundtable facilitation, transportation ride alongs, site visits,etc.) and reactive (dispute resolution, open door, ethics hotline) behaviors. Drive resolution of all open issues through the appropriate leadership accountability in a timely and professional manner. (Time Spent 20%)
Champions company, area and territory initiatives by business line. Function as a liaison between the business and Employee/Labor Relations team to foster partnership in support of the business. Work with HR leadership to develop communications and deliver compelling, honest talking points that inspire and motivate employees. (Time Spent 10%)
Functions as a liaison with HRBP’s and COE’s to assist in driving company programs and policies, including culture initiatives, annual talent calibrations, employee satisfaction surveys etc., that advance organizational and employee growth. (Time Spent 10%)
What You’ll Bring (Skills & Qualifications)
Demonstrates a minimum of 5-8 10 years of HR and/or Labor Relations experience. Possesses broad knowledge of labor relations across the US and Canada with strong experience in proactive labor relations strategies and risk mitigation. Ability to understand and federal laws associated with employee and labor relations, including, but not limited to, FMLA, ADA and EEOC case ruling. Ability to understand, interpret, and analyze laws associated with the NLRB (US) with the Department of Labour/Ministry of Labour (Canada) a plus. Ability to communicate and present effectively to all levels of the organization, in particular front line leadership and non-exempt employee groups and senior leadership. Has a strong sense of urgency in both solving problems and defining problem solutions to mitigate future risk and issue recurrence. Proven skills in Google Suite products to include, Google Docs, Google Sheets, and Google Slides a plus.
Business Expertise: Possesses foundational understanding of the business units and financials; candidates must be able to understand the key measures of success for assigned business units to be viewed as a trusted and knowledgeable business advisor.
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; provides 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 business lines) and Centers of Excellence to ensure issue resolution
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 workforce experience and culture, and labor relations.
Interpersonal Skills: Ability to be seen as a trusted advisor and subject matter expert by hourly and leadership by building relationships with leaders and instilling confidence through exceptional performance.
What We Offer (Benefits)
Competitive compensation and benefits aligned with your experience.
Paid time off and holidays to support a healthy work-life balance.
Comprehensive health, wellness, and retirement plans.
Opportunities for continuous learning and professional growth to help you reach your career goals.
Please note that an employee's starting salary may vary based on a variety of factors. Where State, Municipal, Provincial, Territorial or other legal minimum wages exceed the federal minimum wage, employees are entitled to the higher rate.
Category: Human ResourcesOriginally posted on