People Partnering Senior Manager - EMEA

at  Iron Mountain

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

This role leads a team of People Advisors/Partners supporting Business Units across the EMEA Region comprising 36 countries. They work in close partnership with Global HRBPs aligned to dedicated business units, COE’s, HRSD Cluster Leaders, HR Generalists and Payroll teams.
The leader and Regional People Advisors play a pivotal role in assisting HRBPs and COEs in implementing global strategies at a regional level.
They act as trusted advisors and partners to businesses based in various countries across the EMEA region. Council the people leaders predominantly at VP and Director level and use deep understanding of the business to ensure HR helps the organization achieve its business goals
They are also critical in helping Regional Leaders address unique, people related, regional business challenges. People Advisors apply HR business acumen to contribute to the creation and delivery of Regional people plans which are strongly aligned with Global people plans.
The majority of this role is directly engaged in partnering activity. There are some leadership responsibilities which includes overseeing the day-to-day activities of the team, providing guidance and mentorship, and ensuring alignment with organizational goals and objectives.

SKILLS AND COMPETENCIES:

The People Partnering Senior Manager role requires robust stakeholder engagement, business acumen, project management skills and should have extensive knowledge of EMEA markets. This is coupled with a blend of outstanding customer focus HR expertise. A highly collaborative working style is needed with high levels of resilience, adaptability and excellent critical thinking skills to effectively execute the role’s responsibilities. Leadership competencies are also essential.

KEY SKILLS, REQUIREMENTS AND COMPETENCIES:

• Leadership: Possess the capability to lead and influence teams effectively, inspiring and motivating individuals towards common goals. Moreover, they are comfortable advocating for their team’s needs and pushing back when necessary, fostering an environment of mutual respect and collaboration.
• Stakeholder engagement : Excels in stakeholder engagement, skillfully building relationships, addressing concerns, and fostering collaboration for successful project outcomes and HR alignment.
• Project management skills: Exhibits strong project management competence, adeptly leading teams, coordinating tasks, and delivering successful outcomes within established timelines and resource constraints. Strong presentation skills.
• Business focus: make informed HR decisions and recommendations through leveraging robust business knowledge and acumen (business goals, competitors, market position etc)
• Influencing skills: Demonstrate the ability to influence key stakeholders in their countries, persuading and guiding them towards effective HR practices and strategies
• Collaboration & communication skills: Effective communication skills to interact with diverse stakeholders, including people leaders, HR advisors, and COE’s, facilitating a collaborative and cohesive HR approach in a complex, multi-supplier and matrixed environment.
• Customer focus: Demonstrated experience of prioritizing customer experience and building strong productive customer relationships.
• HR expertise: Have a strong knowledge of all HR disciplines and related processes delivered in a shared services environment supporting EMEA countries.
• Resilience, adaptability and decision making: Be able to work effectively in high-pressure, fast-paced situations, demonstrating resilience, critical thinking, and sound decision-making and judgment with the skill to easily shift priorities to meet business needs. Comfortable pushing back to senior stakeholders as needed
• Continuous improvement: Operate with a continuous improvement mindset, actively identifying and addressing opportunities for enhancements in HR processes and the knowledge base. Formal qualifications in CI or process improvement are desirable.
• Education: HR Bachelor’s/Master’s degree or equivalent required
• Language skills: Fluent English domain is a must. German or French is desirable.
• System and tools - Knowledge of Workday, Servicenow is preferred. Strong presentation skills using Powerpoint/Google slides.
• Experience: substantial and progressive experience in HR partnering including ideally, 3+ years of HR partnering experience across EMEA countries.
• Working in a shared services environment is a plus.
• Previous leadership experience is a plus.
• Flexibility : Flexible to support stakeholders across different time zones in EMEA and participate in meetings with Global HRBP, CoE, HR Project teams who are based in EMEA and North America.
• Travel: Ability to travel @ 10%

• Partnering and Support: Contributes to the achievement of strategic and operational priorities in the Regional business stream by actively participating and collaborating in the Global HR Account team. Re-directs people leader requests to the appropriate HR service area as needed e.g. MyMAP.
• Talent Management: Acts as a key resource for Global HRBPs and HR COE’s to support and drive the delivery of required talent activities at a Regional Level for their responsible business units.
• Optimizing business performance: Provides guidance to Regional Leaders (predominantly at VP/Director Level), on optimizing business performance through effective people management strategies, including organization structure, capability development, engagement and productivity enhancement. Collaborates closely with Global HRBPs, COEs and HRSD colleagues as necessary to ensure alignment with organizational priorities and objectives.
• HR Projects and Initiatives: In alignment with Global HRBPs, COE’s and HRSD colleagues, coaches and supports VP/Director level leaders as needed during annual CoE cycles (e.g., Goal Setting, Talent Management processes and IM Listening action planning). Operate through the lens of continuous improvement, listening to and acting on feedback from People Leaders and Employees (e.g., updates to Knowledge articles).
• Teaming: Fosters knowledge sharing among HR colleagues by actively collaborating and contributing to the collective knowledge base across the team. Share knowledge and collaborate with HR colleagues as part of the Account Management team that comes together to serve our businesses and functions.