Iron Mountain Human Resources Business Partner in Los Angeles, California
A New York City-based company, Crozier is the nation’s leading fine art storage and logistics provider. Serving the evolving needs of today’s fine art world and a pioneer in developing some of the first standards that now guide our industry, Crozier is widely recognized as experts by both our clients and the advisors who serve them. As the art world itself has evolved, so have the capabilities of Crozier – adapting to meet the latest challenges, applying discipline and rigor towards one central mission: To protect the value and integrity of art. Crozier has nine facilities in a network of five locations - New York (Manhattan, Brooklyn, Long Island), New Jersey, Delaware, Connecticut and California (Los Angeles). Our strategic presence supports fine art markets globally and our services support the art management life cycle, from initial purchase to final sale, including secure storage, climate-controlled vaults, private viewing galleries, consultation, installation, project management services, and international shipping capabilities for art industry professionals and collectors all over the world. Crozier is an Iron Mountain Incorporated (NYSE: IRM) company.
Strategic HR business partner responsible for supporting the Adjacent Businesses (Fine Arts, Entertainment Services and Consumer) in Iron Mountain’s global portfolio. Consults with senior leaders on matters related to organizational effectiveness, including but not limited to organizational
Provide strategic consultation and education to senior business leaders on human capital matters resulting inimproved 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.
In collaboration with the Sr. Director, HR Business
Partnerships, lead Succession Planning and Talent
Development efforts for the local Adjacent Businesses. 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 for local leaders to include communication, training, consistency reviews, calibration sessions, and strategic use of compensation budget in concert with talent identification and succession planning efforts.
Demonstrates a minimum of 10 years of HR and/or OD experience. Experience partnering with senior leadership on complex matters. Possesses M&A and integration 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. Ability to be nimble, creative, and open to change. Previous experience in both entrepreneurial and Fortune 500 companies, with the ability to adapt.
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.
Area of Impact : Impacts effectiveness of the North America business units and the HR function.
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
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.
Requisition # 2018-18992
Category Human Resources
Work From Home (Virtual) Yes