Manager, Labor Strategy & Engagement (Remote)

📋 Description

• • Provide strategic and proactive Employee Relations (ER) leadership across North America for all business lines within assigned territories, ensuring a positive and dynamic workforce experience that drives business results.
• • Develop and implement innovative tools, resources, and solutions to enhance employee engagement and retention, aligning with best practices in workforce experience.
• • Maintain rigorous compliance with company policies, practices, and all applicable federal, state, and local laws, acting as a key resource for field inquiries and issue resolution.
• • Offer direct, reactive ER support through case management when necessary, ensuring appropriate involvement and communication with departments such as Global Investigations, Global Risk & Safety, and senior leadership.
• • Stay informed about labor actions, cultural issues, and potential outreach to sympathizers, maintaining a keen awareness of petition filings, labor organizing activities, and political movements that could impact Iron Mountain's labor strategy.
• • Conduct complex investigations with a focus on mitigating risk and ensuring adherence to EEOC, DOL, and NLRB policies and regulations.
• • Deliver comprehensive formal and informal training to front-line leaders on critical topics including Employee Relations, Performance Management, Change Management, and Conducting Difficult Conversations, serving as a dedicated advocate and advisor.
• • Act as an "advocate" for hourly employees through proactive engagement methods such as Roundtable Facilitation and Transportation Ride Alongs, as well as reactive measures like Dispute Resolution, Open Door policies, and Ethics Hotline utilization, ensuring timely and professional resolution of all open issues.
• • Champion company, area, and territory initiatives across various business lines, acting as a crucial liaison between the business and the Employee/Labor Relations team to foster a collaborative partnership.
• • Collaborate with HR leadership to develop compelling communications and deliver honest, motivating talk tracks designed to inspire and engage employees.
• • Partner effectively with HR Business Partners (HRBPs) and Centers of Excellence (COEs) to drive the implementation of company programs and policies, including culture initiatives and annual talent calibrations, aimed at advancing organizational and employee growth.
• • Work in close collaboration with the Labor Relations team to develop and execute both proactive and reactive ER strategies, including contributions to Business Continuity Planning and partnerships with Global Safety & Risk.
• • Identify and recommend strategic approaches to address current and future Employee Relations and retention needs, actively participating in projects to refine workforce experience best practices and propose new or modified programs and policies.
• • Manage and report on key metrics that underpin and support the company's proactive employee relations strategies, providing data-driven insights for continuous improvement.
• • Ensure consistency in ER practices and decision-making across North America to minimize risk and cultivate a strong, ethical, and motivating work environment.
• • Possess a fundamental understanding of the business units and their financial performance, including the ability to interpret P&L statements and identify key success metrics for assigned business units.
• • Act as a trusted advisor and advocate, providing strong direction in issue resolution and delivering proactive ER strategies that enhance the effectiveness of the North American business.
• • Employ a comprehensive problem-solving approach, considering both exempt and non-exempt perspectives, and communicate empathetically and effectively to business leaders and hourly staff.
• • Foster positive and consistent partnerships with HR Shared Services, HRBP peers, and COEs to ensure efficient issue resolution and clear role definition in program delivery.
• • Influence overall organizational effectiveness through impactful leadership actions and decisions.
• • Drive improvements in both business unit performance and the HR function through strategic influence and program management, establishing oneself as a Subject Matter Expert (SME) in workforce experience, culture, and employee/labor relations.
• • Build strong relationships with territory leadership, both hourly and exempt, instilling confidence and establishing credibility as a trusted advisor and subject matter expert through exceptional performance.
• • Maintain a strong sense of urgency in problem-solving and solution definition to prevent future risks and recurring issues.
• • Utilize Google Suite products, including Google Docs, Google Sheets, and Google Slides, for effective communication and reporting.