People Advisor

Iron Mountain; Juneau (AK); On-site; USD 90,000 - 120,000; Full time

Job summary

Iron Mountain in Alaska seeks a People Advisor to partner with HRBPs, CoEs, and People Leaders up to L4, delivering proactive support for BAU and M&A initiatives. You will work closely with employees, managers, and CoE teams to design customer-centric HR solutions aligned with business strategies.

The role covers onboarding revamps, competency model updates, diversity recruiting strategies, talent management processes, and responding to urgent people needs while coaching leaders to focus on

Qualifications

• Stakeholder engagement, building relationships and collaborating across HR teams.
• Strong project-management capability with ability to lead initiatives on time and within resources.
• Business-focused HR decisions grounded in robust knowledge.
• Excellent collaboration and communication with diverse stakeholders in a matrix organization.
• Customer-focused approach to HR services.
• Strong HR expertise in a shared-services North America environment.
• Resilient, adaptable, and decisive in high-pressure settings.
• Continuous-improvement mindset; CI qualifications desirable.
• Education: Bachelor’s/Master’s degree or equivalent.
• English plus Spanish and/or French desirable.
• System/tools: Workday, ServiceNow, and Google Workspace.
• Experience: Minimum 6 years HR; shared-services a plus.
• Willing to travel approximately 10%.

Responsibilities

• Partnering and Support: Provide guidance and assistance to People Leaders up to Level 4 on various people-related matters and processes, including coaching, training, and handling escalated queries through SNOW cases.
• Talent Management: Act 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: Advice 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.
• HR Projects and Initiatives: Support and partner during annual CoE cycles (e.g., Goal Setting, Talent Management processes, IM Listening action planning), providing coaching, reporting, data insights, and continuous improvement.
• Team Collaboration: Foster knowledge sharing among HR colleagues by actively collaborating, contributing to the collective knowledge base, and serving the Account Management team.
• Data Analysis and Reporting: Maintain close alignment with HRBPs, collecting, analyzing, and reporting HR-related data and metrics to facilitate decision-making and identify trends and opportunities for enhancement.
• Onboarding and Offboarding: Offer support and guidance to new People Leaders regarding HR practices and processes, including benefits, severance agreements, and management of RIFs/Reorgs; provide survivor support if necessary.
• Employee Relations: Collaborate closely with Employee Relations (ER) to stay abreast of trends, risks, and volume, using insights to facilitate discussions or roundtables with People Leaders.
• M&A Execution: Provide support as part of M&A execution, addressing due diligence, system, process, and people implications.

Skills

Stakeholder engagement

Project management

HR expertise

Collaboration & communication

Customer focus

Decision making

Continuous improvement

Spanish/French desirable

Resilience & adaptability

Shared-services HR knowledge

Education

Bachelor’s degree or Master’s degree in HR or related field

Tools

Workday

ServiceNow

Google Workspace

Job description

Role Description

The People Advisor plays a pivotal role in partnering effectively with HRBPs, CoEs, and People Leaders (up to L4), offering proactive support and proposing solutions for various programs of work, whether it's business as usual (BAU) or new initiatives like M&A. They closely collaborate with employees, managers, and CoE teams to deliver customer‑centric solutions, focusing on understanding business strategies and aligning with specific business lines. Programs of work include revamping onboarding, updating competency models, implementing diversity recruiting strategies, and talent management processes. Additionally, they address urgent employee and manager needs and provide people management coaching, allowing HRBPs to focus more on strategic initiatives.

Responsibilities

• Partnering and Support: Provide guidance and assistance to People Leaders up to Level 4 on various people‑related matters and processes, including coaching, training, and handling escalated queries through SNOW cases.
• Talent Management: Act 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: Advice 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.
• HR Projects and Initiatives: Support and partner during annual CoE cycles (e.g., Goal Setting, Talent Management processes, IM Listening action planning), providing coaching, reporting, data insights, and continuous improvement.
• Team Collaboration: Foster knowledge sharing among HR colleagues by actively collaborating, contributing to the collective knowledge base, and serving the Account Management team.
• Data Analysis and Reporting: Maintain close alignment with HRBPs, collecting, analyzing, and reporting HR‑related data and metrics to facilitate decision‑making and identify trends and opportunities for enhancement.
• Onboarding and Offboarding: Offer support and guidance to new People Leaders regarding HR practices and processes, including benefits, severance agreements, and management of RIFs/Reorgs; provide survivor support if necessary.
• Employee Relations: Collaborate closely with Employee Relations (ER) to stay abreast of trends, risks, and volume, using insights to facilitate discussions or roundtables with People Leaders.
• M&A Execution: Provide support as part of M&A execution, addressing due diligence, system, process, and people implications.

Qualifications

• Stakeholder engagement: Excels in stakeholder engagement, building relationships, addressing concerns, and fostering collaboration for successful project outcomes.
• Project management skills: Demonstrates strong project‑management competence, leading teams, coordinating tasks, and delivering successful outcomes within timelines and resource constraints.
• Business focus: Makes informed HR decisions and recommendations through robust business knowledge and acumen.
• Collaboration & communication skills: Effectively communicates with diverse stakeholders, facilitating a collaborative and cohesive HR approach in a complex, matrixed environment.
• Customer focus: Prioritizes customer experience and builds strong productive relationships.
• HR expertise: Strong knowledge of all HR disciplines and related processes delivered in a shared‑services environment supporting North America.
• Resilience, adaptability, and decision making: Works effectively in high‑pressure, fast‑paced situations, demonstrates resilience, critical thinking, and sound judgment.
• Continuous improvement: Operates with a continuous‑improvement mindset, identifying and addressing opportunities for enhancements; CI or process‑improvement qualifications desirable.
• Education: Bachelor’s/Master’s degree or equivalent required.
• Language skills: In addition to English, Spanish and/or French desirable.
• System and tools: Knowledge of Workday and ServiceNow preferred; strong acumen in Google Workspace.
• Experience: Minimum 6 years progressive experience in Human Resources; shared‑services experience is a plus.
• Flexibility: Flexible to support stakeholders across North America time zones and participate in meetings with Global HRBP, CoE, and HR Project teams worldwide.
• Travel: Ability to travel at approximately 10%.

Equal Employment Opportunity Statement

Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.

If you have a physical or mental disability that requires special accommodations, please let us know by sending an email to [e-mail].