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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.
Director, HR Business Partner - Global Business Services
The role of the Director HR Business Partner is a crucial connection point between HR and senior leadership within the Global Business Services Organization. This role has a primary focus on aligning HR strategies with business goals. This position calls for an inquisitive, innovative mindset, understanding the goals, challenges, and market dynamics of IRM to ensure HR initiatives enhance performance, productivity, and most importantly, employee
engagement. Working closely with senior leaders, they offer strategic advice on talent management and organizational development.
This role works closely with the COEs and the People Advisors within HR to service the business effectively and efficiently. This individual provides effective change leadership and utilizes data and analytics continuously to guide and influence appropriate HR interventions within Global Business Services. The Director, HR Business Partner plays a central role in shaping the agenda for people management, driving business outcomes, and sustaining our competitive advantage. They demonstrate a deep understanding of the business and the HR model to properly partner and collaborate with the COEs, HR
Service Delivery and People Advisors to ensure strategies are successfully executed that will drive our business results.
Skills and Competencies:
An individual in this role should demonstrate high agility by embracing new and
innovative ideas, have a deep understanding of human resources disciplines, ability to
communicate clearly and persuasively, and influence both leaders and peers to drive
optimal outcomes for the business, our culture and our employees.
Responsibilities:
Business Relationship / Account Management: Advises the SVP, GBS and direct report team in order to most effectively and efficiently utilize talent to achieve business objectives.
Strategic HR Support: Provides strategic level HR consultation to the leadership team. Works with CoEs and HR Service Delivery to develop an “account plan” to ensure strategic and operational
priorities are planned for and met with suitable HR support.
Talent Management: Acts as a Talent Consultant on core talent management processes
(e.g., performance management, talent reviews, succession planning and leadership
development, total rewards). Collaborates with Talent Management CoE, Talent
Acquisition, and other HRBPs in “talent brokerage” to match business/talent needs with
individuals’ development goals. Engages in planning and managing talent lifecycle for
the respective business areas. Deploys talent analytics and workforce planning tools to
support talent sourcing and development decisions.
Organisation Design and Development: Provides advice on enhancing business
performance through people (i.e., organization structure, capability, engagement, and
productivity). Provides advice on organizational design of new roles, partnering with
Comp CoE on leveling roles/teams/groups leveraging HR Technology and Strategy and
Enablement teams. Leverage PMO resources from the Strategy and Enablement team
on business-specific initiatives.
Change Leadership: Demonstrating leadership through action, they champion and
advocate for change initiatives, actively contributing to the development and
implementation of go-to-market strategies for programs and projects within their
business unit. Their proactive involvement ensures the success of these initiatives while
cultivating a culture characterized by resilience and innovation. By serving as role
models for embracing change and driving innovation, they inspire and motivate those
around them.
Teaming: Fosters knowledge sharing among HRBP 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.
Experience:
Experience as an HR Business Partner to a global, shared services leadership team in a highly complex and matrixed environment.
Experience in organizational development, change management, and succession planning.
Proven experience in developing and implementing HR strategies, initiatives, and programs that support organizational goals and objectives.
Proven analytical skills used to assess HR metrics, trends, and data to inform decision-making and to drive organizational effectiveness.
Strong financial acumen to drive business outcomes with customer groups on their talent agenda.
Employs a teaming and enterprise mindset, and is able to work across the peer group to align on common ways of working
Strong communication and relationship building skills
Experience in coaching leaders resulting in better business outcomes
Ability to influence and negotiate with key stakeholders to gain buy-in for HR initiatives and drive change.
Experience in fostering a positive organizational culture that promotes employee engagement, diversity, equity, and inclusion.
Takes personal accountability for demonstrating leadership accountabilities, which is crucial for establishing trust, maintaining integrity, meeting deadlines, and fostering a culture of reliability within the team.
Strong problem-solving skills with the ability to identify issues, analyze root causes, and develop effective solutions.
Sound judgment and decision-making abilities, especially in handling sensitive employee relations issues and HR-related risks.