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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 stor​y 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.