Hr/Er Manager Anz

At Iron Mountain we know that work, when done well, makes a positive impact for our customers, our employees, and our planet. That’s why we need smart, committed people to join us. Whether you’re looking to start your career or make a change, talk to us and see how you can elevate the power of your work at Iron Mountain.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.The JobThe HR/Industrial Relations Manager will be responsible for overseeing the development andimplementation of HR Services, policies, and programs that support our business objectives whileensuring a positive employee experience, adhering to labour laws and regulations, and handling allindustrial relations issues within the organisation.As part of the APAC HR Service Delivery team, execute HR programs/IR issues and plans in support of executives, managers, and employees in Australia and New Zealand. Provides assistance and support to our internal customers in one or more countries across a variety of procedures. Managing unions, disciplinary actions, collective bargaining, negotiations, employee welfare, and stakeholder management are all components of the role.The Responsibilities

• Handle escalated queries from Tier 1 and Tier 2 teams
• CoE program execution and support of new changes
• Have responsibility for the Employee Handbook and other HR Policies and ensure updates are effectively and efficiently communicated and understood by our people
• Execute annual CoE cycles as required e.g. merit/bonus; benefits, talent (career conversations,
• 9 box talent calibration, goal setting and goal achievement, employee surveys)
• Liaise with People Leaders to update data in system following compensation data audits
• Execute orientation/onboarding activities as per Talent CoE strategy
• Advise People Leaders on related processes around promotions, salary administration, out-of cycle merit increases and escalate/collaborate with Compensation CoE when required
• Deliver People Leader training in processes and/or soft skills either directly, or via train-the-trainer sessions; translation and/or localisation of communication materials and their distribution
• Provide in-country change management to local leadership
• Support and advise People Leaders on onboarding
• Support and advise People Leaders on Probation Reviews (where legally required)
• Support M&A initiatives and/or Due Diligence programs, as part of the APAC HRSD Regional Hub and, where successful, execute orientation/onboarding for M&A
• Align and manage regional and local recognition strategies to Global Recognition Programs
• Act as the Voice of Customer for the CoEs providing feedback (via Global HR Portfolio Group) from People Leaders and employees on CoE programs and plans
• Coach Tier 1, 3rd party vendor teams on enhancing customer experience across all processes and partner with Payroll team
• Analyse HR metrics and trends to provide insights and recommendations for continuous improvement
• Provide high quality industrial and employee relations advice and services to the business, managing and resolving complex employee relations issues. Conduct effective, fit-for-purpose and objective investigations.
• Provide ongoing monitoring of workplace environment for proactive identification of potential concerns or issues
• Provide execution advice and support from an Employee Relations /Labour Relations perspective to organisational change programs (e.g. organisation changes), acquisitions and terminations
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Collaborate with the legal department as needed/required to manage labour litigation.
• Contribute to policy development and implementation in relation to industrial and employee relations matters by reviewing changes to Australia and New Zealand Labour law and update relevant stakeholders accordingly
• Provide direction to Operations leadership on employees servicing customers, reorganisations, etc. in compliance with labour laws
• Lead negotiations dealing with industrial relations matters, including Enterprise Agreement negotiations
• Provide day-to-day performance management guidance to people managers (coaching, counselling, disciplinary actions) provoking positive changes in the management of people and performance improvement

• Bachelor degree in HR required with specialisation in Employee Relations/Industrial Relations
• 7+ years progressive experience in HR and Industrial Relations/ Labour Relations for Australia and New Zealand with demonstrated functional knowledge and expertise
• 3+ years working in a regional HR Service Delivery team with knowledge on ServiceNow and Workday as HR Case Management tool is a plus
• Demonstrated experience of, and focus on, proactively managing customer relationships
• Must possess demonstrated understanding of continuous performance measurement
• A track record of identifying opportunities for continuous process improvement - keeping it simple
• Demonstrated ability to work collaboratively and build strong partnerships with key stakeholders in a complex, multi-supplier and matrixed environment
• Curious; proactively ask questions about wider context in order to understand where to provide most business value; taking our customers to where they ought to be, not where they want to be
• Being courageous when we need to push back and say NO, or pull them to lead them to a different place
• Exceptional conflict resolution skills
• Ability to work effectively in high-pressure, fast-paced situations that require sound decision making
• High degree of comfort with change, with the skill to easily shift priorities to meet business needs
• Strong analysis and problem solving skills, able to carry out root cause analysis
• Willingness to work in a hybrid working structure (home based and office based) and business travel may be required on a need basis
• Willingness to work outside of current scope of HR to manage peaks in the team’s workload and cover for colleagues as required