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Manager, Labor Strategy & Engagement (Remote)

June 2, 2026

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 story while evolving your skills in a culture that will welcome your unique contributions? If so, let's start the conversation. Job Summary Provide proactive Employee Relations Leadership to North America field locations for all business lines in assigned territories. Maintain effective relationships with business partners in order to drive business results through dynamic and positive workforce experience strategies. Proactively identify, develop, and implement tools, resources, and solutions that help shape a positive employee experience. Ensure consistent practices and decision making in employee relations within North America in order to mitigate risk and promote a strong, ethical and motivating environment.What You’ll Do (Responsibilities) <ul><li>Identifies and recommends strategies to address current and future Employee Relations and retention needs. Participates in projects to develop workforce experience best practices and propose new/ modified programs and policies to better organizational needs. Manages and reports on identified metrics that support company proactive employee relations strategies. (Time Spent 10%)</li><li>Provide Employee Relations leadership by ensuring compliance to company policies and practices and federal, state and local laws; respond to field inquiries and direct resources that can assist or accelerate issue resolution. Provide direct reactive ER support through case managers when appropriate. Assure appropriate departments are involved and apprised as necessary, such as, Global Investigations, Global Risk & Safety and senior leadership. Also stays current on strike actions, labor/culture issues, and the potential outreach to sympathizers. Maintain visibility with petition filings, labor organizing activities and political movement that has the potential to impact Iron Mountain’s labor strategy and landscape. (Time Spent 35%)</li><li>Conducts complex investigations and mitigates risk by ensuring compliance with EEOC, DOL and NLRB policies. (Time Spent 5%)</li><li>Conduct formal (ERL Class Series, Performance Management) and informal (Change Management, Conducting Difficult Conversations) training for front line leaders. Serve as advocate and advisor for front line supervisors and managers. (Time Spent 10%)</li><li>Serve as ER hourly employee “advocate” through proactive (Roundtable Facilitation, Transportation Ride Alongs, etc.) and reactive (Dispute Resolution, Open Door, Ethics Hotline) behaviors. Drive resolution of all open issues in a timely and professional manner. (Time Spent 10%)</li><li>Champions Company, Area and Territory initiatives by business line. Function as a liaison between the business and Employee/Labor Relations team to foster partnership in support of the business. Work with HR leadership to develop communications and deliver compelling, honest talk tracks that inspire and motivate employees. (Time Spent 10%)</li><li>Functions as a liaison with HRBP’s and COE’s to assist in driving company programs and policies, including culture initiatives, annual talent calibrations, etc., that advance organizational and employee growth. (Time Spent 10%)</li><li>Work in partnership with Labor Relations team on both proactive and reactive Employee Relations strategies as needed including Business Continuity Planning strategy and partnering with Global Safety & Risk. (Time Spent 10%)</li></ul>What You’ll Bring (Skills & Qualifications) <ul><li>Demonstrates a minimum of 5-8 years of HR and/or Employee Relations experience. Possesses broad knowledge of all internal HR programs and services. Ability to understand and interpret state and federal laws associated with employee relations, including, but not limited to, FMLA, ADA and NLRB and EEOC case ruling. Ability to communicate and present effectively to all levels of the organization, in particular front line leadership and non-exempt employee groups. Has a strong sense of urgency in both solving problems and defining problem solutions to mitigate future risk and issue recurrence. Proven skills in Google Suite products to include, Google Docs, Google Sheets, and Google Slides.</li><li>Business Expertise: Possesses basic understanding of the business units and financials; candidates must be able to read a P & L and understand the key measures of success for assigned business units.</li><li>Leadership: Trusted advisor and advocate. Provides strong direction when resolving issues and delivering positive and proactive ER strategies. Delivers consistent programs and responses to improve upon the effectiveness of the North American business.</li><li>Problem Solving: Thinks at all levels (exempt and non-exempt) when resolving issues; provide consistent, realistic and empathetic communication that is understood and acknowledged by business leaders and hourly staff. Partners in a consistent and positive manner with HR Shared Services, HRBP peers (within assigned business lines) and Centers of Excellence to ensure issue resolution and proper role clarity in delivering programs to territory employees.</li><li>Nature of Impact: Impacts overall organizational effectiveness via leadership actions and decisions.</li><li>Area of Impact: Impacts both business unit and HR function through influence and program management. Must be seen as an SME in workforce experience and culture, employee and labor relations.</li><li>Interpersonal Skills: Ability to seen as a trusted advisor and subject matter expert by hourly and exempt territory leadership by building relationships with leaders and instilling confidence through exceptional performance.</li></ul>What We Offer (Benefits)<ul><li>Competitive compensation and benefits aligned with your experience.</li><li>Paid time off and holidays to support a healthy work-life balance.</li><li>Comprehensive health, wellness, and retirement plans.</li><li>Opportunities for continuous learning and professional growth to help you reach your career goals.</li></ul>#LI-REMOTEReasonably expected salary range: $123,500.00 - $164,700.00Please note that an employee's starting salary may vary based on a variety of factors. Where State, Municipal, Provincial, Territorial or other legal minimum wages exceed the federal minimum wage, employees are entitled to the higher rate.Category: Human Resources

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...

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