Global Head of Talent Development

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 Global Head, Talent Development will be responsible for designing and executing the company’s talent and leadership development strategy to build a high-performing, agile, and future-ready workforce. This leader will develop frameworks and programs that nurture high-potential talent and strengthen leadership capabilities across all levels of the organization. 

This role is critical to supporting the culture of Iron Mountain, providing foundational experiences in leadership growth through learning tools and technology for all employees and talent experiences for high growth talent and those in critical roles.

As a strategic partner, the Global Head, Talent Development will ensure alignment between talent strategies and business goals, focusing on creating a sustainable leadership pipeline, fostering a culture of continuous growth, and driving organizational outcomes.

Role and Responsibilities

• Design and implement a global enterprise talent strategy for all levels.  Focus on the development of a high-performance culture of learning and innovation through a pragmatic program with measurable ROI. 

• Design and deliver core strategic leadership development initiatives and roadmap for each level of management across the organization.
   

• Work as a strategic thought partner with the business and HR leadership team to develop and implement specific programs and initiatives aligned with the organization’s business objectives and/or transformation strategy such as succession planning and leadership development programming.

• Manage the Talent Development team responsible for executing and evolving existing programs (Management Development Program (MDP), Supervisor Development Program (SDP), and Leadership Essentials). Introduce and implement new offerings that foster skills development, leadership readiness, and a growth mindset across teams.

• Oversee the evolution of the talent review process including key definitions and methodologies, tools, format, and cadence to ensure clear and practical talent conversations, development planning, and action.

• Assess existing foundational tools and templates for organizational effectiveness that can be leveraged across the organization, ensuring an effective and flexible enterprise-wide framework. 

• Identify and implement key performance indicators (KPIs) to actively track, measure, and manage the effectiveness, performance, and overall impact of Leadership Development programs.

• Provide leadership, consultation and advice in areas of talent development, executive development, and  performance management. 

• Leverage existing Workday technology to optimize Talent Development processes and  deliver standard and customized data analysis and reporting.

Professional Experience

• Experience owning an entire portfolio of development programs including succession planning, leadership development, skill development, and performance management.

• High business acumen with the ability to translate business objectives into talent priorities.

• Ability to build credibility and trusted relationships with executive leadership stakeholders.

• Experience leading complex, enterprise-wide organizational change and transformation.
   

• Knowledge of leadership competency frameworks and a variety of proven practices, tools, and techniques that help leaders develop in their jobs with unique experiences and well-designed programs. 

• Proven ability to create a mindset shift and adoption across a variety of stakeholders, using proven change management practices. 

• Experience leveraging relevant training modality approaches (e.g., experiential, social, classroom, virtual, AI). 

• Strong analytical skills with proven ability to use analytical tools/systems and metrics to monitor/report program effectiveness. 

• Experience working with a highly dispersed workforce of non-exempt and exempt workforce.

• Ability to collaborate with internal/external business partners using a consultative approach to identify business goals and performance gaps. 

• Proven experience in developing, implementing, and monitoring human resource metrics across the organization. 

• Aligns recommended solutions to enterprise, business, and vital resource strategies. 

• Strong strategic communication skills; high quality presentation skills. 

Qualifications

• Bachelor’s degree in Business, Human Resources, or related field required. Advanced degree in organizational development, human resources, or other learning/business related coursework highly desirable.

• A minimum of 10 years leading a learning/organizational development team in a fast paced, high-growth organization, delivering tangible results. 

• Proven success in understanding and anticipating business priorities and aligning engagement and leadership strategies. 

• Experience leading complex talent transformation work, across stakeholder matrix.

• Experience working globally.
   

• Experience working with a senior leadership team and presenting at the executive level.

• Excellent executive presence, responsiveness, business focus, integrity, sound judgment, and ability to prioritize effectively across competing demands. 

Category: Human Resources