Iron Mountain Head, Commercial/Sales Talent Acquisition in Annapolis, Maryland
At Iron Mountain we protect what our customers value most, from the everyday to the extraordinary, while helping them bridge the physical and digital world. Our people have the opportunity to bring their creativity to a workplace that thrives on change. Here, you will be part of a team that doesn’t just embrace what’s exceptional. It creates exceptional.
As a trusted partner to our clients there is a requirement that our Mountaineers must be vaccinated.
Ensure that the Talent Acquisition Consultants have a balanced workload and the production is meeting the average of 5 fills per month goal
Ensure that the TAC’s are managing the end to end recruitment process including kick off meetings, interview team prep, meeting report out cadence, debrief sessions and candidate feedback follow up/closure
Ensures that the team is on track to meet sourcing strategy goals by reviewing metrics and reinforcing goal achievement.
Determine often filled roles and engage team in pipeline building
Ensuring team is focused on ensuring Iron Mountain achieves its diversity goals by focusing on diverse slate creation
Overall management of the Talent Acquisition Consulting resources
Coaching and developing the TA resources
Ensure 2022 goals are in place and the progress against these goals are reviewed monthly and any updates/changes are documented
Ensure that each TAC has a one on one no less than twice a month
Conduct Annual review process
Solicit feedback from multiple internal and if appropriate external constituents
Ensure that team members are meeting all established KPI’s and metrics (KPI’s and metrics are under development)
Building relationships with Commercial/Sales leadership:
Present TA information in business meetings- attend staff meetings and present TA data specific to the Commercial/Sales function; including sources, time to fill and progress
Work with HRBP and business to understand hiring forecasts
Communicate TA updates so senior business leaders understand metrics and focus areas, including diversity, and attrition, any challenges or wins included in the quarterly reports
Understand overall business needs and bring to leadership team to discuss solutions
Iron Mountain’s focus on retention- understand the plans to retain top talent and weave into the hiring practices.
Manage recruiting efforts for senior level Commercial/Sales positions for Iron Mountain. Expected productivity would be managing up to 5 requisitions at any time with 1 to 2 fills per month
Ensure that there is a diverse slate for senior level assignments from a gender and/or ethnicity perspective
Partner effectively with Internal sourcing channel i.e. Talent Management and external sourcing channels
In partner with the Head of TA Operations to review source data, identify what tools work best, what should be discontinued and what should be introduced.
Increase Iron Mountain Product Knowledge:
Attend company all hands meetings
Listen to earnings calls
Participate in company training on products and services
Work with the business to develop job descriptions that clearly represent the work and the required skills
Ensure data in Workday is accurate
Use information in Workday to educate hiring managers
Audit of data for team
- Customized for each individual
Bachelor’s degree preferred
10 to 15 years of increasingly responsible experience in the talent acquisition space
5 to 8 years recruiting leadership and experience
Experience managing recruitment engagements at all levels
Experience developing sourcing strategies, evolving branding and oversight of large talent acquisition operations.
Must have experience using and evolving an ATS
Strong interpersonal skills
Strong project management skills
Ability to juggle multiple priorities simultaneously
Category: Human Resources Group
Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.
To view the Equal Employment Opportunity is the Law posters and the supplement, as well as the Pay Transparency Policy Statement, CLICK HERE