Responsibilities:
Strategic HR business partner responsible for the support of our dynamic sales executive and respective teams. Responsible for improving the overall effectiveness of the sales organization by building a talent and performance management culture through a deep understanding of the business strategy. Consults with senior leaders (SVP & C-Suite) on matters related to Sales Force Effectiveness (SFE), including but not limited to organizational development, employee engagement, workforce planning, change navigation, talent acquisition and retention, integration of diversity and inclusion, performance and compensation management activities. Anticipates needs and provides short & long term client-focused solutions that drive effective results through the alignment of human resources best practices to strategic business goals. The incumbent will be a key member of the senior HR and Sales leadership teams and enjoy being part of a dynamic, fun, and fast-paced culture.
Partnering with the senior leaders, develops sales workforce strategies aligned and informed by business & enterprise strategy.
Uses a consultative approach to understand & develop (present & future) critical talent capabilities. Develop and implement strategies and tools with managers and executives supporting the performance management, career development and succession planning of their staff. Assess and identify training needs, partner with Sales Enablement and Learning & Development teams.
Broker specialty HR services to meet business needs & participate in the delivery of market-ready solutions as appropriate (e.g. talent & succession planning, workforce planning, org design, compensation/sales commission structures, etc.).
Provides coaching and advice to senior leaders to strengthen their leadership capabilities and enable them to meet their business priorities.
Identify opportunities to advance the organizational structure and alignment of resources, on an ongoing basis. Serve as a change agent in the sales organization. In partnership with HR and Sales leadership, develop and implement strategies/techniques for advancing Sales Force Effectiveness within the organization.
Qualifications:
Demonstrates a minimum of 10 years of HR and/or OD experience. Experience partnering with senior HR and Sales leadership on complex matters. Possesses broad knowledge of all internal HR programs and services. Ability to understand and develop strategies that impact overall effectiveness of the sales team and the broader organization. Ability to communicate and present effectively to all levels of the organization, in particular senior leaders and other key decisions makers. Has a strategic, solution-focused mind set; experience designing and managing successful people projects and programs; and has an established track record of innovation. Ability to work independently, take initiative, negotiate, and influence thinking. Proven skills in MS Office products required, i.e. Word, Excel, PowerPoint.
Deep knowledge of the business / Strong business acumen
Executive coaching expertise – facilitating insights
Consultation
Strong communication skills; active listening, verbal and written presentation communication skills
Data analysis & data judgment
Business case based decision making/solutions development
Facilitation
Strong understanding of change management
Ability to operate effectively in complex/matrix organizational structures
Achieving results through influence & collaboration
Organizational design & development expertise
Building relationships and trust at all levels including senior executives
Ability to drive senior level talent discussions & decisions
Natural Curiosity
Seeing patterns & connections
Resourceful – don’t have to do all the work themselves; bring to bear many aspects (research/call people/reach out)
Can think outside the box (not: “We’ve always done it this way…”)
Seeing possibilities, but strategic & execution focus- broad wide lens
Modeling the change- “chunk it out”, simplify, pragmatic thinking, receptive to change - positive attitude towards change
Picking spots – understanding what problem we are trying to solve (clear diagnosis, root cause)
Pleasantly assertive to get to the answer/question – “ask assertive”
“Project minded” – strong project management skills; able to think through steps, establish milestones, define key stakeholders, etc.
Courageous
Achieving results through influence, collaboration, relationships
Active listening (asks self: “Whose need are you meeting?” when talking or asking questions/communication)
Analytical thinking; numbers-friendly
Business Expertise: Strong sales, operational and P&L acumen and solid understanding of financials drivers of the business; candidates must understand the key measures of success for business units.
Leadership: Identified as a strong leader of people; builds high performing teams and manages performance to high standards. Strong ability to identify talent both internally and externally. Possesses the ability to become a trusted advisor to senior leaders. Thinks globally and delivers consistent programs across assigned Client groups to improve upon effectiveness of the business.
Problem Solving: Thinks both about the business’s short and long-term goals when approaching problems for resolution. Works collaboratively with the leaders in the Centers of Excellence to leverage expertise that will assist in arriving at sound decisions; identifies matters needing broad-based solutions and participates on teams to take action.
Nature of Impact: Impacts overall organizational effectiveness via leadership actions, decision-making, and the creation and improvement of human capital programs.
Area of Impact: Impacts effectiveness of the sales organization, business units and the HR function.
Interpersonal Skills: Ability to be seen as a trusted advisor and SME by building relationships with senior leaders and instilling confidence in them through exceptional performance.
Iron Mountain
Boston
Responsibilities:
Strategic HR business partner responsible for the support of our dynamic sales executive and respective teams. Responsible for improving the overall effectiveness of the sales organization by building a talent and performance management culture through a deep understanding of the business strategy. Consults ...
Responsibilities:
Strategic HR business partner responsible for the support of our dynamic sales executive and respective teams. Responsible for improving the overall effectiveness of the sales organization by building a talent and performance management culture through a deep understanding of the business strategy. Consults with senior leaders (SVP & C-Suite) on matters related to Sales Force Effectiveness (SFE), including but not limited to organizational development, employee engagement, workforce planning, change navigation, talent acquisition and retention, integration of diversity and inclusion, performance and compensation management activities. Anticipates needs and provides short & long term client-focused solutions that drive effective results through the alignment of human resources best practices to strategic business goals. The incumbent will be a key member of the senior HR and Sales leadership teams and enjoy being part of a dynamic, fun, and fast-paced culture.
Partnering with the senior leaders, develops sales workforce strategies aligned and informed by business & enterprise strategy.
Uses a consultative approach to understand & develop (present & future) critical talent capabilities. Develop and implement strategies and tools with managers and executives supporting the performance management, career development and succession planning of their staff. Assess and identify training needs, partner with Sales Enablement and Learning & Development teams.
Broker specialty HR services to meet business needs & participate in the delivery of market-ready solutions as appropriate (e.g. talent & succession planning, workforce planning, org design, compensation/sales commission structures, etc.).
Provides coaching and advice to senior leaders to strengthen their leadership capabilities and enable them to meet their business priorities.
Identify opportunities to advance the organizational structure and alignment of resources, on an ongoing basis. Serve as a change agent in the sales organization. In partnership with HR and Sales leadership, develop and implement strategies/techniques for advancing Sales Force Effectiveness within the organization.
Qualifications:
Demonstrates a minimum of 10 years of HR and/or OD experience. Experience partnering with senior HR and Sales leadership on complex matters. Possesses broad knowledge of all internal HR programs and services. Ability to understand and develop strategies that impact overall effectiveness of the sales team and the broader organization. Ability to communicate and present effectively to all levels of the organization, in particular senior leaders and other key decisions makers. Has a strategic, solution-focused mind set; experience designing and managing successful people projects and programs; and has an established track record of innovation. Ability to work independently, take initiative, negotiate, and influence thinking. Proven skills in MS Office products required, i.e. Word, Excel, PowerPoint.
Deep knowledge of the business / Strong business acumen
Executive coaching expertise – facilitating insights
Consultation
Strong communication skills; active listening, verbal and written presentation communication skills
Data analysis & data judgment
Business case based decision making/solutions development
Facilitation
Strong understanding of change management
Ability to operate effectively in complex/matrix organizational structures
Achieving results through influence & collaboration
Organizational design & development expertise
Building relationships and trust at all levels including senior executives
Ability to drive senior level talent discussions & decisions
Natural Curiosity
Seeing patterns & connections
Resourceful – don’t have to do all the work themselves; bring to bear many aspects (research/call people/reach out)
Can think outside the box (not: “We’ve always done it this way…”)
Seeing possibilities, but strategic & execution focus- broad wide lens
Modeling the change- “chunk it out”, simplify, pragmatic thinking, receptive to change - positive attitude towards change
Picking spots – understanding what problem we are trying to solve (clear diagnosis, root cause)
Pleasantly assertive to get to the answer/question – “ask assertive”
“Project minded” – strong project management skills; able to think through steps, establish milestones, define key stakeholders, etc.
Courageous
Achieving results through influence, collaboration, relationships
Active listening (asks self: “Whose need are you meeting?” when talking or asking questions/communication)
Analytical thinking; numbers-friendly
Business Expertise: Strong sales, operational and P&L acumen and solid understanding of financials drivers of the business; candidates must understand the key measures of success for business units.
Leadership: Identified as a strong leader of people; builds high performing teams and manages performance to high standards. Strong ability to identify talent both internally and externally. Possesses the ability to become a trusted advisor to senior leaders. Thinks globally and delivers consistent programs across assigned Client groups to improve upon effectiveness of the business.
Problem Solving: Thinks both about the business’s short and long-term goals when approaching problems for resolution. Works collaboratively with the leaders in the Centers of Excellence to leverage expertise that will assist in arriving at sound decisions; identifies matters needing broad-based solutions and participates on teams to take action.
Nature of Impact: Impacts overall organizational effectiveness via leadership actions, decision-making, and the creation and improvement of human capital programs.
Area of Impact: Impacts effectiveness of the sales organization, business units and the HR function.
Interpersonal Skills: Ability to be seen as a trusted advisor and SME by building relationships with senior leaders and instilling confidence in them through exceptional performance.