Enterprise Learning Optimisation Lead

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.

Ready to scale a bold peak in the talent transformation landscape?

We are embarking on a global review of our Learning and Development approach to ensure we are providing the development programs and access to training to enable career development, business performance and growth.

The Global Learning Optimization Lead will play a pivotal role in assessing our current learning landscape, including programs, teams, technologies, and processes and use this information to shape recommendations for a more harmonized, future-ready state.

This role requires a balance of strategic insight, cultural sensitivity, and collaborative engagement to ensure we build on the great work already in place while identifying opportunities to simplify, strengthen, and scale impact globally. This role will lead on the effective execution of recommended changes, ensuring effective adoption and sustainability, ensuring we realize value in efficiency and impact of Learning and Development for the organization. 

Key Responsibilities

• Learning Needs Assessment: Partner with business units, regions, and functional leaders to understand current and future learning priorities aligned to business strategy.
• Current State Review: Assess the scope, effectiveness, and reach of current L&D programs, delivery models, and supporting processes across global, regional, and business unit levels.
• People & Teams: Engage with L&D professionals across the company to understand existing strengths, ways of working, and opportunities for greater collaboration or alignment.
• Operating Model Evaluation: Identify which elements of learning are best delivered centrally for consistency and efficiency, and which should remain regionally or functionally led for impact and relevance.
• Technology & Infrastructure: Review existing learning systems (e.g. LMS, learning experience platforms, digital tools) to assess effectiveness, integration, and user experience.
• Future State Recommendations: Develop a set of proposals for a robust, scalable, and harmonized learning model that balances global alignment with local flexibility, supported by clear governance and technology.
• Change Leadership: Engage stakeholders across geographies and functions to co-create solutions, build alignment, and ensure recommendations are realistic, inclusive, and sustainable.
• Execution & Adoption: Lead the ongoing execution of the program, driving adoption of new ways of working, processes, and technologies to ensure the organization realizes sustained value from the future-state learning model.

Experience & Capabilities

• Significant experience in global Change or Program management. Preferable experience in Learning & Development, Talent, Organizational Development or broader HR leadership roles.
• Strong track record of assessing and redesigning operating models in complex, matrixed organizations.
• Experience with enterprise technologies and platforms (preferable knowledge of LMS, LXPs, analytics tools).
• Exceptional stakeholder management and influencing skills, with the ability to navigate sensitivities and build trust across regions and functions.
• Strategic thinker with the ability to balance long-term vision with practical recommendations.
• Demonstrated ability to deliver change in a collaborative, inclusive, and culturally aware way.
• Exceptional Execution focus, ensuring sustainable change and user adoption of change initiatives.
   

What Success Looks Like

• Clear, data-informed recommendations that optimize our global learning investment.
• A proposed operating model that balances centralisation with local needs, and builds on existing strengths.
• Engaged stakeholders who feel heard and involved in shaping the future.
• A roadmap to a harmonized, technology-enabled, scalable learning ecosystem that supports employee growth and business success.
• On time and high standard execution of the agreed roadmap and deliverables, with a high focus on quality, customer satisfaction and value generation