People & Talent Manager

Position Summary

The People & Talent Manager is a hands-on human resources leader responsible for helping our team attract select onboard develop support and retain the people required to deliver exceptional protective services. This role personally drives recruiting sourcing screening and hiring while also supporting the full employee lifecycle including onboarding training coordination employee relations performance management policy administration compliance HR systems workforce reporting and offboarding.

This is an execution-focused role for someone who can move comfortably between the field and the corporate office respond quickly to staffing needs maintain sound documentation and serve as a trusted resource to employees and leaders. Success requires urgency discretion consistency strong judgment and a genuine commitment to both employee experience and operational accountability.

Core Responsibilities

Talent Acquisition & Workforce Staffing

• Own full-cycle recruiting for field operational corporate and leadership roles from intake and workforce planning through sourcing screening interviewing selection offer coordination and pre-employment steps.
• Build and maintain active candidate pipelines for high-volume and difficult-to-fill positions including security officers supervisors account managers concierge personnel executive protection professionals and specialized roles.
• Source candidates through job boards referrals community partnerships professional networks schools public-safety networks recruiting events and direct outreach.
• Conduct structured phone and video screens; assess experience professionalism communication schedule availability compensation alignment licensing and role fit before advancing candidates.
• Partner with hiring leaders to define requirements create interview plans improve selection quality and make timely hiring decisions.
• Track recruiting metrics such as time-to-fill candidate conversion source quality offer acceptance early turnover vacancy aging and hiring-manager responsiveness.
• Maintain consistent lawful and well-documented hiring practices including background-screening and credential-verification workflows.

Onboarding Training & Development

• Manage a consistent onboarding experience from accepted offer through the employees first 90 days coordinating paperwork system access uniforms/equipment scheduling orientation training and leader follow-up.
• Facilitate company orientation and deliver or coordinate training when needed including culture policies workplace conduct leadership expectations customer service documentation standards and other HR-related topics.
• Partner with Operations and subject-matter experts to maintain role-based training plans refreshers site-specific requirements and training records.
• Identify development gaps and coordinate practical learning solutions for supervisors account managers and emerging leaders.
• Support succession planning career-path conversations internal mobility and development plans for high-potential employees.

Employee Relations & Performance Support

• Serve as an accessible first point of contact for employee questions concerns workplace issues and policy guidance; escalate sensitive or high-risk matters appropriately.
• Support fair timely workplace reviews and investigations by gathering facts interviewing involved parties maintaining confidentiality documenting findings and coordinating next steps with leadership or counsel.
• Coach managers on feedback documentation attendance conduct performance improvement corrective action conflict resolution and consistent application of company expectations.
• Monitor employee experience and turnover trends; recommend actions that improve communication engagement accountability and retention.
• Coordinate separations and offboarding including documentation final process steps exit feedback return of company property and system notifications.

HR Operations Compliance & Administration

• Support day-to-day HR functions across the employee lifecycle and ensure employee records personnel files forms acknowledgments licenses certifications and status changes are complete and current.
• Maintain accurate HRIS and applicant-tracking data and coordinate employee changes with payroll scheduling finance benefits and operations stakeholders.
• Administer and communicate company policies and support periodic reviews of the employee handbook job descriptions forms and standard operating procedures.
• Support leave accommodation benefits workers compensation unemployment garnishment and other HR processes in coordination with the appropriate internal or external specialists.
• Monitor employment-law and industry requirements relevant to company operations; help leadership implement compliant practices and seek qualified legal guidance when appropriate.
• Prepare recurring workforce dashboards covering headcount open positions turnover retention attendance employee relations training completion licenses and other people-risk indicators.
• Support audits client due-diligence requests proposals and business-development needs involving workforce qualifications training diversity safety or HR practices.
• Protect confidential employee and company information and exercise sound judgment in all people matters.

Culture Engagement & Organizational Support

• Help translate our values and service standards into recruiting onboarding recognition leadership practices and everyday employee expectations.
• Support employee communications engagement activities recognition programs pulse checks and culture initiatives that strengthen accountability and belonging.
• Partner with leadership on organizational planning role design job descriptions reporting structures workforce forecasting and change-management efforts.
• Identify recurring people or process issues and propose practical scalable improvements rather than relying on one-off solutions.
• Perform other people talent training and organizational responsibilities reasonably assigned based on business needs.

Required Qualifications

• Bachelors degree in human resources business organizational leadership or a related field; equivalent relevant experience may be considered.
• At least five years of progressive HR recruiting or people-operations experience including meaningful ownership of full-cycle recruiting and employee relations.
• Experience supporting a multi-site hourly field-based or high-volume workforce; security hospitality facilities healthcare property management logistics or another service environment is strongly preferred.
• Working knowledge of core federal and state employment practices and the judgment to recognize when an issue should be escalated to senior leadership or employment counsel.
• Demonstrated ability to source candidates conduct effective screens manage multiple openings and maintain an organized hiring pipeline.
• Strong interviewing facilitation coaching writing documentation and interpersonal skills.
• Proficiency with HRIS applicant-tracking payroll scheduling learning and productivity systems; experience with ADP Connecteam or similar platforms is helpful.
• Ability to handle confidential information competing priorities difficult conversations and urgent staffing needs with maturity and professionalism.
• Valid drivers license and ability to travel locally to company offices client sites recruiting events and training locations as needed.

Preferred Qualifications

• SHRM-CP SHRM-SCP PHR SPHR or comparable HR credential.
• Experience recruiting security public-safety executive protection hospitality or customer-facing personnel.
• Experience conducting workplace investigations and coaching leaders through performance or conduct matters.
• Experience building training content facilitating workshops or administering a learning management system.
• Comfort using workforce data to identify risk improve retention and guide staffing decisions.

Leadership Competencies

• Ownership & urgency: follows through communicates early and closes loops.
• Judgment & discretion: handles sensitive matters objectively and confidentially.
• Operational mindset: understands that staffing quality and speed directly affect client service.
• Consistency & fairness: applies standards reliably while considering the facts of each situation.
• Relationship building: earns credibility with officers managers executives and external partners.
• Continuous improvement: simplifies processes uses data and builds repeatable systems.
• Executive communication: provides concise fact-based recommendations and flags material risk promptly.

Measures of Success

• Critical openings are filled within agreed service levels with qualified dependable candidates.
• Hiring pipelines remain active enough to support growth replacements new-site launches and urgent staffing needs.
• New hires receive complete timely onboarding and required training with clear ownership through the first 90 days.
• Employee concerns investigations corrective actions and separations are handled promptly respectfully and with complete documentation.
• HR files licenses certifications systems and workforce reports are accurate current and audit-ready.
• Leaders receive practical HR guidance workforce insight and consistent support that improves retention accountability and culture.

First-Year Priorities

• Establish a dependable recruiting engine and ready-now talent pools for the companys highest-volume and hardest-to-fill positions.
• Standardize recruiting interviewing onboarding 30/60/90-day follow-up training documentation performance support and offboarding workflows.
• Create a monthly people dashboard and regular leadership review cadence focused on staffing retention training employee relations and people risk.
• Assess HR records policies systems and manager practices; close priority gaps and build a practical annual HR operating calendar.
• Strengthen manager capability through consistent tools coaching and targeted training.