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 employee's 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…