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 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 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

• Bachelor's 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 driver's 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 company's 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.