Director Of Human Resources - Security Services

Overview: Work for a company where your contributions are recognized and rewarded. Apply for the Director of Human Resources position at Prosegur. We are always hiring professionals eager to exceed customer expectations.
Prosegur is excited to extend the opportunity to apply, to anyone interested in a Director of Human Resources role. The Physical Security Division is a vibrant business with many moving parts; this is the perfect role for someone who relishes the idea of helping the business strengthen its platform. This person is responsible for supporting operations in the Physical Security Division, principally in support of our government clients, but also supporting other customers nationally. The HRD serves as an internal business resource for their operating business units, responsible for the implementation and execution of HR programs and procedures and providing HR advice to business partners.
Prosegur offers a whole suite of benefit options. We believe in career advancement and encourages current employees to apply. We offer competitive wages and exciting company resources.
Responsibilities
The HRD is the primary HR point of contact to the Region VP, the Account and Operations Managers on the team. The HRD will provide advice and counsel and execute HR initiatives as a true generalist in multiple HR disciplines, including talent and workforce planning, as well as working with their business partners to drive performance standards through the effective implementation of the performance management process. In addition, the HRD will have responsibility for driving the hiring and on-boarding process in their business unit, participating with their business partners in selection of candidates for key positions and putting forward pressure on security guard and hourly staffing as needed. The HRD will oversee HR administration for the Physical Security Division out of the Herndon, VA office and will be ‘hands on’ in these processes until more efficient and automated processes are developed. Finally, the HRD will drive effective employee relations and employment law compliance in their assigned business units.

• Providing Advice & Counsel: The HRD is responsible for gaining a deep understanding of Command Security’s business objectives and identifying HR solutions to address operational needs, including the core HR processes needed to support Amazon. They should conduct dynamic needs assessments with their VP and operations partners to identify improvements in HR solutions that help the business to achieve its operational, customer service and financial goals. In addition, the HRD shall serve as the primary liaison between corporate HR and their business, helping to identify needs for HR program development and influencing their business units to execute HR programmatic and policy solutions.

• Performance Management: The HRD is responsible for partnering with their Region VP to facilitate regular performance feedback, while providing coaching and training to division and branch staff to make them more effective at this process. In addition, the HRD should facilitate calibration of performance, ensuring that performance standards are clearly articulated and consistently applied. The HRD should assist the VP and Operations Managers in identifying significant and/or chronic poor performers and develop well-crafted, fair performance improvement plans. As the company develops a pay for performance process, the HRD must ensure that merit and bonus pay are equitably assessed and administered. The HRD shall also work with VP and Operations Managers to ensure the quality of feedback provided in the end of year annual performance appraisal. Finally, the HRD should assist in the training of performance management curriculum, as needed.

• Talent Planning: The HRD should consult with and help their VP and Ops Managers accurately assess the current performance capabilities of their teams, identifying promotable talent and talent gaps caused by voluntary turnover and planned exits of poor performers. The HRD should also provide support in crafting individual development plans for high potentials. The HRD should liaise with Corporate Recruiting to anticipate business unit talent needs in a 3-6 month time frame that must be filled through external talent.

• Recruiting: The HRD will partner with Corporate Recruiting, proactively communicating talent needs and identifying open positions and anticipated openings, as well as the skills and competencies needed in the region. In addition, the HRD will facilitate the interview process for key business unit candidates and participate in the interviewing and selection of these candidates. The HRD shall also utilize tools provided by Corporate HR, such as job descriptions, competency assessments and structured interview guides, driving effective employee selection. Finally, the HRD shall partner with operations and corporate recruiting to execute programs that alleviate critical shortages of security guards and other hourly personnel, on an as needed basis and ensure that all recruiting efforts take into account the requirements contained in Affirmative Action Plans.

• Employee Relations: The HRD shall educate employees on the policies and procedures of the Company, orienting new hires, conducting lunch ‘n learns for current staff and effectively communicating new polices as they are implemented. The HRD shall also ensure that all company policies are applied fairly and consistently, taking into account the employee’s perspective, the needs of co-workers as well as the needs of the business. The HRD shall facilitate dispute resolution, investigating internal and external complaints to ensure the Company’s compliance with legal obligations and internal policy. The HRD shall conduct periodic audits of local branch and business unit records and procedures, ensuring compliance with company procedures and federal, state and local laws. The HRD shall also focus on employee engagement, partnering with their VP and Ops Managers to develop action plans following employee surveys. They shall also ensure that rewards and recognition programs are functioning effectively and that turnover is minimized, while implementing best practices to improve employee engagement and morale.

• Human Resources Operations: The HRD shall follow all HR Standard Operating Procedures (SOP’s) and assist their business partners, as needed, with following SOP’s. The HRD shall oversee transactional HR processing, oversee an HR assistant and branch staff in the administration of HR transactions. They will also look at opportunities for continuous improvement in SOPs and make suggestions to the Senior VP HR and corporate HR staff as appropriate. Ability to ‘jump into the business’ and help out, without regard to whether work fits neatly within a traditional HR accountability.
• Employee Benefits: The HRD shall develop a deep knowledge of employee benefits, providing advice and counsel to employees as questions arise, while directing employees to the appropriate corporate resource when needed. The HRD shall assist the Corporate Benefits team in the roll out of open enrollment, facilitate new hire benefits communication and explain changes in benefits, as need.

Qualifications

• Minimum of 5-8 years’ experience, with significant field HR Manager experience supporting an operating business unit.
• Use and knowledge of ADP Vantage for employee tracking.
• Examples of developed relationships and shows success working with unions.
• Experience in multi-unit environments with large hourly populations preferably in the security industry.
• Demonstrated excellence in the key responsibilities listed above in this job posting.
• Bachelor’s Degree in Human Resources or related major. Advanced degree in Human Resources, Organizational Development or Law preferred and S/PHR certification desirable.
• Ability to travel up to 25%, including both day trips and overnight trips.