People & Talent Manager

Grayson HR•Atlanta, GA

About The Position

The People & Talent Manager is a hands-on human resources leader responsible for helping the team attract, select, onboard, develop, support, and retain employees who deliver protective services. The role personally leads recruiting, sourcing, screening, and hiring while supporting the full employee lifecycle, including onboarding, training coordination, employee relations, performance management, policy administration, compliance, HR systems, workforce reporting, and offboarding. This execution-focused position moves between field locations and the corporate office, responds quickly to staffing needs, maintains sound documentation, and serves as a trusted resource to employees and leaders. Success requires urgency, discretion, consistency, strong judgment, and commitment to employee experience and operational accountability. The manager works across talent acquisition, onboarding and development, employee relations, HR operations and compliance, culture, engagement, and organizational support. The role also contributes to workforce planning, leadership development, process improvement, and business needs involving workforce qualifications and HR practices.

Requirements

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; experience in security, hospitality, facilities, healthcare, property management, logistics, or another service environment is strongly preferred.
Working knowledge of core federal and state employment practices and 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.
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.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR credential.
Experience with ADP, Connecteam, or similar platforms.
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.

Responsibilities

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 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 and assess experience, professionalism, communication, schedule availability, compensation alignment, licensing, and role fit.
Partner with hiring leaders to define requirements, create interview plans, improve selection quality, and make timely hiring decisions.
Track recruiting metrics, including 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.
Manage onboarding from accepted offer through the employee's first 90 days, coordinating paperwork, system access, uniforms and equipment, scheduling, orientation, training, and leader follow-up.
Facilitate company orientation and deliver or coordinate training on 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.
Serve as an accessible first point of contact for employee questions, concerns, workplace issues, and policy guidance, escalating sensitive or high-risk matters appropriately.
Support 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 and recommend actions to improve communication, engagement, accountability, and retention.
Coordinate separations and offboarding, including documentation, final process steps, exit feedback, return of company property, and system notifications.
Support day-to-day HR functions 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 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 people matters.
Help translate company 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.
Perform other people, talent, training, and organizational responsibilities reasonably assigned based on business needs.
Establish dependable recruiting pipelines for high-volume and difficult-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.