Performance Manager - Regional Security Management 80% Travel

Metro One•Dallas, TX

58d

About The Position

80% Travel (CA, OR, WA, WY, TX, CO) with a Monthly Travel Plan created by Management Metro One LPSG is a rapidly growing company currently hiring a Performance Manager with 2-3 years minimum experience in Security Operations. The Performance Manager must be client centered and ensure that the performance of security officers meets or exceeds the expectations of Metro One clients. Performance Manager Summary: The Performance Manager will ensure all scheduled posts are filled with qualified, talented loss prevention officers. This position will interface with Senior Management, Recruiter(s), Scheduling Staff, and office staff. The Performance Manager will also ensure that qualified candidates are continuously recruited and interviewed, creating a pipeline of qualified staff for assignment.

Requirements

2-3 years of recruitment and management experience
The Performance Manager requires local travel
Must be willing to participate in the Company's pre-employment screening process and continuously meet any applicable state, county and municipal requirements
Strong oral and written communication skills
Familiarity with HR and scheduling software programs
Outgoing personality with strong organizational, leadership and customer service skills
Experience in recruiting functions and client relations
Must have at least two years of management experience
High energy, excellent focus, relentless drive, team player
Ability to multi-task and work under pressure meeting continuing deadlines
Ability to work in a fast-paced, rapidly changing environment
Advanced Computer skills
Ability to work with minimal supervision

Responsibilities

Manage scheduling roll call, and on call officers for assigned clients
Ensure all security officers are trained on mobile application for time and attendance recording, using the application in the field
Maintain standards for overtime performance through effective scheduling and supporting Recruitment Strategies
Maintain adequate staffing levels
Review assignment requests made by clients to ensure that recommended staff meet company and client standards prior to assignment
Maintain attendance standards by taking corrective measures for lateness, excessive call-outs, and no call/no show occasions
Issue written documentation to staff when warranted and maintain liaison with Human Resources
Monitor staff performance in partnership with office team members and clients in collaboration with Human Resources. Document substandard performance
Proactively monitor and adjust stand-by programs to accommodate holidays, weather conditions, and call-out trends
Support Recruiter(s) in interviewing new hires when necessary, scheduling new hires appropriate to client standards, and providing schedules immediately upon officers' completion of training. Follow-up to ensure new hires are fully integrated into the schedule in subsequent weeks
Implement measures to reduce turnover
Identify top talent officers for growth opportunities. Communicate change in rate records to Payroll and Human Resources
Provide immediate response to payroll discrepancies filed by officers
Work with Human Resources regarding potential counseling, disciplinary issues, and timely investigations
Coordinate with Recruiters regarding field visit schedules, field recruiting, client contacts, officer coaching and retraining, and following-up on corrective measures and client requests
Utilize Guard-Tour Application for documenting field visits
Respond with urgency to client concerns. Document deficiencies noted during site visits and follow-up with appropriate communication, training, instructions, etc., providing client with corrective action taken
Ensure compliance to post orders, uniform requirements, retraining and licensing requirements