PHYSICAL SAFETY AND SECURITY MANAGER
The candidate for this position will be responsible for coordinating, developing and evaluating security programs ensuring that the programs are effective and manage the oversight of the physical protection of the organization and all of its locations. The candidate will take steps to remain familiar with standard concepts, practices and procedures as well as identify the need for additional resources in regards to the physical security of the bank. The candidate will develop and maintain policies that ensure physical safety of all property and assets owned by the organization. The candidate will assist HR, Compliance and Loss Prevention teams with investigations and be a liaison with law enforcement as well as work vendors to ensure all security equipment is up to date and operating effectively. The candidate will lead and direct the work of others, be an in house subject matter expert on safety and security as well as build a culture around physical safety and security for the organization.
Requirements for the position include a bachelor’s degree in a business related field (may be waived in lieu of experience), 5 years of experience in a leadership role in security, a comprehensive understanding of local, state and federal laws, safety and security procedures and property loss prevention techniques, proven experience in a progressive management role. The candidate must also possess the ability to analyze and interpret data in order to draw conclusions and make corresponding recommendations, possess excellent, oral, written and verbal communication skills and basic computer skills. A strong capacity for decision making and the ability to perform under pressure. The ability to work late and/or flexible hours may be required. EO EO/AA Employer: Title VII/Protected Veterans/Disability Status
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.