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Security Manager

2 months ago

Syracuse, United States Crescent Services Full time
What you will do: You will be responsible for directing and overseeing the day to day functions of the security department, including protection of hotel guests, associates and property. Ensure all Security standards are properly followed.

  • Review all reports completed by Security officers to ensure accuracy and timely submission.
  • Report all observed hotel property deficiencies and safety hazards.
  • Ensure thorough and complete investigation for all incidents incurred by guests and associates (i.e. losses, thefts, accidents, and acts of violence).
  • Maintain guest room surveillance procedures.
  • Maintain an effective key control program.
  • Ensure that shift personnel are properly assigned at all times.


What you should bring to the table: Excellent communication skills. A self-starting personality with an even disposition. A willingness to "pitch-in" and help co- workers with job duties. Computer skills to be able to complete reports, file claims, create schedules, review budget, and order supplies.

When you will work: Hotels are open 24 hours a day, 7 days a week. Full availability to be scheduled based on business demands is important, but that doesn't mean that you won't have work/life balance. We are rounding our our team to ensure we have enough resources

Qualifications

Minimum of four years of hotel or related security and safety experience in a management capacity and/or military/law enforcement experience.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)