Manager, Human Resources in Springfield, MO at Securitas Security Services USA

Date Posted: 11/21/2020

Job Snapshot

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Job Description


The Human Resources Manager oversees the HR function for one of the Company’s Operations Centers. This responsibility primarily includes talent acquisition, employee relations, management of local HR staff and partnering with other related departments to ensure flawless execution of HR policies and programs throughout the Center.

Reporting to the Company’s Director of Human Resources for the Operations Centers, the Human Resources Manager’s responsibilities include:


  • The functions listed describe the business purpose of this job or position.  Specific duties or tasks may vary and be documented separately.  An associate might or might not be required to perform all functions listed. Additional duties may be assigned, and functions may be modified, according to business necessity.
  • All assigned duties or tasks are deemed to be part of the essential functions, unless such duties or tasks are unrelated to the functions listed, in which case they are deemed to be other (non-essential) functions.
  • Associates are held accountable for successful job performance.  Job performance standards may be documented separately, and may include functions, objectives, duties or tasks not specifically listed herein.
  • In performing functions, duties or tasks, associates are required to know and follow safe work practices, and to be aware of company policies and procedures related to job safety, including safety rules and regulations.  Associates are required to notify superiors upon becoming aware of unsafe working conditions.
  • All functions, duties or tasks are to be carried out in an honest, ethical and professional manner, and to be performed in conformance with applicable company policies and procedures.  In the event of uncertainty or lack of knowledge of company policies and procedures, associates are required to request clarification or explanations from superiors or authorized company representatives.

  1. Conducts talent acquisition activities for the Center including but not limited to: working with the hiring manager to define each role and its respective competencies, developing a behavioral-based interview guide, developing and executing on a hiring plan, mining resumes, posting and screening internal and external candidates and presenting fully qualified candidates to the hiring manager. This responsibility also includes working with the hiring manager and compensation department to develop and tender offers to the best candidates.
  2. Provides feedback to internal job candidates who are not selected for positions applied for; provides counseling and suggestions for further career growth.
  3. Provides assistance to the HR Director in the development of competency models, career development plans and career enhancement opportunities for employees.
  4. Acts as the primary point of contact for employee relations issues including but not limited to: being available to employees to listen and provide counsel, working with management to develop performance development plans for underperforming employees and assisting in the preparation of corrective action for employees who have violated a Company policy or procedure. Provides counsel to managers regarding terminations of employment. Mediates disputes between employees and also between employees and supervisors/managers.
  5. Manages the local HR staff which may consist of one or more HR assistants. This includes overseeing the creation and maintenance of employee records and files, leave of absence administration, employee orientation and on-boarding, termination processing and other clerical responsibilities.
  6. Partners with other internal departments of the Company such as Employee Relations, Legal and Compensation/Benefits to provide input and communicate important Company policies and procedures to employees.
  7. Keeps abreast of all local, state and federal employment-related regulations and ensures that the Center and its employees maintain strict compliance.
  8. Responds to employee complaints regarding treatment during the course of employment and conducts investigations, prepares documentation, and partners with the Director of HR and Legal Department to determine a course of action.
  9. Liaises with vendors to ensure that workers’ compensation and unemployment claims are handled promptly and accurately.
  10. Maintains department reports as required.
  11. Manages and executes Company-sponsored events within budgetary guidelines.
  12. Assists the Director of HR with special projects.
  13. Acts as a standard-bearer for the Company by exhibiting the highest level of compliance with all Company policies.
  14. Other duties as assigned.


Additional qualifications may be specified and receive preference, depending upon the nature of the position.


Bachelor’s degree in Human Resources preferred or a business-related field and three to five years of successful and progressively responsible supervisory level experience, or an equivalent combination of education and experience sufficient to perform the essential functions of the job, as determined by the company.

Competencies (as demonstrated through experience, training, and/or testing):

  • Bachelor’s degree in Human Resources or a related area strongly preferred.
  • Certification such as PHR or SHRM-SP strongly preferred.
  • Experience in HR at a minimum of a supervisory level that includes strongly developed competencies in behavior-based talent acquisition and employee relations.
  • Thorough understanding of local, state and federal laws and regulations as they apply to employment.
  • Intermediate level of skill in the Microsoft Office Suite and familiarity with HR technology.
  • Excellent verbal, written and interpersonal and consultative communication skills.
  • Experience developing competency models and their application to HR processes preferred.
  • The highest level of integrity and the ability to remain steadfast in protecting the Company.
  • Ability to travel on an occasional basis as needed by the Company.

Working Conditions and Physical/Mental Demands

With or without reasonable accommodation, requires the physical and mental capacity to perform effectively all essential functions.  In addition to other demands, the demands of the job include:

  • Maintaining composure in dealing with executives, clients, prospects, and staff, in group settings and in situations requiring high performance and results.
  • Must undergo and meet company standards for background and reference checks, controlled substance testing, and behavioral selection survey.
  • Handling and being exposed to sensitive and confidential information.
  • Required ability to handle multiple tasks concurrently.
  • Regular use of vehicle required in the performance of duties.
  • Regular talking and hearing.
  • Close vision, distance vision, and ability to adjust focus.
  • Occasional local and regional/national travel for presentations, meetings, and visits.
  • Frequent lifting and/or moving up to 10 pounds and occasionally up to 25 pounds.

EOE M/F/Vet/Disabilities 


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