HR manager

Newark, United States | Posted on 01/13/2025

The HR Manager oversees all human resources functions within the organization, ensuring that policies, procedures, and programs are well-structured, legally compliant, and aligned with the company’s security-focused mission. From workforce planning to employee engagement, the HR Manager plays a critical role in maintaining a high-performance culture that attracts, develops, and retains top talent—spanning VIP protection officers, cybersecurity experts, and support staff.

• Develop and implement HR strategies that support organizational goals (e.g., expansion into government contracts, global VIP operations).
• Create and update company policies related to recruitment, performance management, compensation, benefits, and compliance.
• Ensure all HR activities comply with relevant labor laws and regulations, especially for specialized security positions requiring licensing or clearances.

Recruitment & Onboarding Oversight

• Collaborate with the Recruiter/Talent Acquisition team to ensure a streamlined hiring process, from requisition approval to new-hire orientation.
• Define job classification frameworks, compensation structures, and onboarding programs that cater to specialized roles (executive protection, IT, anti-drone ops, etc.).
• Provide final approval or guidance on salary negotiations, offer letters, and background clearance verifications.

Performance Management & Employee Relations

• Design and roll out performance evaluation processes, goal-setting protocols, and career development paths for staff at all levels.
• Act as a trusted resource for employees and managers, addressing concerns or conflicts in a manner that aligns with legal requirements and company culture.
• Investigate and resolve complex employee relations issues (harassment complaints, grievances) while maintaining fairness and confidentiality.

Compensation & Benefits Administration

• Oversee payroll, health benefits, retirement plans, and other incentive programs, ensuring competitive offerings in line with industry benchmarks.
• Evaluate and select benefit providers or third-party administrators, negotiating contracts that meet both business and employee needs.
• Monitor legislative changes (e.g., FMLA, workers’ compensation, security-related licensing laws) to keep programs up to date.

Training & Development

• Identify learning needs specific to the security industry (e.g., compliance, diversity, leadership in high-stress environments) and develop or source relevant training modules.
• Partner with department leads to create succession planning strategies for key roles—particularly those requiring advanced security clearances or niche expertise.
• Promote a culture of continuous growth through workshops, seminars, and certifications aligned with the company’s mission.
• Track essential HR metrics (turnover rates, employee satisfaction, cost-per-hire) and prepare regular reports for executive leadership.
• Leverage analytics to refine HR processes, reduce operational costs, and boost employee engagement.
• Keep abreast of industry best practices, especially those related to security-sensitive work forces and government contract requirements.

Education & Experience

• Bachelor’s degree in Human Resources, Business Management, or related field;
  Master’s degree or MBA in HR preferred.
• 5+ years in HR roles with progressive leadership responsibilities; experience in the security, defense, or government contracting sector is highly desirable.
• In-depth knowledge of federal and state employment laws, particularly those affecting high-security environments.
• Demonstrated ability to manage complex HR issues (employee relations, compliance, compensation) with discretion and sound judgment.
• Strong organizational skills, including project management and policy implementation.
• Effective communicator capable of influencing stakeholders at all levels of the organization.

Additional Considerations

• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are highly beneficial.
• Experience working with security clearance processes or regulated industries is a plus.
• Familiarity with HRIS systems (e.g., Workday, ADP,…