Address
Form of work
SalaryJob Functions and Responsibilities include but are not limited to:
- Must have solid background in OSHA regulations, emergency planning and response efforts and be in compliance with all legal, state and federal safety requirements
- Implements action plans to monitor and control risk.
- Establish crisis management team and contingency planning.
- Must serve as primary safety/security information resource to hotel staff
- Must continuously communicate updated safety/security procedures to staff
- Must lead Security team by example
- Responsible for all training areas of safety and security and work hand in hand with Human Resources and all other Departments when training is required
- Be an active member of Safety Committee
- Administration of team’s payroll through UKG (Ultipro)
- Conduct investigations and compile reports in a timely manner for any theft, loss, accidents or any aspect that risk the safety of the hotel.
- Handle complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
- Develop and maintain a monthly checklist for all CCTV equipment, alarmed doors to ensure that they are fully functional.
- Oversees first aid program for guests and employees
- Oversees the guest claims process and protects company assets by closely monitoring the General Liability and maintaining all proper documentation for corporate office as required
- Interview, select, review and train new security officers according to hotels standards to maintain order throughout the hotel
- Maintain staff schedule within the budget guidelines
- Must train/re-train all Security Officers and entire staff in all emergency procedures as needed
- Monitor staff activity and coach subordinate performance with documentation when appropriate
- Must be a team player with management peers
- Ability to understand Guests’ service needs.
- Ability to be well organized, maintain concentration, prioritize and complete all work assigned.
- Ability to focus attention to performance of tasks despite frequent, stressful or unusual interruptions.
- Ability to converse calmly with irate Guests’, co-workers or supervisors in sometimes tense situations. Also have the ability to de-escalate situations.
- Ability to conduct fire drills and earthquake drills/evacuations on a quarterly basis for compliance
- Ability to work cohesively with co-workers
- Ability to plan, prioritize and organize work.
- Must be available 24 hours a day in case of an emergency
Salary $75-81K DOE
Competitive medical benefit plan to include medical/dental/vision, 401K with ER match up to 4%, Life Insurance plus many supplemental buy up options!
VAC/SICK/HOLIDAY plus amazing hotel travel discounts!
The Hilton Woodland Hills/Los Angeles is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. If you need accommodation for any part of the application process because of a medical condition or disability, please send an email to maribelp@hiltonwh.com or call 818-595-1000/Human Resources to let us know the nature of your request.
Experience
Required- 5 years Management/Director experience
Education
Preferred- Some college or better
- High School or better
Licenses & Certifications
Preferred- CPR
- Alcohol Training
- First Aid
Skills
Preferred- Multi-Tasking
- Employee Relations
Behaviors
Preferred- Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
- Dedicated: Devoted to a task or purpose with loyalty or integrity
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)
