Director, HR - West Region and Retail Division

The posting, as Marksman Security LLC wrote it

Marksman Security is built on serving our clients and building careers – just like yours. We are trusted by some of the most well-known companies and properties in the country while remaining dedicated to building personalized security solutions that solve the needs of every customer we support. Named as a nationally recognized Top Workplace in 2024 and 2025 by USA Today, Marksman's customized approach to security services will provide you with the opportunity to learn, grow and succeed. Our core values of being Unified, Transparent, Innovative, Committed and Accountable help us in providing unparalleled service and support in all that we do. If you are looking for a meaningful career, a culture of excellence, and the ability to make a difference, we want to talk to you!

Position Summary

The Human Resources Director leads HR strategy, operations, and service delivery for the West region (~1,000 employees in California, Nevada, Arizona, Colorado, and other assigned markets) and the Retail division (~1,000 employees across the country). This hands-on leader serves as a trusted advisor to West and Retail division operations leadership and connects field needs with Talent Acquisition and corporate HR Resources.

The role is accountable for consistent, compliant, and scalable people practices across a distributed high-volume contract security environment. Success requires strong operational judgment, disciplined follow-through, comfort with ambiguity, and the ability to improve processes while maintaining responsive day-to-day HR support.

Key Responsibilities

Division and Regional HR Leadership

• Serve as the primary HR leader for the West region and Retail division, ensuring consistent execution of enterprise HR strategies, policies, and service standards.
• Consult with West and Retail division operations leadership on workforce priorities, organizational changes, client startups and transitions, staffing risks, retention, engagement, performance, and employee relations.
• Participate in recurring division and regional leadership forums to understand business conditions, anticipate people needs, and provide practical recommendations before issues escalate.
• Translate operational needs into actional people plans and coordinate the right support across HR, Talent Acquisition, Payroll, Benefits, Legal, Compliance, and other corporate partners.
• Serve as an escalation point for HR service delivery and cross-functional workforce issues, establishing clear owners, next steps, and follow-through.

Talent Acquisition and Workforce Planning Partnership

• Work alongside Talent Acquisition and Operations to anticipate openings, turnover, client transitions, seasonal demand, startups, and other high-volume or time-sensitive hiring needs.
• Reinforce clear decision rights and handoffs: Operations defines the hiring need, job requirements, and schedules; Talent Acquisition manages recruiting and candidate communication through offer acceptance

[…]
practical guidance.

• HR, Talent Acquisition, and Operations work through defined ownership, handoffs, and escalation paths with fewer gaps, delays, and conflicting instructions.
• Onboarding and core HR processes are timely, consistent, compliant, measurable, and scalable across markets.
• Recurring problems are addressed through root-cause analysis and sustainable process improvements—not one-time workarounds.
• The regional and divisional HR team operates with clear priorities, strong accountability, accurate data, and dependable service.

Qualifications

• 8+ years of progressive HR experience, including at least 3 years supporting a multi-site, multi-state, hourly workforce.
• Strong command of California labor and employment law is required
• Demonstrated success consulting with senior operations leaders and translating business needs into practical people solutions.
• Proven experience in employee relations, investigations, compliance, HR operations, and leading distributed HR or onboarding teams.
• Experience improving cross-functional processes, clarifying ownership, implementing standard work, and using data to drive decisions.
• Comfort working with HRIS, applicant tracking/onboarding platforms, reporting tools, and workflow automation.
• Excellent judgment, communication, organizational, and influence skills; able to balance urgency, risk, employee experience, and operational needs.
• Ability to travel regularly across the West region and Retail division locations, up to approximately 20%.
• Bachelor's degree in Human Resources, Business, or a related field.

Preferred Qualifications

• Experience supporting additional Western states is strongly preferred.
• Experience in contract security, retail, staffing, janitorial, hospitality, logistics, or another high-volume service environment is strongly preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

The targeted compensation for the role is $145,000-$155,000 base (DOE) plus bonus.