{"id":3091062,"url":"https://alion.io/job/graysonhr-people-talent-manager-grayson-hr","title":"People & Talent Manager - Grayson HR","company":{"id":4419380,"name":"Graysonhr","domain":"graysonhr.com","url":"https://alion.io/company/graysonhr","size_band":"51-200","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"JazzHR","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Atlanta, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":81000,"max_usd":162000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":2746},"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-10-22T14:52:18Z","employer_posted_date":"2026-10-22","last_verified_at":"2026-11-06T04:52:11Z","board_verified":true,"closed_at":null,"days_open":14,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":14},"description":"Position Summary\nThe People & Talent Manager is a hands-on human resources leader responsible for helping our team attract, select, onboard, develop, support, and retain the people required to deliver exceptional protective services. This role personally drives recruiting, sourcing, screening, and hiring while also supporting the full employee lifecycle, including onboarding, training coordination, employee relations, performance management, policy administration, compliance, HR systems, workforce reporting, and offboarding.\nThis is an execution-focused role for someone who can move comfortably between the field and the corporate office, respond quickly to staffing needs, maintain sound documentation, and serve as a trusted resource to employees and leaders. Success requires urgency, discretion, consistency, strong judgment, and a genuine commitment to both employee experience and operational accountability.\nCore Responsibilities\nTalent Acquisition & Workforce Staffing\nOwn full-cycle recruiting for field, operational, corporate, and leadership roles, from intake and workforce planning through sourcing, screening, interviewing, selection, offer coordination, and pre-employment steps.\nBuild and maintain active candidate pipelines for high-volume and difficult-to-fill positions, including security officers, supervisors, account managers, concierge personnel, executive protection professionals, and specialized roles.\nSource candidates through job boards, referrals, community partnerships, professional networks, schools, public-safety networks, recruiting events, and direct outreach.\nConduct structured phone and video screens; assess experience, professionalism, communication, schedule availability, compensation alignment, licensing, and role fit before advancing candidates.\nPartner with hiring leaders to define requirements, create interview plans, improve selection quality, and make timely hiring decisions.\nTrack recruiting metrics such as time-to-fill, candidate conversion, source quality, offer acceptance, early turnover, vacancy aging, and hiring-manager responsiveness.\nMaintain consistent, lawful, and well-documented hiring practices, including background-screening and credential-verification workflows.\nOnboarding, Training & Development\nManage a consistent onboarding experience from accepted offer through the employee's first 90 days, coordinating paperwork, system access, uniforms/equipment, scheduling, orientation, training, and leader follow-up.\nFacilitate company orientation and deliver or coordinate training when needed, including culture, policies, workplace conduct, leadership expectations, customer service, documentation standards, and other HR-related topics.\nPartner with Operations and subject-matter experts to maintain role-based training plans, refreshers, site-specific requirements, and training records.\nIdentify development gaps and coordinate practical learning solutions for supervisors, account managers, and emerging leaders.\nSupport succession planning, career-path conversations, internal mobility, and development plans for high-potential employees.\nEmployee Relations & Performance Support\nServe as an accessible first point of contact for employee questions, concerns, workplace issues, and policy guidance; escalate sensitive or high-risk matters appropriately.\nSupport fair, timely workplace reviews and investigations by gathering facts, interviewing involved parties, maintaining confidentiality, documenting findings, and coordinating next steps with leadership or counsel.\nCoach managers on feedback, documentation, attendance, conduct, performance improvement, corrective action, conflict resolution, and consistent application of company expectations.\nMonitor employee experience and turnover trends; recommend actions that improve communication, engagement, accountability, and retention.\nCoordinate separations and offboarding, including documentation, final process steps, exit feedback, return of company property, and system notifications.\nHR Operations, Compliance & Administration\nSupport day-to-day HR functions across the employee lifecycle and ensure employee records, personnel files, forms, acknowledgments, licenses, certifications, and status changes are complete and current.\nMaintain accurate HRIS and applicant-tracking data and coordinate employee changes with payroll, scheduling, finance, benefits, and operations stakeholders.\nAdminister and communicate company policies and support periodic reviews of the employee handbook, job descriptions, forms, and standard operating procedures.\nSupport leave, accommodation, benefits, workers' compensation, unemployment, garnishment, and other HR processes in coordination with the appropriate internal or external specialists.\nMonitor employment-law and industry requirements relevant to company operations; help leadership implement compliant practices and seek qualified legal guidance when appropriate.\nPrepare recurring workforce dashboards covering headcount, open positions, turnover, retention, attendance, employee relations, training completion, licenses, and other people-risk indicators.\nSupport audits, client due-diligence requests, proposals, and business-development needs involving workforce qualifications, training, diversity, safety, or HR practices.\nProtect confidential employee and company information and exercise sound judgment in all people matters.\nCulture, Engagement & Organizational Support\nHelp translate our values and service standards into recruiting, onboarding, recognition, leadership practices, and everyday employee expectations.\nSupport employee communications, engagement activities, recognition programs, pulse checks, and culture initiatives that strengthen accountability and belonging.\nPartner with leadership on organizational planning, role design, job descriptions, reporting structures, workforce forecasting, and change-management efforts.\nIdentify recurring people or process issues and propose practical, scalable improvements rather than relying on one-off solutions.\nPerform other people, talent, training, and organizational responsibilities reasonably assigned based on business needs.\nRequired Qualifications\nBachelor's degree in human resources, business, organizational leadership, or a related field; equivalent relevant experience may be considered.\nAt least five years of progressive HR, recruiting, or people-operations experience, including meaningful ownership of full-cycle recruiting and employee relations.\nExperience supporting a multi-site, hourly, field-based, or high-volume workforce; security, hospitality, facilities, healthcare, property management, logistics, or another service environment is strongly preferred.\nWorking knowledge of core federal and state employment practices and the judgment to recognize when an issue should be escalated to senior leadership or employment counsel.\nDemonstrated ability to source candidates, conduct effective screens, manage multiple openings, and maintain an organized hiring pipeline.\nStrong interviewing, facilitation, coaching, writing, documentation, and interpersonal skills.\nProficiency with HRIS, applicant-tracking, payroll, scheduling, learning, and productivity systems; experience with ADP, Connecteam, or similar platforms is helpful.\nAbility to handle confidential information, competing priorities, difficult conversations, and urgent staffing needs with maturity and professionalism.\nValid driver's license and ability to travel locally to company offices, client sites, recruiting events, and training locations as needed.\nPreferred Qualifications\nSHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR credential.\nExperience recruiting security, public-safety, executive protection, hospitality, or customer-facing personnel.\nExperience conducting workplace investigations and coaching leaders through performance or conduct matters.\nExperience building training content, facilitating workshops, or administering a learning management system.\nComfort using workforce data to identify risk, improve retention, and guide staffing decisions.\nLeadership Competencies\nOwnership & urgency: follows through, communicates early, and closes loops.\nJudgment & discretion: handles sensitive matters objectively and confidentially.\nOperational mindset: understands that staffing quality and speed directly affect client service.\nConsistency & fairness: applies standards reliably while considering the facts of each situation.\nRelationship building: earns credibility with officers, managers, executives, and external partners.\nContinuous improvement: simplifies processes, uses data, and builds repeatable systems.\nExecutive communication: provides concise, fact-based recommendations and flags material risk promptly.\nMeasures of Success\nCritical openings are filled within agreed service levels with qualified, dependable candidates.\nHiring pipelines remain active enough to support growth, replacements, new-site launches, and urgent staffing needs.\nNew hires receive complete, timely onboarding and required training, with clear ownership through the first 90 days.\nEmployee concerns, investigations, corrective actions, and separations are handled promptly, respectfully, and with complete documentation.\nHR files, licenses, certifications, systems, and workforce reports are accurate, current, and audit-ready.\nLeaders receive practical HR guidance, workforce insight, and consistent support that improves retention, accountability, and culture.\nFirst-Year Priorities\nEstablish a dependable recruiting engine and ready-now talent pools for the company's highest-volume and hardest-to-fill positions.\nStandardize recruiting, interviewing, onboarding, 30/60/90-day follow-up, training documentation, performance support, and offboarding workflows.\nCreate a monthly people dashboard and regular leadership review cadence focused on staffing, retention, training, employee relations, and people risk.\nAssess HR records, policies, systems, and manager practices; close priority gaps and build a practical annual HR operating calendar.\nStrengthen manager capability through consistent tools, coaching, and targeted training.","description_format":"text","description_chars":10187,"description_truncated":false,"requirements":{"experience_years_min":5,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"bachelor","optional":false},"security_clearance":false,"languages":[]},"benefits":[],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":false,"industries":["Professional Services","Human Resources"],"lifecycle":[{"event":"open","at":"2026-10-22T14:52:18Z"}],"visa":[],"liveness":{"score":76,"band":"hot","label":"Hiring now","p_open":1,"p_active":0.849,"p_room":0.9,"age_days":14,"expected_fill_days":36,"reasons":["conf:1","win:mid"],"computed_at":"2026-11-06T05:58:05Z"},"pay":null,"html_url":"https://alion.io/job/graysonhr-people-talent-manager-grayson-hr","json_url":"https://alion.io/job/graysonhr-people-talent-manager-grayson-hr.json","meta":{"generated_at":"2026-11-06T07:47:59Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","about":"Alion is a live layer of people, companies and AI agents: who they are, whether they are real and active right now, what they do and how to work with them, readable by people and by agents and paid per call.","catalog":"https://alion.io/catalog.json","usage":{"tier":"crawler_verified","counted_by":"address","units_charged":1,"used_today":13926,"day_limit":null,"remaining_today":null,"minute_limit":300,"resets_at":"2026-11-07T00:00:00Z"}},"offers":[{"id":"company.slices","title":"One company in depth, by slice","status":"live","price":{"credits":0.02,"usd":0.002,"plus_per_slice":{"credits":0.05,"usd":0.005}},"unit":"per company, plus each slice with data","note":"the employer in depth","call":{"mcp_tool":"get_company","arguments":{"id":4419380},"rest":"https://alion.io/mcp/rest/get_company?id=4419380"},"human":"https://alion.io/catalog?offer=company.slices&for=job%2Fgraysonhr-people-talent-manager-grayson-hr"},{"id":"market.stats","title":"A market slice: pay, demand and time to fill","status":"live","price":{"credits":1,"usd":0.1},"unit":"per slice","note":"pay, demand and time to fill for this role and place","call":{"mcp_tool":"market_stats"},"human":"https://alion.io/catalog?offer=market.stats&for=job%2Fgraysonhr-people-talent-manager-grayson-hr"},{"id":"job.search","title":"Open jobs by role, technology, place, pay and visa","status":"live","price":{"credits":0.02,"usd":0.002},"unit":"per posting in a list","note":"similar open postings","call":{"mcp_tool":"search_jobs"},"human":"https://alion.io/catalog?offer=job.search&for=job%2Fgraysonhr-people-talent-manager-grayson-hr"},{"id":"company.verify","title":"Is this company real and active right now","status":"pilot","price":null,"unit":"per company","request":{"url":"https://alion.io/catalog/request","method":"POST","body":"{\"offer\": \"company.verify\", \"for\": \"job/graysonhr-people-talent-manager-grayson-hr\", \"note\": \"what you need it for\"}"},"human":"https://alion.io/catalog?offer=company.verify&for=job%2Fgraysonhr-people-talent-manager-grayson-hr"}],"agent":{"mcp":"https://alion.io/mcp/jobs","mcp_open":"https://alion.io/mcp/open","next":[{"tool":"get_job","arguments":{"id":3091062}},{"tool":"search_jobs","arguments":{"company":"graysonhr.com","detail":"compact"}},{"tool":"match_people","arguments":{"job_id":3091062},"note":"people open to offers who fit this vacancy"}],"note":"The same data through MCP tools: https://alion.io/mcp/open needs no sign-in (compact searches, postings, people); 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