Loss Prevention Security Officer

On-Call Full-Time

Description

THIS IS AN ON-CALL (AS NEEDED BASIS) POSITION THAT WILL WORK SHIFTS GENERALLY FRIDAYS AND SATURDAYS AND ON FORECASTED BUSY DAYS THAT COINICIDE WITH BASEBALL GAMES. MUST BE ABLE TO WORK A MINIMUM OF 2 OR MORE SHIFTS PER MONTH. Shifts start as early as 3pm and shifts can end as late as 3am including weekends and holidays.

This is an On-Call position.

This position pays $22.00 per hour.

MUST HAVE A VALID GUARD CARD AND PROPRIETARY PRIVATE SECURITY OFFICER (PPSO) CERTIFICATION*.

*If hired, training will be provided if you do not have a valid certificate.

Benefits

• Sick pay
• Holiday pay (after 90 days if working on the holiday)
• 401K Retirement Benefits with 4% match and immediate 100% vesting (Transamerica)
• Free Parking at the hotel while working ($200 value)
• Meal allowance per 8hr shift ($10 per shift)
• Room Discounts with any Marriott Brand Hotel (31 different brand globally)
• Additional Room Discounts for select hotels within portfolio
• Slip resistant shoes

Overview:

Responsible for the safety and security of the hotel not limited to, but including associates, guests, company property and company assets.

Responsibilities:

The following is just a few of the responsibilities of the position, but not all inclusive. Job Descriptions are available upon request and/or job offer.

• Provides basic customer service and courtesies to enhance the guests’ stay.
• Be knowledgeable about the hotel.
• Report defects in the hotel including shortages of equipment & supplies.
• Provides services to guests such as delivering items, responding to maintenance problems as needed.
• Document Incidents with Guests and Associates as required for the safety and incidents.
• Assists Guests with information, directions, complaints or any other assistance needed.
• Assists other Departments with the general operation of the Hotel, ie…(traffic control, crowd control, access to secured areas, personnel escorts, money escorts, etc…).
• Evidence Custodian, (making sure all evidence is properly handled and maintained in a secure and safe manner).
• Conducts surveillance for the safety of all Guests and Associates when necessary.
• Regularly patrols building, grounds and parking area of the Hotel. Examines doors, windows, and corridors to determine that they are secure. Unlocks those doors necessary for the AM shift.
• Warns violators of rule infractions, such as loitering, smoking, or carrying forbidden articles and apprehends or expels person engaging in suspicious or criminal acts. Occasionally required to make arrests.
• Assists staff with controlling intoxicated guests.
• Maintains daily report and incident/accident reports as needed.
• Watches for and reports irregularities such as fire hazards, leaking water pipes, and security doors left unlocked.
• Sounds alarm or calls police or fire department by telephone in case of fire or presence of unauthorized persons.
• Maintain a good relationship with the local law enforcement officers.
• Keep and handle security keys with access to sensitive areas.
• Conducts daily/weekly inventories of the Hotels First Aid Supplies.
• Performs other duties as developed, directed or assigned.

Come be a part of our family and help welcome our guests to their home away from home.

The San Diego Marriott Gaslamp Quarter provides equal employment and affirmative action opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. The San Diego Marriott Gaslamp Quarter is an equal employment/affirmative action employer. If you need accommodation for any part of the employment process because of a medical condition or disability, please call (619) 446-6031 or email Tracy Smith at hr@gaslampmarriott.com to let us know the nature of your request.

Qualifications

Loss Prevention

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)