Avista Utilities Physical Security Program Manager in Spokane, Washington
Closes: September 30, 2020Salary: DOQ
The Physical Security Program Manager will develop and execute the physical security program at Avista. You will be responsible for the implementation, delivery, and day to day ownership of physical security and driving the security policies and standards across the company by developing relationships with key stakeholders. You will work closely with security leadership as it relates to guard & protective services, visitor management, workplace violence, compliance, investigations, and security system technology.
Work with security leadership to implement an overall corporate physical security program including programs for the security of people, assets, and information.
Define and implement an ongoing risk assessment program, which will define, identify, and classify critical assets, assess threats and vulnerabilities regarding those assets, and recommended safeguards.
Regularly interact and collaborate with physical security engineering who implements technical security controls through projects on deploying security safeguards to address vulnerabilities.
Collaboratively work with all relevant internal stakeholder groups to develop and maintain physical security policies, standards, and practices across the company.
Creates and updates physical security plans for generating stations, substations, switchyards, facilities, and other properties, while ensuring compliance with all applicable regulatory standards.
Perform security audits and assessments to validate compliance with company security policies and standards.
Work with contract security providers on service level agreements, key performance indicators, and develop and maintain post orders, response procedures, and best practices.
Conduct investigations and directs management and response to physical security incidents.
Establishes and maintains relationships with local/regional law enforcement and intelligence contacts.
Provides guidance and oversight in the research, planning, development, and implementation of physical security compliance programs like NERC CIP.
Bachelor’s Degree in Criminal Justice or related degree/experience
5 plus years related work experience.
Power industry, law enforcement, or military security experience preferred.
The ideal candidate brings functional local/regional law enforcement and intelligence contacts.
The successful candidate will hold professional certification as a Certified Protection Professional (CPP), Physical Security Professional (PSP), or CPTED Professional Designation (CPD).
Complete an online application and attach your resume and cover letter to your profile. All documents must be attached to your application at the time of submitting your application for review. No documents can be attached after you click "Submit".
Pre-employment screening requirementsEmployment is contingent upon the successful completion of a drug test, background check and motor vehicle records review.
Avista’s Commitment to Equal Opportunity and Affirmative Action Avista is committed to the goal of Equal Opportunity Employment and Affirmative Action. All qualified applicants will be considered regardless of race, color, religion, national origin, sex, gender identity, sexual orientation, marital status, age, sensory, mental or physical disability (unless based upon a bona fide occupational qualification), Veteran status or any other classification protected by nondiscrimination law.
Please view Equal Employment Opportunity Posters provided by OFCCP here. Avista will make reasonable accommodation to assist a qualified person with a disability in the job application, interview process, and to perform the essential functions of the job whenever possible, where undue hardship would not be created for Avista. Please let us know if you would like assistance.
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)