Back to jobs
New

Senior Project Manager

Atlanta, GA

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 Transition / Senior Project Manager (SPM) is the single-threaded project leader for a new portfolio. This role has a dual mandate: (1) lead the end-to-end transition and mobilization of the portfolio launches, and (2) evolve into the Sr. PM responsible for ongoing portfolio program coordination across all client verticals  and all functional teams (Operations, Recruiting, HR, Compliance, Training, Scheduling, Logistics, Reporting/Analytics, and Finance/Billing). The SPM owns the master portfolio plan, governance cadence, RAID and decision management, and cross-vertical initiatives that improve performance, reduce friction, and ensure consistent execution.

  • Reports to: Dedicated VP, with dotted-line alignment to the Ops manager and Global Partners Operations Team.
  • Direct reports: Yes – Compliance Manager/Compliance Analyst (1) (final structure TBD).
  • Key peer interfaces (portfolio-level): Dedicated Recruiters (2), Compliance Analyst, Field Supervisors (3).
  • Key vertical interfaces: Retail (Program Manager, Vendor Success Manager, Project Manager), Data Centers (Vendor Success Manager and site leadership), Corporate (Vendor Manager, Project Manager, Expert Security Agent leadership).

Primary Objectives

  1. Transition success: Mobilization milestones achieved on schedule; readiness gates met before go-live; minimal day-one disruption.
  2. Portfolio operating rhythm: Predictable governance cadence across the three verticals with clear decisions, actions, and escalation SLAs.
  3. Cross-vertical coordination: Dependencies managed across Retail, Data Centers, and Corporate; shared processes standardized where possible.
  4. Operational transparency: Executive-ready reporting and dashboards that surface risks early and drive corrective actions to closure.
  5. Continuous improvement: A living roadmap of cross-functional initiatives that reduce fire drills, improve service consistency, and strengthen client experience.

Core Responsibilities

  1. A) Transition Leadership (Mobilization Phase)
  • Own and maintain the integrated transition plan and master tracker (tasks, owners, dependencies, deliverables, readiness gates, and timeline).
  • Drive transition governance (weekly localized + weekly global cadence), producing clear status, actions, decisions, and escalation paths.
  • Lead critical-path execution across workstreams: staffing ramp, recruiting pipeline, onboarding, training/OJT, post orders/SOP readiness, access/badging, uniforms/equipment, scheduling readiness, and Day-1 reporting readiness.
  • Implement and enforce site-level go/no-go readiness criteria and document sign-offs prior to service commencement.
  • Coordinate go-live and stabilization support (first ~2 weeks post start) and transition handoff into steady-state ownership.
  1. B) Senior PM – Portfolio Coordination (Steady-State Phase)
  • Serve as the portfolio Sr. PM coordinating across Retail, Data Centers, and Corporate verticals and all functional teams.
  • Maintain a living portfolio roadmap of cross-vertical initiatives (process improvements, tooling/reporting enhancements, staffing model adjustments, training refreshes, and governance improvements).
  • Run ongoing portfolio governance: consolidate vertical updates, manage dependencies, track commitments, and drive decision closure.
  • Own portfolio-level change control: intake change requests, impact scope/cost/schedule/risk, route approvals, and update plans/communications.
  • Standardize repeatable operating processes across verticals where appropriate (templates, readiness checklists, reporting packs, post order workflow, escalation playbooks).
  • Coordinate quarterly/periodic business reviews support: ensure metrics, narratives, and action plans are prepared, consistent, and complete.
  1. C) Program Controls (RAID, Decisions, Reporting, and Governance)
  • Own the RAID log (risks/assumptions/issues/decisions) and decision register; ensure each item has an owner, due date, and next step.
  • Build and publish executive-ready status packs (portfolio health, readiness, staffing, training, post orders, access/badging, financial/billing readiness, key risks/issues).
  • Establish decision SLAs and escalation paths; facilitate rapid resolution of cross-functional blockers.
  • Maintain strict version control of portfolio artifacts; ensure audit-ready documentation where required.
  • Own portfolio KPI framework and ongoing KPI tracking; define metric owners, targets, and cadence; drive corrective actions from insights.
  • Build and maintain Ops dashboards for leadership (staffing, training, compliance posture, incidents, readiness by site, and action closure).
  • Own compliance tracking in partnership with Compliance (licensing, certifications, post orders version control, audit readiness evidence).
  • Plan, prepare, and lead Quarterly Business Reviews (QBRs) with the Portfolio VP and Operations leadership, including KPI rollups, narrative, risks, and improvement plan.
  1. D) Cross-Functional Leadership
  • Operations: coordinate site readiness, supervision model inputs, coverage plans, and local execution cadence.
  • Recruiting/HR: align recruiting ramp, screening/onboarding, and time-to-fill targets; maintain visibility into hiring constraints.
  • Compliance/Training: coordinate licensing/certifications, training standards, OJT completion evidence, and post orders compliance cycles.
  • Scheduling/Logistics: drive schedule build/QA/publication, uniform/equipment distribution readiness, and site readiness logistics.
  • Reporting/Finance: ensure consistent reporting cadence and support billing/invoice readiness controls where required.

 

Key Deliverables

  • Master portfolio plan and trackers (transition + steady-state roadmap).
  • Governance calendar and meeting outputs (status, actions, decisions, escalations).
  • RAID log and decision register (living).
  • Readiness gates and site sign-off evidence (during mobilization).
  • Portfolio reporting pack and metrics rollups (weekly/monthly/QBR support as applicable).

Required Qualifications

  • 7+ years of program/project management experience leading multi-site operational programs, mobilizations, or transitions (security services, facilities, logistics, field operations, or similar).
  • Demonstrated success driving cross-functional execution and decision-making without direct authority.
  • Strong project controls: integrated planning, dependency/critical path management, change control, and risk management.
  • Advanced Excel-based tracking/reporting proficiency; strong written and verbal executive communication skills.
  • Experience in regulated/compliance-heavy environments (licensing, training documentation, audits) preferred.

Preferred Certifications (

  • PMP/PgMP, PRINCE2, Lean/Six Sigma (Green Belt+), or equivalent.
  • Security industry exposure (ASIS or similar) helpful but not required.

Skills & Competencies

  • Portfolio coordination: ability to manage multiple verticals, dependencies, and competing priorities.
  • Executive communication: concise, action-oriented reporting and decision framing.
  • Operational realism: understands field execution constraints; builds plans that teams can follow.
  • Systems mindset: treats scheduling, timekeeping, reporting, and billing readiness as critical-path items.
  • Documentation rigor: version control, audit-ready evidence, and repeatable templates.

KPIs for Success

  • Transition: % sites meeting go/no-go gates by target date; go-live readiness pass rate; stabilization issue burn-down.
  • Portfolio: on-time delivery of cross-vertical initiatives; decision cycle time; action closure rate; reduction in recurring escalations/fire drills.
  • Operational visibility: on-time status pack delivery; quality of reporting (completeness, accuracy, usefulness).

Working Conditions / Travel

  • Travel to priority sites may be required during mobilization, readiness validation, and go-live support.
  • Flexible hours may be required during go-live windows and major events.
  • Must be comfortable operating in high-security environments with strict confidentiality and access controls.

#IND3

Create a Job Alert

Interested in building your career at Marksman Security LLC? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...

If yes, you can always opt-out by replying STOP.  Titan & Marksman Privacy Policy & Terms of Use

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Marksman Security LLC’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.