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Since 1987, MSA Security has served as an industry leader in high-consequence threat protection and specialized training for corporate and government clients. The MSA team is comprised of security professionals with diverse backgrounds in law enforcement, elite military units, and the private sector, all working together to provide unparalleled explosive detection, consulting, training and perimeter security services. MSA combines hands-on expertise with information and technology to minimize our client’s vulnerabilities to threats and lessen risks in order to protect their personnel and property.
Duties and responsibilities will include but are not limited to:
Partnering with a trained Explosive Detection Canine partner to conduct searches in/at assigned client sites, including corporate buildings, loading docks, delivery vehicles, open areas and/or other situations as needed
Assist and liaise effectively with the client’s security manager, law enforcement agencies, security personnel, and local partners or their representatives
Be available for incident/emergency response duty, standby duty, and client demonstrations, which includes weekends, holidays, nights and overnights
Qualified applicants will have achieved one or more of the following:
Military service, preferably in a combat deployment
Military K9 handler role with full military handler course
Law enforcement role and completed an accredited Law Enforcement Academy (Municipal/State/Federal)
Municipal or federal correctional officer and attended a full time accredited LE/Corrections Academy (must have enforcement responsibilities)
For more information about personal rights under Equal Employment Opportunity, visit: EEOC Poster, EEOC GINA Supplement, and OFCCP EEOC Supplement
MSA Security is an Equal Opportunity Employer – M/F/Veterans/Disabled and other protected categories
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.