Operations Manager

Operations Manager

Dinasty Security Inc. | Vernon, CA | Full-Time, Exempt

Who We Are

Dinasty Security Inc. is a licensed private security company (CA PPO 121324) headquartered in Vernon, CA. We protect people, property, and operations for commercial, industrial, and logistics clients across Southern California. We are in a growth and professionalization phase — building the systems, discipline, and leadership bench required to scale beyond where good operators alone can take us.

This role exists because we are intentionally upgrading how our operation runs.

The Role

We are hiring an Operations Manager who will build the system, not just run the day. This is a builder's seat, not a firefighter's seat. The right person treats operations as a machine to be designed, measured, and continuously improved — not a series of problems to react to.

You will own the operational backbone of the company: standard operating procedures, post orders, supervisor accountability, service consistency across sites, quality control, scheduling integrity, and the data and reporting that let leadership see the business clearly. You will report directly to the CEO and lead the field supervisors, post commanders, and scheduling function. Recruiting and back-office partners will look to you for operational direction.

If you read the responsibilities below and your first instinct is to think in terms of systems, scorecards, cadences, and root-cause fixes — we want to talk to you. If your instinct is to think in terms of which site to drive to first — this is not your role.

Who You Are

This section is more important than the qualifications list. Hire-or-no-hire decisions will be made on these traits.

• Process mindset. You see operations as a system. Before you act on a problem, you ask whether a process, checklist, or standard would have prevented it — and you build that standard. You are uncomfortable when work depends on individual heroics.

• Builder, not just operator. You have personally built SOPs, post orders, supervisor scorecards, QA programs, or reporting structures in a prior role. You can show us what you built and explain why.

• Proactive wiring. You measure your success by what didn't go wrong, not by how many fires you put out. You schedule prevention work into your week and protect it.

• Delegates through structure. You develop supervisors and post commanders by giving them clear standards, expectations, and feedback loops — not by doing their jobs for them. You catch yourself when you start operating one level below your seat.

• Data discipline. You refuse to make decisions on bad or missing data. When data is wrong, you fix the source, not the symptom. You can build a basic reporting layer (even in Excel/Sheets) without waiting for IT.

• High standards, named directly. You are comfortable telling a supervisor that incomplete data is unacceptable and that non-compliance will be addressed — and then following through. You don't avoid the conversation.

• Business owner thinking. You understand that operations exists to deliver service that retains clients and protects margin. You think about cost per billable hour, overtime exposure, turnover cost, and client retention — not just shifts covered.

• CEO-adjacent judgment. You can be trusted to make operational decisions that align with where the business is going, not just where it is today. You bring options and recommendations to the CEO, not just problems.

What You'll Own

The Operations System

• Design, document, and maintain the SOPs and post orders that govern how every site operates.

• Build and own a QA program that audits service delivery at every site on a defined cadence.

• Establish a written operations playbook covering shift coverage, incident response, client escalation, and supervisor accountability.

• Drive continuous improvement: every recurring problem becomes a process change, not a recurring fire.

Leadership of the Field

• Lead the Field Supervisors and Post Commanders. Hold them accountable to written standards through a defined operating rhythm (daily check-ins, weekly reviews, monthly scorecards).

• Develop supervisor capability — they should be solving site-level problems, not escalating them. Your job is to make that possible.

• Own the scheduling and overtime function in partnership with the Scheduling/Overtime owner, ensuring coverage integrity and overtime discipline.

Service Consistency and Client Outcomes

• Define and measure what "good service" looks like at every site, and close the gap between sites that are getting it and sites that aren't.

• Own the operational side of client relationships: response time, issue resolution, service reviews, and client retention from an ops standpoint.

• Partner with Sales on operational handoffs for new accounts and on retention plays for at-risk accounts.

Data, Reporting, and Decisions

• Build and own the operations dashboard: KPIs for service quality, incident rate, overtime, turnover, post-order completion, and supervisor performance.

• Bring clean, accurate data to the weekly leadership meeting. Wrong or incomplete data is unacceptable.

• Make recommendations to the CEO backed by data — pricing pressure on a site, supervisor performance issues, staffing redesigns, training gaps.

Financial and Operational Discipline

• Manage operating costs, overtime exposure, and labor efficiency against budget.

• Own the operational levers that drive gross margin: scheduling integrity, overtime control, turnover reduction, billable-hour discipline.

• Partner with the Office Manager on payroll accuracy and any operational input to AR/billing issues.

Talent and Training

• Partner with Recruiting to define the operational profile of officers we need and the standard we hire to.

• Own onboarding, site-specific training, and ongoing officer development at a program level (not by personally delivering every training).

• Drive supervisor-level turnover down through better selection, development, and accountability.

First 90 Days — What Success Looks Like

This role is being hired with a clear expectation that the first 90 days are about building the system, not running operations as it exists today.

• Complete a full operations diagnostic: every site, every supervisor, every recurring issue, every gap in process or data.

• Stand up a written weekly operating rhythm with the supervisors and present it to the CEO.

• Deliver a 12-month operations roadmap with prioritized initiatives, owners, and milestones.

• Establish the first version of the operations dashboard with real, accurate data.

• Identify the top three SOPs or post orders that need to be built or rewritten first, and deliver them.

Qualifications

Required

• 5+ years in operations leadership in security, facilities, janitorial, staffing, logistics, or another multi-site service business.

• Demonstrated track record of building operational systems from scratch or significantly upgrading them — bring examples to the interview.

• Experience leading supervisors or middle managers (not just frontline staff).

• Strong working knowledge of scheduling, labor cost management, and multi-site coverage models.

• Comfortable building reports, dashboards, and trackers in Excel/Google Sheets without IT support.

• Excellent written communication — you will be writing SOPs, scorecards, client-facing summaries, and internal standards regularly.

• Valid CA driver's license and reliable transportation. Willing and able to be in the field across LA County as needed (this is not a desk role, but it is also not a field role).

Strongly Preferred

• Prior experience in the private security industry, or in a similarly regulated/licensed service business.

• CA BSIS Guard Card and exposure to PPO licensing requirements.

• Bilingual English / Spanish.

• Experience working directly with a CEO or owner of a growth-stage company.

What We Offer

• A direct line to the CEO and the authority to actually build the operations function — not inherit a finished one and maintain it.

• Competitive base salary commensurate with experience, plus performance-based bonus tied to operational KPIs.

• A leadership seat in a company that is intentionally professionalizing and growing.

• Visible impact: what you build will be the foundation the company scales on.

How to Apply

Send a resume and a short note (a paragraph is fine) answering one question: describe an operations system, SOP, scorecard, or process you personally built in a prior role — what was the problem, what did you build, and what changed because of it.

If you can't answer that question with a real example, this is not the right role for you.

Dinasty Security Inc. is an equal opportunity employer.