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Core One is seeking a Facility Security Officer (FSO) to lead the internal security program at their Corporate Office. The FSO will ensure compliance with government regulations, manage security operations, and safeguard sensitive information. Ideal candidates will have extensive experience in security management and a proactive approach to risk mitigation. Join a dynamic team committed to national security solutions.
Join our team at Core One! Our mission is to be at the forefront of devising analytical, operational and technical solutions to our Nation's most complex national security challenges. In order to achieve our mission, Core One values people first! We are committed to recruiting, nurturing, and retaining top talent! We offer a competitive total compensation package that sets us apart from our competition. Core One is a team-oriented, dynamic, and growing company that values exceptional performance!
Core One is seeking a Facility Security Officer (FSO) to support our Corporate Office.
Description:
The Facility Security Officer (FSO) will develop, implement, and maintain the company’s internal security program to safeguard our facilities, personnel, and sensitive information. The FSO will be responsible for overseeing all aspects of security operations, ensuring compliance with government regulations, and managing both physical and personnel security measures. The ideal candidate will possess extensive knowledge of security policies, facility operations, and risk management, with a proactive approach to security oversight.
Requirements:
Qualifications:
Core One is anEqual Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation,national origin, or protected veteran status and will not be discriminated against on the basis of disability.
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Do you have 3+ years of experience as AFSO or FSO? * Select...
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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 hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.
As set forth in Core One’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.
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 measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis 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.
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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.
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