Assists employees by responding to inquiries and resolving issues or complaints regarding issuance of personnel badges and hangtags. Provides excellent customer service and may provide patrol duties as needed. Job Responsibilities: List any requirements unique to this position in this department. Issue all personnel badges and parking hangtags for all hospital employees including medical staff, residents, fellow students, contractors, and volunteers using the security Access Control System (i.e. replacement badges/hangtags due to lost, stolen, damaged/worn, name, photo and/or department change). Assists employees with creating or resetting ID Badge Personal PIN, Fingerprinting for Biometric Enrollment, and adding Biometric Access to employee’s profile within the Access Control System. Provide support for employees with any inquires or issues that they may have concerning ID badges, parking hangtags or bike decals. Assists HR with new hire orientation (NEO) by preparing badges, hangtags, and taking photos for new hires. Also assists with adding credentials to specific staff. Assists Biomedical Communication (BMC) with import and export of photos in the Access Control System. Assists with termination of employees in accordance with company policy. Deactivates terminated employee’s ID badge, parking hangtag and/or bike decal within the Access Control System. Enters termed employee’s information to the Employee Exit Spreadsheet located in Security Workspaces SharePoint site: Subsite Badging Operators. Shred deactivated ID badges, parking hangtags and/or bike decals. Returns all keys to locksmiths. Process parking violations. May perform other security related duties as needed to include foot and vehicle patrols, emergency response, VIP transportation services, and security escorts. Maintains regular and predictable attendance. Minimum Education and/or Training: High school diploma/GED required Minimum Experience: One-year of prior experience in a security program, police organization, military branch, or conflict counseling is required. Licensure, Registration and/or Certification Required by SJCRH Only: List any licensure or certification REQUIRED and/or PREFERRED by St. Jude to do the job. LC: DLD-TN or DLD-ARK or DLD-MISS or DLD-RESIDE. A valid driver’s license from the employee’s state of residence and be insurable by St. Jude’s insurance carrier may be required. LSGO-TN (Licensed Security Guard/Officer-Tennessee) Must attain Licensed Security Guard/Officer certification for the State of Tennessee within 60 days of employment. Compensation In recognition of certain U.S. state and municipal pay transparency laws, St. Jude is including a reasonable estimate of the compensation range for this role. This is an estimate offered in good faith and a specific salary offer takes into account factors that are considered in making compensation decisions including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the salary range and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current salary range is $20.50 - $34.50 per hour for the role of Security Officer II. Explore our exceptional benefits! Diversity, Equity and Inclusion St. Jude Children’s Research Hospital has a diverse, global patient population and workforce, built on the principles of diversity, equity and inclusion. Our founder Danny Thomas envisioned a hospital that would treat children of the world—regardless of race, religion or a family’s ability to pay. Learn more about our history and commitment. Today, we continue the mission to advance cures and means of prevention for pediatric catastrophic diseases through research and treatment. As we accelerate this progress globally, we believe our legacy of diversity, equity and inclusion is foundational to success. With the commitment of leaders at all levels of the organization, we strive to ensure the St. Jude culture, leadership approaches and talent processes are equitable and culturally responsive. View our Diversity, Equity and Inclusion Report to learn about the hospital’s roots in diversity, equity and inclusion, where we are today and our aspirations for an even better future. St. Jude is an Equal Opportunity Employer No Search Firms St. Jude Children's Research Hospital does not accept unsolicited assistance from search firms for employment opportunities. Please do not call or email. All resumes submitted by search firms to any employee or other representative at St. Jude via email, the internet or in any form and/or method without a valid written search agreement in place and approved by HR will result in no fee being paid in the event the candidate is hired by St. Jude.