Luxury Retail Security Officer. Downtown Chicago. $25.00 per hour, full-time, non-exempt.
MINIMUM QUALIFICATIONS
All of the following are required. Applicants who do not meet each are not eligible for this position.
- Active Illinois Permanent Employee Registration Card (PERC) issued by IDFPR, active at hire. A pending application does not satisfy this requirement.
- One year of security, loss prevention, hospitality, or comparable client-facing experience.
- High school diploma or GED.
- Legal authorization to work in the United States, documented upon hire.
- Ability to remain standing and actively engaged on post for the duration of a full shift. This assignment contains no seated posts.
- Ability to read, write, and speak English sufficiently to complete incident and daily activity reports and to communicate with clients, customers, and emergency responders.
- Reliable transportation to the assigned site and the ability to report on time for every scheduled shift.
- Successful completion of a pre-employment drug screening.
PREFERRED QUALIFICATIONS
- Experience in luxury retail, high-end hospitality, or another environment requiring discretion.
- Concierge, guest services, or front-of-house experience.
- CCTV, access control, EAS, or alarm system familiarity.
- Knowledge of organized retail crime patterns.
- Report writing and incident documentation experience.
- Bilingual ability.
- Prior law enforcement or military service in good standing.
POSITION SUMMARY
McCray Global Protection Corp. is a family-owned security services firm serving luxury retail and other environments requiring discretion. MGP operates under an observe-and-report, no-touch standard: officers detect, deter, observe, and report, and do not pursue, chase, or physically engage.
The Luxury Retail Security Officer stands post at a flagship retail location in Chicago. The role is as much presence and hospitality as it is security. The officer is often the first person a client sees on entering and the last on leaving, and is expected to hold that standard for an entire shift: composed, attentive, courteous, and correct in appearance. Deterrence at this kind of site comes from visible, disciplined presence rather than from intervention.
The officer reports to the Area Manager and follows the post orders for the assigned location. Officers may be assigned to other MGP client sites in the area as operational needs require.
ESSENTIAL DUTIES AND RESPONSIBILITIES
- Stands the assigned post for the full shift, alert and attentive, in the position the post orders specify.
- Greets clients and holds the door where that is part of the post, and assists customers and visitors courteously at all times.
- Controls access at the entrance and at any restricted area the post orders identify, and signs contractors and vendors in and out.
- Observes and reports suspicious activity, safety hazards, and policy violations. Does not pursue, detain, search, or physically engage any person, and never chases a shoplifter.
- Where shoplifting is witnessed or suspected, notifies store management and the MGP supervisor immediately so that a report can be made.
- Completes daily activity reports and incident reports accurately and completely before the end of the shift.
- Conducts interior rounds and exterior checks at the frequency the post orders specify, and records each one.
- Maintains radio communication with the team for every post change, break, and relief, so that the location of each officer is known at all times.
- Follows client protocol at the assigned site. The client holds ultimate decision-making authority over site policy and procedure. Site protocols govern contact with local authorities in an emergency and are followed as written. Employment matters remain directed by MGP.
- Maintains a professional relationship with client staff and does not fraternize with store associates.
- Supports client operating procedures, including any customer limit, appointment-based access, or customer-to-associate ratio the store sets, and assists with inventory counts where the Manager on Duty requests it.
- Does not use a personal phone, earbuds, headphones, or a smart watch on post, does not wear sunglasses indoors, and does not lean on walls, displays, or fixtures.
- Does not leave the post until properly relieved or released by a supervisor or the Manager on Duty.
- Performs other duties as assigned.
ATTENDANCE, COVERAGE, AND TIME RECORDS
- Reporting on time. Reports to post in full uniform and ready to work no later than ten minutes before the shift begins, so that the post is covered the moment the store opens.
- Absences. Notifies the Area Manager and MGP Dispatch as early as possible where an absence is foreseeable. Notifying only one is not sufficient. A no-call, no-show is grounds for corrective action up to and including termination.
- Relief. The post is not left uncovered. The officer remains on post until relieved or released, and notifies the Area Manager and Dispatch immediately if relief does not arrive.
- Breaks. Breaks, including bathroom breaks, are coordinated with the team and the Manager on Duty is told before the officer steps away, so the floor stays covered.
- Shift exchanges. Shift exchanges between officers require the Area Manager's approval in advance so that coverage, licensing, and overtime are verified before the change takes effect.
- Time records and overtime. This position is non-exempt. All time worked is recorded and paid, including overtime at one and one half times the regular rate for hours worked over 40 in a workweek, whether or not the overtime was authorized in advance. Working off the clock, working through an unrecorded meal period, or altering a time record is prohibited. Any instruction to do any of those things is reported to MGP Human Resources immediately, and no officer is disciplined for making such a report.
- Signing for yourself. Officers sign in and out on the relevant timesheet only for themselves, recording only the time actually worked. Signing in or out for another officer is grounds for termination.
SCHEDULE AND AVAILABILITY
The schedule varies with store hours and includes day and evening shifts, weekends, holidays, and peak retail periods. Shifts are scheduled in advance and the officer is notified of the schedule and of any change to it in accordance with applicable Chicago scheduling requirements. Additional shifts and overtime may be available and are offered as operational needs require.
Additional opportunities are available for officers who are able to work flexibly. These include on-call coverage, emergency coverage on short notice, and scheduled overnight or day shifts at other MGP client sites as a flex officer. Flex assignments are offered as operational needs require and are not guaranteed. Applicants interested in this work are encouraged to ask about it during the interview.
COMPENSATION AND BENEFITS
- $25.00 per hour. This rate and the benefits below are stated in compliance with the Illinois Equal Pay Act.
- Overtime paid at one and one half times the regular rate for hours worked over 40 in a workweek.
- Medical, dental, and vision coverage following a 90-day waiting period. MGP pays 50 percent of the employee-only medical premium; remaining tiers, dental, and vision are employee-paid by payroll deduction.
- 401(k) eligibility after one year of service, defined as 12 months and 1,000 hours.
- Employee Assistance Program, paid training, and referral program.
- Uniform items required for this assignment are provided by MGP at no cost to the officer, and no deduction is made from wages for any uniform or equipment item.
UNIFORM AND APPEARANCE STANDARDS
The uniform standard for this assignment is formal business attire, all black: a plain black dress suit, a black dress shirt with standard buttons, a plain white undershirt, a black tie, black dress socks, a plain black dress belt without logos, and black dress shoes, laced and polished.
Attire is clean and pressed. Grooming, hygiene, and appearance are consistent with a luxury flagship environment. No jewelry is visible on the outside of the uniform, no strong cologne or perfume is worn, and visible tattoos are covered.
MGP accommodates natural and protective hairstyles, religious practice, disability, and other protected characteristics through its interactive process. An officer who requires an accommodation raises it with the Area Manager or Human Resources.
Officers are not required to travel in uniform and should not do so where wearing it in transit could make them a target. Changing at the site is within paid time where the post permits it.
Officers carry the credentials the post requires, including the Illinois PERC card.
WORK ENVIRONMENT
- Setting. The post is indoors on a retail sales floor and at the entrance, with continuous public contact and prolonged standing.
- Scrutiny. Client standards are exacting and applied to detail. Uniform, posture, position on post, tone, and response time are observed and remarked on throughout the day. Criticism may be delivered directly and in front of others, and a professional response is expected every time, regardless of how a concern is delivered.
- Pace. The environment can be busy and unpredictable, particularly during peak retail periods and store events.
- What MGP controls. MGP does not control the client's premises, staff, or the manner in which client personnel communicate. MGP does control its own standards, the support it gives its officers, and its response when conduct crosses a line.
- Where the line is. Conduct by any person, including client personnel or a customer, that involves harassment or discrimination based on a protected characteristic, or that threatens an officer's safety, is reported to MGP immediately. MGP is obligated to address it and will. Retaliation for reporting is prohibited.
PHYSICAL REQUIREMENTS AND WORKING CONDITIONS
With or without reasonable accommodation, this position requires the physical and mental capacity to remain standing and actively engaged on post for the duration of a full shift; walk the sales floor and conduct interior rounds; climb stairs and traverse uneven or slippery surfaces; lift and carry up to 25 pounds occasionally; see and hear well enough to observe and respond to activity on post; communicate clearly by radio and in writing; and exercise prompt, sound judgment during unusual or emergency situations. This assignment contains no seated posts.
SCREENING, BACKGROUND INVESTIGATION, AND FAIR CHANCE
This position is subject to a background investigation and a social media screening, both conducted by MGP's consumer reporting agency only after a conditional offer of employment. No inquiry or search occurs before that point.
MGP does not ask about criminal history on the application. No inquiry or record search occurs until the applicant has been selected and notified for an interview, or has received a conditional offer, consistent with the Illinois Job Opportunities for Qualified Applicants Act. Arrests not resulting in conviction, and sealed, expunged, impounded, or juvenile records, are not considered. A conviction is never an automatic disqualification: each is assessed individually against the six factors Illinois requires, and the applicant receives written notice, a copy of the report, and no fewer than five business days to respond before any final decision.
- Consent. After the conditional offer, the applicant receives a consent package by secure electronic signature: a Disclosure, an Authorization with the Illinois notice, an Applicant Information sheet, and the CFPB Summary of Your Rights Under the Fair Credit Reporting Act. No report is ordered until it is signed, and the applicant is never charged for any screening step.
- Social media screening. The review is limited to content publicly visible without logging in as a connection. MGP will not request a password or login, require an applicant to open an account in another person's presence, send a friend or follow request, or request addition to a private group, and declining any such request will not affect any employment decision (820 ILCS 55/10). A designated reviewer who is not the decision maker conducts it, identically for every finalist and limited to job-related content. Content about wages, hours, or working conditions is protected by federal law and is never a basis for any decision.
- Drug and alcohol testing. Employment is contingent upon successful completion of a pre-employment drug screening. Throughout employment, all employees are subject to drug and alcohol testing at MGP's discretion. Being subject to testing does not mean an employee will be tested; an employee may or may not be selected at any given time, and not having been tested previously does not exempt an employee later. The circumstances are set out in MGP's Drug-Free Workplace Policy, available from Human Resources on request. The Illinois Right to Privacy in the Workplace Act protects lawful off-duty conduct and also permits a drug-free workplace policy and reasonable testing.
ACKNOWLEDGMENT OF POLICIES, HANDBOOK, AND CONSENT FORMS
Employment is conditioned on completion of MGP's documentation. An applicant who receives a conditional offer completes the consent packages at that stage. An applicant who is hired then reads, signs, and initials the remaining documents before the first shift, and again whenever one is issued or revised: the employee handbook and its acknowledgment, every policy in the MGP policy packet, the post orders for the assigned location, and any acknowledgment issued thereafter.
- Signature and initials. Each document is signed and, where it calls for initials, initialed on every page; an initial records that the page was read. Documents are signed and initialed personally, and signing or initialing for another person is prohibited and, once employed, is grounds for termination. Time is provided to read beforehand, and questions are raised before signing.
- Why it matters. A signed and initialed acknowledgment is the record that the document was received and that each page was read and understood, and once employed it is relied upon in reviews, corrective action, and any dispute about what was communicated. Declining to sign or initial does not suspend the policy and may affect eligibility. MGP retains the documents and provides copies on request. Acknowledging a policy creates no contract of employment and does not alter at-will employment.
APPLICATION PROCEDURE
Applications are submitted through this listing. Applicants should provide a resume or work history and a brief statement identifying relevant security, hospitality, or other client-facing experience, current Illinois PERC status, and availability. Questions may be directed to [email protected].
EQUAL EMPLOYMENT OPPORTUNITY
McCray Global Protection Corp. is an equal opportunity employer. Employment decisions are based on job-related qualifications, without regard to race (including hair texture and protective hairstyles, under the CROWN Act), color, religion, national origin, ancestry, citizenship or work authorization status, sex, pregnancy, sexual orientation, gender identity, age 40 and over, disability, marital status, family responsibilities, reproductive health decisions, military status or unfavorable discharge, order of protection status, status as a victim of domestic, sexual, or gender violence, genetic information, arrest records, or sealed and expunged records.
Reasonable accommodations are available through MGP's interactive process: [email protected] or 833-832-6647. This description is not a contract of employment and does not alter the at-will employment relationship.
Pay: $25.00 per hour
Benefits:
- 401(k)
- Dental insurance
- Employee assistance program
- Health insurance
- Professional development assistance
- Retirement plan
- Vision insurance
Work Location: In person
