Safety Manager

ESSENTIAL DUTIES and RESPONSIBILITIES include the following. Other duties may be assigned.

• Lead a team of safety specialists
• Supervise suspension of activities that pose threats to workers' health or safety.
• Manage Investigations of accidents to identify causes or to determine how such accidents might be prevented in the future.
• Recommend measures to help protect workers from potentially hazardous work methods, processes, or materials.
• Manage Inspection or evaluation of workplace environments, equipment, or practices to ensure compliance with safety standards and government regulations.
• Manage job site safety audits as required and submit per the established procedure.
• Manage the attendance of daily PTP meetings and coaching of crews in the use of this meeting to promote safety and hazard recognition.
• Attend site safety meetings and address safety issues pertinent to the site.
• Manage develop or maintenance of hygiene programs, such as noise surveys, continuous atmosphere monitoring, ventilation surveys, or asbestos management plans.
• Manage care, maintenance, and assignment of Safety Department equipment such as rescue retrieval systems, atmospheric monitors, first aid kits, and dust or noise monitoring dosimeters.
• Manage and direct collection of samples of dust, gases, vapors, or other potentially toxic materials for analysis.
• Investigate the adequacy of ventilation, exhaust equipment, lighting, or other conditions that could affect employee health, comfort, or performance.
• Manage requirement to conduct safety training or education programs (e.g. confined space, lockout or fall protection) and equipment safety training and issue operator certification cards.
• Direct training sessions as required.
• Manage or direct the investigatation of health-related complaints and inspect facilities to ensure that they comply with public health legislation and regulations.
• Perform first aid services on job sites as required.
• Manage the performance of random and prescribed drug screenings as required.
• Responsible to ensure that site postings, such as MSDS, Right-To-Know, safety statistics or other postings required by OSHA or the customer, are provided.
• Responsible to record daily activities in a Daily Log and ensuring Safety Specialists are keeping daily logs to submit per the established procedure to Safety Director daily.
• Manage accident and incident investigations and reporting.
• Serve as a resource person for safety questions raised by employees and management.
• Serve as a liaison to customer safety personnel and regulatory agencies.
• Maintain regular attendance and timeliness on a consistent basis.
• Conduct business and interactions with a positive attitude that projects a high level of professionalism.

PHYSICAL DEMANDS and WORK ENVIRONMENT

The physical demands and the work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodates may be made to enable qualified individuals with disabilities to perform the essential functions.

OTHER SKILLS and ABILITIES

Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.

Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

Speaking - Talking to others to convey information effectively.

Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Reading Comprehension - Understanding written sentences and paragraphs in work related documents.

Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.

Systems Evaluation - Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.

Writing - Communicating effectively in writing as appropriate for the needs of the audience.

Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.

Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.

Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.

Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).

Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.

Oral Expression - The ability to communicate information and ideas in speaking so others will understand.

Written Comprehension - The ability to read and understand information and ideas presented in writing.

Written Expression - The ability to communicate information and ideas in writing so others will understand.

Near Vision - The ability to see details at close range (within a few feet of the observer).

Speech Clarity - The ability to speak clearly so others can understand you.

Speech Recognition - The ability to identify and understand the speech of another person.

Unless you are given a written contract signed by the President of The Roberts Company specifying an employment term, your employment is considered "at-will". This means that both the Company and the employee have the right to terminate employment at any time with or without cause. Nothing in this handbook, nor any oral or written representation by an employee, official, Manager, or Supervisor of this Company shall be construed as a contract of employment, unless the President signs the written contract of employment.

To give equal employment and advancement opportunities to all people, we make employment decisions at the Roberts Company based on each person's performance, qualification, and abilities, the Roberts Company does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by the law.

We will make reasonable accommodations for qualified individuals with known disabilities unless making the reasonable accommodation would result in an overdue hardship to The Roberts Company.