Safety/HR Coordinator (Administrative)

Responsibilities:

The Safety/HR Coordinator will work with the plant manager, supervisors, and hourly associates to support the continued focus on safety excellence, including maintaining OSHA VPP status at all facilities. The candidate must be able to work with all levels of management, be flexible with day-to-day activities and make decisions on controversial matters. The safety coordinator will lead small improvement teams, audits and inspections. They must be comfortable coaching, presenting and intervening one to one. The ideal candidate will be bi-lingual in English and Spanish.

The Safety/HR Coordinator will also be responsible for ensuring our mill is fully staffed. This includes production and maintenance recruiting, interviewing, and onboarding processes. They will also be involved in planning employee engagement activities and supporting additional human resources/employee relations tasks as necessary.

 

Basic Qualifications:

College Degree, BCSP, ASP, or equivalent work experience in related job function. Prior experience with OSHA standards, accident / incident investigation, and/or compliance inspections in a manufacturing setting is required. Candidate must be familiar with Emergency Response, HazCom, Respiratory Protection Standard and other OSHA mandated programs. The successful candidate must be able to work independently on various projects and be able to work with very diverse groups of people on a variety of issues.

Preferred Qualifications: 

Prefer degree in safety, industrial hygiene, or a related science and at least one (1) to (3) years of experience in related job function. The successful candidate must be able to work independently on various projects and be able to work with very diverse groups of people on a variety of issues. May require professional certification. Previous experience in HR a plus.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Environmental Health & Safety