Safety Manager - Wheaton, United States - RJN Group

Description

** Safety Manager**

**Job Category****:** Engineering **Requisition Number****:** SAFET01143 Showing 1 location **Job Details**

**Description**

**Position Summary:**

Manages the organizational safety program for the entire company. Works to prevent workplace accidents and promotes health and safety awareness and education to the employees. Responsible for making sure that employees follow health and safety guidelines, regulations, and creating policies for a safer work environment. Investigates incidents and near-misses, prepares preventative action to prevent recurrence, and educate employees on lessons learned. Takes measures to identify potential workplace hazards and improve existing conditions. Monitors organizational tracking and reporting of accidents and injuries including OSHA reporting, Workers Compensation case management, etc.

**Position Responsibilities:**

Develops and implements Safety programs and procedures and documents processes with the organization.

Responsible for the quality control and safety audits ensuring safety compliance as outlined by company and OSHA directives.

Reviews potential subcontractors safety policies, procedures, and safety performance.

Ensures the RJN Safety Manual is understood and implemented by all Project Managers, Field Managers, Field Staff, and subcontractors.

Conducts accident investigations and reviews Incident and Near Miss Reports. Provide root cause analysis after each incident.

Develops and conducts employee safety and health training programs and work with third party safety trainers/consultants.

Provide follow up summaries to educate employees on lessons learned from Near Miss and Incident Reports.

Prepares and enforces policies to establish a culture of health and safety.

Evaluates practices, procedures and facilities to assess risk and adherence to RJN Safety Policies and OSHA Regulations.

Monitors compliance to RJN policies, regulations, and operations.

Work with OSHA following any reportable incident.

**Essential Skills & Experience:**

5-8 years of experience as a Safety Manager or comparable role.

Prior experience including traffic control and confined-space entry procedures.

Strong knowledge of applicable OSHA Federal Regulations, state and local safety regulations, policies and procedures.

Must be fully proficient MS Office Suite (Excel, Word, Outlook)

Deep understanding of industry standard health and safety guidelines.

Ability to produce reports and develop relevant policies.

Good knowledge of risk assessment and root cause analysis.

Excellent organizational and motivational skills.

Outstanding attention to detail and observation ability.

Exceptional communication and interpersonal abilities.

Ability to travel approximately 25-30% to various US-based destinations.

Direct Reports:

None

**Physical Demands & Work Environment:**

The physical demands and 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 accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical demands: While performing duties of job, employee is required to stand; walk; sit; use hands to finger, handle or feel objects, tools or controls; reach with hands and arms; talk and hear. Employee must occasionally lift and/or move up to 50 pounds and tolerate working in heat or cold weather conditions. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

Work environment: The noise level in the work environment is usually minimal. The noise level in the field environment is usually moderate.

Personal Protective Equipment: None required in office. If working in field, must wear steel-toe boots, Class 2 or Class 3 safety vest, high visibility T-shirt, leather gloves, safety glasses, hard hat and other standard equipment required by assignment or job task.

**RJN is an Employee-owned professional engineering and specialty field services firm providing sustainable collection system solutions for infrastructure owners. RJN is an ENR Top 500 Design Firm and Top 200 Environmental Firm as well as a Top 50 Trenchless Technology Design Firm.**

**Since 1975, RJN Group Inc. has provided our customers with value-driven engineering solutions to enable them to meet their service demands from small studies to multi-million-dollar capital improvement programs.**

**Our customers are also our neighbors. We have offices from Colorado to the East Coast. As corporate citizens, we encourage our staff to support the communities they live in. Those we work for have come to associate our name with trust, creativity, reliability, and quality.**

**We let innovation take the lead. We perform unique services for water, wastewater, and stormwater systems by investing in leading technologies to differentiate us.**

**RJN provides a very competitive benefit package including:**

** Company-funded employee stock ownership plan**

** Medical, Dental, Vision, Short Term Disability, Long Term Disability insurance benefits**

** 401K matching retirement plan**

** Tuition reimbursement including student loan repayment**

** Flexible work arrangements and schedule**

** Professional development opportunities**

** Wellness programs**

** Paid Vacation, Personal, and Sick time off**

** Holiday time off**

** Casual dress code**

**RJN is an Equal Opportunity/Affirmative Action Employer. We support a diverse work force.**

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**Licenses & Certifications**

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 contractors legal duty to furnish information. 41 CFR c)