What are the responsibilities and job description for the Senior Safety Manager position at BERNARDS BROS INC?

Title:	Sr. Safety Manager
Department:	Safety & Risk
Classification:	Exempt
Reports to:	Vice President, Safety & Risk (and any secondary reporting lines as assigned by your Manager)

Job Summary

Establish, manage, update, and administer safety and risk management programs. Ensure compliance with safety and risk management program by project team(s), all employees and any subcontractor(s) on project site while conducting yourself in a manner consistent our core values. As an employee

owner, act in the company’s best interest and in support of the organization’s overall goals and

objectives.

Duties and Responsibilities

The essential duties and responsibilities of the Sr. Safety Manager consist of, but are not limited to, the following. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions:

Personnel:

Under the direction of the Corporate Safety Manager (or VP, Safety & Risk if vacant), take lead with the hiring, training, and/or management of staffing as needed.
Coach, mentor, and grow others to foster our safety culture, including safety team members.
Evaluate and provide input for all employee owners and trade partners on safety accountability.

Safety:

Support projects with all aspects of developing and implementing safety & risk control plans.
Review, update, and implement risk & safety practices and policies.
Proactively manage safety for compliance with Occupational Safety and Health Administration (OSHA) construction industry standards, our practices and policies, subcontractor’s respective program, and our client’s safety program.
Conduct risk assessments, design, propose and implement risk mitigation measures.
Assist with the preparation of graphs and data for safety dashboard.
Review, prepare and conduct an analysis of leading and lagging indicators to drive safety improvement.
Provide statistical analysis to support establishing KPIs, KRIs, etc.
Research and analyze industry benchmarks to establish best practices and recommend next practices.
Review, develop, update, and implement of emergency procedures.
Act as Company representative for all regulatory agencies, clients, trade partners, etc.
Conduct accident, incident & near miss investigations.
Prepare and draft lessons learned presentations and facilitate discussions to implement any changes.
Interacts and communicates with various levels of employees throughout the Company and industry partners.
Coordinate return to work programs with risk and operations.
Assist with assessment of MPN.
Coordinate with risk, operations, and all team members on claims.
Review and provide input on updating all safety and risk forms.

Training:

Provide training and coaching to safety & risk team members to ensure technical competence and leadership development.
Coordinate and deliver any safety/risk related training as required.
Conduct and/or schedule resources to conduct specific classes in Safety training to provide employees with the knowledge and skills necessary to recognize hazards to perform their job safely and effectively.
Develop PPTs or other presentations as needed.
Assist with the development of learning materials and courses.

Other Duties:

Assist with the evaluation of any safety and risk management related software.
Attend seminars/educational training programs, as required.
Coordinate, communicate, and assess trade partners and vendors.
Promote support safety objectives and integrate safety into the culture of our organization.
Assists in providing information for RFP submissions.
Monitor, assess, and implement changes to support safety culture.
This position may directly supervise designated staff and will be responsible for carrying out supervisory responsibilities in accordance with the organization’s policies and applicable laws.
Participate in meetings as required.
Perform any other related or unrelated, unassigned, unspecified duty that may be needed from time to time.

Skills & Experience Requirements:

High School diploma or equivalent. BS in EHS, OHS, Construction Safety, or Construction Management. Relevant work experience can be used on a 3-1 basis in lieu of degree
CSP, ASP, or SMS designations required.
OSHA 30 Hour safety training, fall protection competency, scaffold (erection & user) competency, First Aid/CPR, AED, and Bloodborne Pathogen Certified Trainer. Forklift and aerial & scissor lift safety training. Root cause analysis/accident investigation training, safety leadership training and risk assessment/audit compliance training.
10 years construction safety or OHS/EHS (Occupational/Environmental Health & Safety) experience.
Highly developed analytic and conceptual skills. Excellent verbal and written communication skills. Proficient in business writing, developing curriculum and content for presentations.
Proven leadership capabilities.
Extensive knowledge of Federal and state OSHA regulations and other government compliance regulations.
Flexibility to be on-call, work unusual hours, and on weekends.
High attention to detail, aptitude for learning new things and must be able to work under pressure.
High proficiency in Microsoft Office Suite and experience with various SMS & RMIS software.

Competencies

COMPETENCY	DEFINITION	EXAMPLES OF BEHAVIOR
Analytical Thinking	The ability to tackle a problem by using a logical, systematic, sequential approach	Makes a systematic comparison of two or more alternatives. Notices discrepancies and inconsistencies in available information. Identifies a set of features, parameters, or considerations to take into account, in analyzing a situation or making a decision. Approaches a complex task or problem by breaking it down into its component parts and considering each part in detail. Weighs the costs, benefits, risks, and chances for success, in making a decision. Identifies many possible causes for a problem. Carefully weighs the priority of things to be done.
Attention to Communication	The ability to ensure that information is passed on to others who should be kept informed.	Ensures that others involved in a project or effort are kept informed about developments and plans. Ensures that important information from his/her management is shared with his/her employees and others as appropriate. Shares ideas and information with others who might find them useful. Uses multiple channels or means to communicate important messages (e.g., memos, newsletters, meetings, electronic mail). Keeps his/her manager informed about progress and problems; avoids surprises. Ensures that regular, consistent communication takes place.
Building Collaborative Relationships	The ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who can provide information, assistance, and support.	Asks questions to identify shared interest, experiences, or other common ground. Shows an interest in what others have to say; acknowledges their perspectives and ideas. Recognizes the business concerns and perspectives of others. Expresses gratitude and appreciation to others who have provided information, assistance, or support. Takes time to get to know coworkers, to build rapport and establish a common bond.

		Tries to build relationships with people whose assistance, cooperation, and support may be needed. Provides assistance, information, and support to others to build a basis for future reciprocity.
Computer Skills	Maintain competency in relevant software applications, while being able to perform ones job successfully and effectively utilizing packages and tools.	Able to type and perform basic data entry skills with accuracy and at a reasonable pace. Knowledge and the ability to do basic computer operation with regards to MS Office, spreadsheets, email, Skype, and/or digital communication tools. Effectively use specialize computer software and/or hardware programs required to complete his/her job. Ability to troubleshoot basic computer problems.
Customer Orientation	The ability to demonstrate concern for satisfying one’s external and/or internal customers.	Quickly and effectively solves customer problems. Talks to customers (internal or external) to find out what they want and how satisfied they are with what they are getting. Lets customers know he/she is willing to work with them to meet their needs. Finds ways to measure and track customer satisfaction. Presents a cheerful, positive manner with customers.
Decision Making & Judgment	Makes timely, informed decisions that take into account the facts, goals, constraints, and risks. Exercises critical thinking, analysis and assessment of implications, identification of patterns, making connections of underlying issues, and the ownership of the outcome.	Gathers data and others’ input when making decisions. Considers lessons learned from experience, differing needs, and the impact of the decision on others. Displays balanced thinking, combining wisdom, analysis, experience, and perspective when making decisions or producing results. Finds solutions that are acceptable to diverse groups with conflicting interests and needs. Takes charge of a group when it is necessary to facilitate change, overcome an impasse, or face issues so that a decision can be made. Weighs the pros and cons of each option before making a decision and moving forward. Can explain the rationale for a decision. Makes necessary decisions even when information is limited or unclear. Learns from the consequences of decisions.

Decisiveness	The ability to make difficult decisions in a timely manner.	Is willing to make decisions in difficult or ambiguous situations, when time is critical. Takes charge of a group when it is necessary to facilitate change, overcome an impasse, face issues, or ensure that decisions are made. Makes tough decisions (e.g., closing a facility, reducing staff, accepting or rejecting a high-stakes deal).
Development of Skills	Maintain an eagerness to accept new tasks and stretch assignments outside your job description that will further your professional development	Takes steps to Identify skill gaps and takes measures to develop and master those skills. Takes initiative to learn new skills by job shadowing, attending workshops, or obtaining certifications. Accepts or volunteers to participate in activities that will develop and improve personal/career development.
Diagnostic Information Gathering	The ability to identify the information needed to clarify a situation, seek that information from appropriate sources, and use skillful questioning to draw out the information, when others are reluctant to disclose it.	Identifies the specific information needed to clarify a situation or to make a decision. Gets more complete and accurate information by checking multiple sources. Probes skillfully to get at the facts, when others are reluctant to provide full, detailed information. Routinely walks around to see how people are doing and to hear about any problems they are encountering. Questions others to assess whether they have thought through a plan of action. Questions others to assess their confidence in solving a problem or tackling a situation. Asks questions to clarify a situation. Seeks the perspective of everyone involved in a situation. Seeks out knowledgeable people to obtain information or clarify a problem.
Establishing Focus	The ability to develop and communicate goals in support of the business’ mission.	Acts to align own unit’s goals with the strategic direction of the business. Ensures that people in the unit understand how their work relates to the business’ mission. Ensures that everyone understands and identifies with the unit’s mission. Ensures that the unit develops goals and a plan to help fulfill the business’ mission.
Flexibility	Openness to different and new ways of doing things; willingness to modify one’s preferred way of doing things.	Is able to see the merits of perspectives other than his/her own. Demonstrates openness to new organizational structures, procedures, and technology. Switches to a different strategy when an initially selected one is unsuccessful.

		Demonstrates willingness to modify a strongly held position in the face of contrary evidence.
Forward Thinking	The ability to anticipate the implications and consequences of situations and take appropriate action to be prepared for possible contingencies.	Anticipates possible problems and develops contingency plans in advance. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Anticipates the consequences of situations and plans accordingly. Anticipates how individuals and groups will react to situations and information and plans accordingly.
Fostering Innovation	The ability to develop, sponsor, or support the introduction of new and improved method, products, procedures, or technologies.	Personally develops a new method or approach. Sponsors the development of new products, services, methods, or procedures. Proposes new approaches, methods, or technologies. Develops better, faster, or less expensive ways to do things. Works cooperatively with others to produce innovative solutions.
Fostering Teamwork	As a team member, the ability and desire to work cooperatively with others on a team; as a team leader, the ability to demonstrate interest, skill, and success in getting groups to learn to work together.	Provides opportunities for people to learn to work together as a team. Enlists the active participation of everyone. Promotes cooperation with other work units. Ensures that all team members are treated fairly. Recognizes and encourages the behaviors that contribute to teamwork.

Influencing Others	The ability to gain others’ support for ideas, proposals, projects, and solutions.	Presents arguments that address others’ most important concerns and issues and looks for win-win solutions. Involves others in a process or decision to ensure their support. Offers trade-offs or exchanges to gain commitment. Identifies and proposes solutions that benefit all parties involved in a situation. Enlists experts or third parties to influence others. Develops other indirect strategies to influence others. Knows when to escalate critical issues to own or others’ management, if own efforts to enlist support have not succeeded. Structures situations (e.g., the setting, persons present, sequence of events) to create a desired impact and to maximize the chances of a favorable outcome. Works to make a particular impression on others. Identifies and targets influence efforts at the real decision makers and those who can influence them. Seeks out and builds relationships with others who can provide information, intelligence, career support, potential business, and other forms of help. Takes a personal interest in others (e.g., by asking about their concerns, interests, family, friends, hobbies) to develop relationships. Accurately anticipates the implications of events or decisions for various stakeholders in the organization and plans strategy accordingly.
Initiative	Identifying what needs to be done and doing it before being asked or before the situation requires it.	Identifying what needs to be done and takes action before being asked or the situation requires it. Does more than what is normally required in a situation. Seeks out others involved in a situation to learn their perspectives. Takes independent action to change the direction of events.

Interpersonal Awareness

The ability to notice, interpret, and anticipate others’ concerns and feelings, and to communicate this awareness empathetically to others.

Understands the interests and important concerns of others.
Notices and accurately interprets what others are feeling, based on their choice of words, tone of voice, expressions, and other nonverbal behavior.
Anticipates how others will react to a situation.
Listens attentively to people’s ideas and concerns.
Understands both the strengths and weaknesses of others.
Understands the unspoken meaning in a situation.
Says or does things to address others’ concerns.
Finds non-threatening ways to approach others about sensitive issues.
Makes others feel comfortable by responding in ways that convey interest in what they have to say.

Managing Performance

The ability to take

responsibility for one’s own or one’s employees’ performance, by setting clear goals and expectations, tracking progress against the goals, ensuring feedback, and addressing performance problems and issues promptly.

Ensures that employees have clear goals and responsibilities.
Works with employees to set and communicate performance standards that are specific and measurable.
Supports employees in their efforts to achieve job goals (e.g., by providing resources, removing obstacles, acting as a buffer).
Stays informed about employees’ progress and performance through both formal methods (e.g., status reports) and informal methods (e.g., management by walking around).
Provides specific performance feedback, both positive and corrective, as soon as possible after an event.
Deals firmly and promptly with performance problems; lets people know what is expected of them and when.

Oral Communication

The ability to express oneself clearly in conversations and interactions with others.

Speaks clearly and can be easily understood.
Tailors the content of speech to the level and experience of the audience.
Uses appropriate grammar and choice of words in oral speech.
Organizes ideas clearly in oral speech.
Expresses ideas concisely in oral speech.
Maintains eye contact when speaking with others.
Summarizes or paraphrases his/her understanding of what others have said to verify understanding and prevent miscommunication.

Personal Credibility	Demonstrated concern that one be perceived as responsible, reliable, and trustworthy.	Does what he/she commits to doing. Respects the confidentiality of information or concerns shared by others. Is honest and forthright with people. Carries his/her fair share of the workload. Takes responsibility for own mistakes; does not blame others. Conveys a command of the relevant facts and information.
Persuasive Communication	The ability to plan and deliver oral and written communications that make an impact and persuade their intended audiences.	Identifies and presents information or data that will have a strong effect on others. Selects language and examples tailored to the level and experience of the audience. Selects stories, analogies, or examples to illustrate a point. Creates graphics, overheads, or slides that display information clearly and with high impact. Presents several different arguments in support of a position.
Professional Image	Consistently project a professional image with respect to attire, grooming, workspace, speech, grammar, and written communication.	Uses correct etiquette and manners, i.e., making eye contact when speaking and/or offering firm handshakes. Carrying ones self with confidence. Uses effective communication with customers, peers and managers. Dresses and grooms to ensure that appearance is appropriate and professional.
Providing Motivational Support	The ability to enhance others’ commitment to their work.	Recognizes and rewards people for their achievements. Acknowledges and thanks people for their contributions. Expresses pride in the group and encourages people to feel good about their accomplishments. Finds creative ways to make people’s work rewarding. Signals own commitment to a process by being personally present and involved at key events. Identifies and promptly tackles morale problems. Gives talks or presentations that energize groups.
Results Orientation	The ability to focus on the desired result of one’s own or one’s unit’s work, setting challenging goals, focusing effort on the goals, and meeting or exceeding them.	Develops challenging but achievable goals. Develops clear goals for meetings and projects. Maintains commitment to goals in the face of obstacles and frustrations. Finds or creates ways to measure performance against goals. Exerts unusual effort over time to achieve a goal.

		Has a strong sense of urgency about solving problems and getting work done.
Strategic Thinking	The ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers (internal and external), and strengths and weaknesses as compared to competitors.	Understands the organization’s strengths and weaknesses as compared to competitors. Understands industry and market trends affecting the organization’s competitiveness. Has an in-depth understanding of competitive products and services within the marketplace. Develops and proposes a long-term (3-5 year) strategy for the organization based on an analysis of the industry and marketplace and the organization’s current and potential capabilities as compared to competitors.
Stress Management	The ability to keep functioning effectively when under pressure and maintain self-control in the face of hostility or provocation.	Remains calm under stress. Can effectively handle several problems or tasks at once. Controls his/her response when criticized, attacked or provoked. Maintains a sense of humor under difficult circumstances. Manages own behavior to prevent or reduce feelings of stress.
Technical Expertise	The ability to demonstrate depth of knowledge and skill in a technical area.	Effectively applies technical knowledge to solve a range of problems. Possesses an in-depth knowledge and skill in a technical area. Develops technical solutions to new or highly complex problems that cannot be solved using existing methods or approaches. Is sought out as an expert to provide advice or solutions in his/her technical area. Keeps informed about cutting-edge technology in his/her technical area.

Thoroughness	Ensuring that one’s own and others’ work and information are complete and accurate; carefully preparing for meetings and presentations; following up with others to ensure that agreements and commitments have been fulfilled.	Sets up procedures to ensure high quality of work (e.g., review meetings). Monitors the quality of work. Verifies information. Checks the accuracy of own and others’ work. Develops and uses systems to organize and keep track of information or work progress. Carefully prepares for meetings and presentations. Organizes information or materials for others. Carefully reviews and checks the accuracy of information in work reports (e.g., production, sales, financial performance) provided by management, management information systems, or other individuals and groups.
Time Management	Ability to maintain effective time management skills and workload by organizing priorities, and focusing on productive endeavors.	Maintains consistent balance in quality of work performed. Able to set and meet goals /deadlines. Able to maintain organized workspace. Demonstrate ability to stay focus with minimum distraction and procrastination.
Work Ethic	Maintain a sense of responsibility to do one's best work. Accountable for ones own actions. Focused, dedicated and committed to producing good results.	Commitment and dedication to producing good work results Consistently demonstrate integrity in every aspect of your job, doing what is right publicly and privately Exercise discipline, honesty, integrity, humility and accountability, within one's self and among others.
Written Communication	The ability to express oneself clearly in business writing.	Expresses ideas clearly and concisely in writing. Organizes written ideas clearly and signals the organization to the reader (e.g., through an introductory paragraph or through use of headings). Tailors written communications to effectively reach an audience. Uses graphics and other aids to clarify complex or technical information. Spells correctly. Writes using concrete, specific language. Uses punctuation correctly. Writes grammatically. Uses an appropriate business writing style.

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Senior Safety Manager

What are the responsibilities and job description for the Senior Safety Manager position at BERNARDS BROS INC?

Personnel:

Safety:

Training:

Other Duties:

Skills & Experience Requirements:

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