RESPONSIBILITIES

• Meet with staff, crews, and subcontractors daily to review Daily Risk Assessments and coach crews on how to improve the DRA process.
• Promote MTS’s Utility Strike Prevention process with staff, crews, and subcontractor employees.
• Work with staff, crews, and subcontractor employees to correct OSHA non-compliance issues. Document and send safety correction log weekly to Project Safety Manager.
• Conduct a daily safety audit covering staff, crews, and subcontractor employees.
• Conduct incident investigations and reports to determine the root cause for injuries/illnesses, utility strikes, and equipment, vehicle, and/or property damages.
• Attend Weekly Toolbox Talks with staff, crews, and subcontractor employees.
• Attend Monthly All-Hands Meeting with various areas/segments of the project.
• Spend majority of time in the field operations handling MTS, subcontractor, and client safety needs.
• Prepare and deliver safety meetings with the field crews.
• Performs other related duties as required and assigned.

QUALIFICATIONS

• Bilingual Spanish preferred.
• Familiar with Safety software applications.
• Must have a valid driver’s license.
• Minimum 5 years EHS work experience in heavy civil construction.
• Construction Health & Safety Technician (CHST) preferred.
• 10-hours formal safety training within the past 3 years.
• Ability to communicate effectively with audiences that include but are not limited to management, coworkers, clients, vendors, contractors, and other stakeholders.
• Job-related technical knowledge necessary to complete the job.
• Ability to interact professionally with employees and clients of various levels.
• Strong organizational skills.
• Understanding of OSHA regulations.
• Excellent oral and written communication skills.

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)