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The Global Safety Manager supports the regional EHS teams and operating sites through defining and maintaining the key global EHS systems such as the EHS Management System, the incident investigation lifecycle and other EHS improvement initiatives (e,g Lifesavers, ZERO harm.
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Health & Safety is the responsibility of each and every employee on site, supported by Health & Safety professionals who take the lead in ensuring that the site is not only compliant with our legal obligations, but works to exceed the standards you would expect in a global organization.
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Focuses on efficiency and effectiveness to meet the needs of our Patients and HCPs. Supports the pharmacovigilance and benefit-risk management of the assigned portfolio of GSK global assets to ensure Patient Safety globally.
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CHS Inc is hiring a Senior Safety Specialist as a key partner to develop and implement safety-related programs and processes in our anhydrous ammonia and propane businesses. CHS Inc. is a leading global agribusiness owned by farmers, ranchers and cooperatives across the United States that provides grain, food and energy resources to businesses and consumers around the world.
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Daily you will create, manage, implement, and maintain PSM/RMP safety strategies & plans for multiple CHS locations to ensure compliance with federal, state, and local codes/policies. Bachelor's degree preferred in Occupational Health, Environmental Health and Safety, or related field.
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In collaboration with employees and leaders, this position will continuously drive to improve CHS cultural of employee safety. Senior Safety Specialist. Coordinate compliance with all applicable Environmental, Health, and Safety (EH&S) related requirements (federal, state, local, and company.
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The Associate Director, Medical Coding, Analytics & Process is responsible for specialist expertise in medical coding (MedDRA and WHO Drug Global) both for clinical study databases and the global safety database, including the conception, planning and execution of training and implementation of coding conventions across both areas.
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Steers quality initiatives for medically coded data both in the clinical study databases as well as in the global safety databases for usage of MedDRA and WHO Drug Global dictionaries.
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ASM Global, the leader in privately managed public assembly facilities, has an excellent and immediate opening for a Part-Time Security Intern at NRG Park in Houston, Texas. Enrollment in a two- or four-year program at an accredited college or university with a focus in Security or Safety (i.e. Criminal Justice, Security Management, Homeland Security, Safety Management, Occupational Safety & Health, etc.
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Set the strategic vision and direction for the Global Legal Services Group and ensure execution in mission critical subject matter, including: Corporate Governance, Strategic Transactions and Financings, Regulatory Compliance, Contracting Process, Litigation and Claims, Risk Management, Safety and Loss Control, Labor Relations, Employment Practices and External Counsel relationships.
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This Environmental, Health and Safety Manager sits within our Global Supply Chain organization, specifically at our El Paso, TX facilities and reports directly to the Plant Manager. Schneider Electric's Environmental, Health and Safety Manager is critical to our Global Supply Chain organization.
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The Global Lead, Medical Affairs, GIET is a qualified gastrointestinal endoscopist that is part of Medical and Scientific Affairs (MSA) and reports directly to the Chief Medical Safety Officer.
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Under general direction accountable for planning and directing Environmental, Health & Safety (EHS), environmental sustainability and Corporate Social Responsibility (CSR) programs and initiatives, including Injury and Illness Prevention, Industrial Hygiene, Safety, Workers' Compensation, Environmental Protection, Emergency Preparedness and Response, Health Promotion, and support of corporate initiatives.
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May hold the position of Radiation Safety Officer (RSO) and implement the radiation safety program. Today, SIG SAUER is synonymous with industry-leading quality and innovation which has made it the brand of choice amongst the U.S. Military, the global defense community, law enforcement, competitive shooters, hunters, and responsible citizens.
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Global Refuge, formerly known as Lutheran Immigration and Refugee Service (LIRS), is a nonprofit serving newcomers seeking safety, support, and a share in the American dream. Ongoing case management with a focus on screening and making appropriate referrals to address child's needs in the following domains: Placement issues, safety issues, education, health, mental health, legal/immigration proceedings, substance abuse, independent living, criminal/juvenile justice, and child enrichment activities.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.