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Oversee programs that reduce site EHS risk, including (but not limited to): process safety; flammable solvent handling; potent compound containment and handling; industrial hygiene; chemical and biological safety; occupational health.
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The Site Safety and Health Officer (SSHO) provides construction safety and health leadership and oversight in support of theBurman Construction Health and Safety Programs.
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As an Aspirus team, we demonstrate caring, we plan to impact the future, work with happiness and enthusiasm, recognize our power to make a difference and improve the health of our communities.
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This position is perfect for someone who has recently graduated with a degree in Industrial Safety, Industrial Hygiene, Engineering, Occupational Health, Applied or Basic Science (Environmental Science) or related field and is passionate about learning more and developing skills regarding the practical application of their chosen field of study, public health, sustainability, and enjoys working in a production/manufacturing setting.
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The Site Safety and Health Officer (SSHO) will provide safety oversight and function as the Site Safety and Health Officer (SSHO) in accordance with the Multi-Function Support Services contract for Naval Station (NS) Mayport, Florida, and will implement and administer the Contractor's safety program and government-accepted Accident Prevention Plan.
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The Director, Environmental Health and Safety for R&D will lead the strategies and programs to ensure the health and safety of our employees, contractors and visitors at our R&D locations that have a diverse and complex EHS footprint including biosafety, industrial hygiene/potent compounds, occupational safety, compliance and permitting and sustainability.
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The Injury Prevention Health Educator is responsible for conveying basic safety information on many topics including, but not limited to, burn prevention, home safety, fall prevention, motor vehicle safety, pedestrian safety, sports and recreational safety and violence prevention.
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Paragon Professional Services, LLC, a subsidiary of Bering Straits Native Corporation, is currently seeking a qualified Site Safety and Health (SSHO) for a lead-contaminated soil removal project located in St. Francois County, Missouri.
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The Regional Health and Safety Specialist guides and monitors territory activities pertaining to safety, incident prevention, employee development, and skills training.
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The Environmental, Health and Safety Supervisor drives and maintains a safe work environment by overseeing safety and security operations, developing and enforcing safety policies to ensure a safe work environment for employees, temporary employees, contractors and visitors.
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Construction Health and Safety Technician (CHST) or Certified Safety Professional (CSP) certification. Ability to review/comment on project/site specific health and safety plans, Safe Work Plans, and design documents and specifications.
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2-3 Years experience in field providing safety duties as Occupational Health and Safety Technician (OHST) or Construction Safety and Health Technician (CHST.
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Reporting to the Vice President Human Resources, your Health, Safety and Environmental Specialist (HSE) expertise to guide the management team on HSE best practices and culture, train employees on safety policies and practices, conduct regular inspections, generate health and safety assessment reports, and ensure that all occupational guidelines and regulations are followed.
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Senior Industrial Hygienist / Health and Safety Consultant. Have strong communications and technical health - safety skills both written and oral. Certified Industrial Hygienist (CIH), Certified Hazardous Materials Manager (CHMM), Certified Safety Professional (CSP) and/or Certified Microbial Consultant (CMS) licenses are preferred but not necessarily required.
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We have 60 locations throughout the borough providing a variety of programs that offer assistance in the areas of family, children and youth support, educational services, elder care, homelessness, mental health, and workforce development.
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safety and health jobs Title: team member Company: Amazon Hvh
FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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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 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.