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A Site EHS Manager works with the Site Leader, Operations, Quality, Continuous Improvement, and Human Resources functions at a site level to ensure our employees are safe and to maintain compliance with environmental, health and safety regulations, and drive the execution of the EHS strategy to create a culture of EHS excellence.
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The Dir I, EHS promotes a positive safety culture while complying with SGWS safety standards and maintaining a safe work environment. Assure compliance with all federal, state, and local safety, occupational health and environmental regulations including implementing the SGWS safety standards and management systems process.
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Collaborate with the risk management department to assess workplace hazards, including laser and x-ray/radiation safety, by monitoring and evaluating recognized risks and determining mechanisms to implement preventative and control measures.
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At a minimum must hold a bachelor's degree in a technical discipline: Occupational Safety and Health, Industrial Hygiene, Occupational Health, Chemical Engineering, Environmental Engineering, Environment, Health and Safety, Chemistry, Biology, or appropriate science-related field.
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The Manager of Occupational Safety, Health, and Quality will manage and be part of the University-wide Occupational Safety and Health programs: Biosafety, Animal Safety, Ambulatory Clinic Operations Committee, Graduate Medical Education Committee, and Respiratory Protection Program.
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At a minimum must hold a bachelor's degree in a technical discipline: Occupational Safety & Health, Industrial Hygiene, Occupational Health, Chemical Engineering, Environmental Engineering, Environment, Health and Safety, Chemistry, Biology, or appropriate science-related field.
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System Change - working with the Corporate Safety & Health, Environmental and EHS Management Systems Lead to implement, review, update, create and maintain the Corporate and Local EHS Management System processes and associated documentation.
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Works with the Environmental, Health and Safety Manager to ensure that all safety features of the stationary equipment are properly working and effective. Safe. Industry leader in health and safety standards.
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Ensure compliance with relevant industry codes, standards, regulations, and safety guidelines (e.g., ASME, API, ISO, IEC, ISA) various stages of project implementation. Supports risk assessments, including PHA/HAZOP, LOPA/SIL assessment and SIL verification and review the safety requirement specification (SRS.
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The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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Job Summary: This position will provide leadership to maintain a safe and secure environment for students, employees, and visitors by developing establishing and enforcing comprehensive safety and security policies, access control procedures, accident prevention efforts, supporting risk management, fire, safety, emergency management, cyber incident response planning, asset protection, parking control and traffic enforcement programs.
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Desired:Bachelor’s Degree in Occupational or Industrial Safety, Fire Protection, Risk Management preferred; and certifications in the following are preferred: Associate in Risk Management (ARM), Associate in Safety Professional (ASP), Certified Safety Professional (CSP.
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Our division provides training in pediatric and adolescent gynecology for the 2 OB/GYN residency programs in Phoenix, the pediatric residents at PCH, and medical students from the University of Arizona COM, Creighton University SOM, and the Mayo Clinic Alix SOM. The candidate must have a passion for medical education and research.
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Care about the safety and well-being of others, both within and outside a jail setting. Must pass a pre-employment background and/or fingerprint investigation as required by statute or policy, including drug and alcohol testing requirements for positions designated as safety-sensitive.
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Personal protective equipment is required when performing work in a mine, outdoor, manufacturing or plant environment, including hart hat, hearing protection, safety glasses, safety footwear, and as needed, respirator, rubber steel-toe boots, protective clothing, gloves and any other protective equipment as required.
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and safety jobs Company: Skillz in Phoenix, AZ
FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.