Corporate Safety Director

At Collins, we are committed to building a better world. As a family-owned company founded in 1855, this begins with our commitment to land and resource stewardship on our 370 thousand acres of Forest Stewardship Council (FSC) certified forest lands. With operations in California, Oregon, and Pennsylvania, we manufacture softwood and hardwood lumber, particleboard, and hardboard siding.

Position Summary:

The corporate safety director is an extraordinary change leader responsible for fostering and promoting a safe, accident-free, and healthy work environment. This leader is responsible for developing, refining, and implementing the company health and safety management system in partnership with the operations leadership team. Committed to being the safest in the industry, the Collins corporate safety director position provides an exciting opportunity for a leader to facilitate a safety culture and performance transformation.

Duties/Responsibilities:

• Foster/support/pursue a culture where safety is:
  • ingrained as a core value with all employees,
  • employees believe all accidents are preventable, and zero injuries is possible,
  • employees are committed to performing their work in a safe manner and collaborate with co-workers to prevent at-risk behaviors.
• Develop and assist in implementation of workplace safety policies and procedures in accordance with local, state, and federal rules and regulations including Occupational Safety and Health Administration (OSHA).
• Lead training and documentation of programs, including but not limited to: Lockout/Tagout, Hazardous Communication, Emergency Response, New Hire Orientation, Respiratory Protection, Fall Protection, Hearing Conservation, PPE, Behavior-Based Safety, and Confined Space.
• Manage and monitor the monthly safety reporting program and results. Engage managers in the vision for the future and how to change future outcomes.
• Drive a structured training plan to monitor and validate compliance with training program requirements. Address deficiencies and risks with operations management to secure proper resources and alignment with training needs.
• Coach leaders in the proper safety processes and procedures, including training methodology.
• Manage safety-related Key Performance Indicators (KPI) and data in a manner that assists in identification of areas of opportunities.
• Set expectations to identify and address at-risk behaviors with operations management.
• Enforce safety requirements, drive safety performance, and support culture change.
• Conduct periodic inspections to identify and address potential hazards in the workplace. Verify and enforce compliance, engaging directly with management to review audit findings, secure proper resources, and follow-up to resolve issues and immediately correct compliance gaps.
• Ensure thorough and complete investigation of all accidents, incidents, and near misses. Ensure proper mitigations and resolutions are permanently implemented. Expect communication with all staff regarding the incidents and preventions which have been put into place and their role in maintaining a safe workplace.
• Facilitate the sharing of safety-related best practices between facilities.
• Collaborate with leadership to ensure machine and equipment safety is included in facility and asset planning.
• Develop and implement programs, processes, and procedures (SOP's) to ensure compliance with company and regulatory agency policies.
• Responsible for oversight of worker’s compensation claims and any settlements.
• Manage and respond to safety emergencies on a 24 hour on-call basis.
• Perform additional duties as required by supervisor.
• On-site attendance is essential to effectively perform the listed duties and responsibilities.

Supervisory Responsibilities:

• Recruit, hire, and manage safety management staff.
  • Responsible for performance management of direct reports in accordance with company values, objectives, and policies.
  • Provide mentoring, coaching, training, and support consistent with developing and sustaining a high-performing and accountable team.

Required Skills and Abilities:

• Effective collaborator and a results-driven implementer in all facets of safety with a strong track record of leading transformational safety changes in a multi-site environment.
• Strong written and verbal communication skills with the ability to communicate with individuals and or groups of individuals on subjects related to safety.
• Must be available and willing to work occasional weekends and holidays as necessary or desirable to accomplish safety goals and objectives.
• Strong leadership skills with the ability to manage and motivate team members and to collaborate effectively with the executive team.
• Strong analytical, reasoning, and problem-solving skills; ability to think creatively and find innovative solutions to complex problems.
• High level of personal integrity and ethical and professional standards.
• Must be able to travel to all locations, as needed.

Education and Experience:

• Bachelor’s degree in health, safety, or a similar field or the equivalent combination of education and experience required.
• Safety, Risk, or Leadership certification required.
• Demonstrated working knowledge of CALOSHA/OSHA regulations.
• Five (5) years of experience in leading safety management required.
• Preference given to individuals with prior sawmill or industrial plant experience.

Environmental Conditions:

May be exposed to dust, noise, trip hazards, and variable weather and temperatures.

Required Personal Protective Equipment:

Individuals must be willing to wear the required Personal Protective Equipment (PPE) at all times. Positions may require additional PPE at specific times. Examples of PPE which may be required include high visibility garments, hand protection, eye protection, hearing protection, a hard hat, foot protection, a face shield, and a respirator.

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)