Environmental Health Safety & Sustainability Manager

Role Summary

The Environmental, Health, Safety & Sustainability (EHS&S) Manager is responsible for providing strong leadership on the Companys environmental, health and safety (EHS) and sustainability programs.This includes ensuring compliance and conformance to all municipal, state and federal regulations associated with those issues, and is a visible and vocal driver of best practice and continuous improvement in all related areas.The EHS&S Manager will provide services for all SPIROL locations as an external audit resource.

Primary Responsibilities

Develops a Global 5 year Sustainability plan outlining vision, direction and key initiatives, supported by an annual Environment, Health, Safety & Sustainability operating plan and budget.

Executes the site level EHS operating plan and manages all EHS issues and regulations including documentation, reporting, training, auditing, waste determinations, disposal and transportation. Issues all Corrective Action Requests (CARs) as necessary and appropriate.

Responsible for management of the sites Environmental Management System (ISO14001) and provides leadership to Operational Management for best practices associated with waste minimization and reduction.

Leads research and analysis used to develop SPIROLs sustainability strategies and promotes and explains SPIROLs sustainability philosophy to internal and external audiences.

Develops materials and trains employees as required, inspects the facility for adequate personal protection equipment (PPE) and ensures that all equipment is in good working condition.Addresses any areas of non-compliance immediately.

Acts as the primary contact for any external agencies conducting environmental, health, safety, fire and physical security audits.

Acts as third party consultant / auditor for other SPIROL facilities upon request.Issues a summary report upon completion of the consulting / auditing activity.

Serves as an active participant on the sites Audit Team.

Promotes continuous improvement and embraces a philosophy of preventative action by taking the initiative to identify issues and provide solutions.

Communicates policies, procedures and any other corporate changes and general information to SPIROL management &employees, including environmental, health and safety rules and regulations.

Responsible for the maintaining and recording of Waste Manifests.

Candidate Profile

Professional and Personal Requirements

Bachelors degree in industrial, mechanical, chemical or environmental engineering.

Advanced Training certificate in Industrial Hygiene and EHS compliance.

Progressive experience in the management of hazardous waste, water compliance, air compliance, and occupational health and safety regulations, or five years experience in engineering management and participation in regular classroom and on-the-job training in environmental management, including hazardous waste management.

Experience with & knowledge of Environmental Management Systems compliant with ISO14001 and business management systems compliant with ISO9000:2015 / IATF16949:2015.

Demonstrated knowledge and ownership of corporate sustainability programs specifically targeting progression toward carbon neutrality in a manufacturing environment.

Proven written and verbal communication skills.

Demonstrated Characteristics of a Successful SPIROL Manager

oMANAGEMENT SKILL - Understanding the science of management as it relates to planning, organization, control and motivation and the ability to apply this science within the organizational environment. The identification of key result factors and the prioritization of resources through risk/benefit analysis to achieve the desired results/objectives.

oPLANNING - The ability to transform corporate missions and strategies into comprehensive operating plans designed to achieve corporate objectives. The ability to write clear operating policies, procedures and instructions to support the operating plans.

oORGANIZATION - The ability to communicate effectively with senior, peer and subordinate personnel in order to convey ideas, information or instructions clearly and concisely and to cultivate cooperative working relationships. The ability to develop subordinate strength and support through training and the ability to delegate responsibility.

oCONTROL/ MONITOR- The wisdom to establish realistic, well-defined objectives and to measure progress on the basis of achievement, cost and time parameters. The ability to evaluate actual performance against plan and determine the causes for deviation, respond by taking corrective action, reallocating resources or containing the situation.

oOWNERSHIP - The natural tendency to assume responsibility for results (positive or negative) within the realm of managerial assignment and to hold oneself to a high level of personal accountability.

oJOB KNOWLEDGE-Thorough in-depth job knowledge in the area of responsibility. Technical strength at first line management plus administrative strength at senior level positions. Attentiveness to detail, and follow-through to complete implementation of changes and continuous improvement projects.

oLEADERSHIP-The talent to project a "command presence" when dealing with peers or subordinates. The ability to effectively organize and motivate human resources in the attainment of identified objectives for the work group. The essential personal qualities are:

Decisiveness - promptly choosing among conflicting demands for resources referencing the corporate mission, strategy and driving force.

Innovativeness- introducing new ideas and thoughts, recognizing or developing more efficient means towards accomplishing tasks as opposed to doggedly pursuing traditional methods.

Continuous Improvement- determination to never be satisfied with the current operating results / Performance and the dedication and drive to achieve period-on-period incremental improvement.

Assertiveness - determination in the achievement of objectives within established cost and time parameters overcoming whatever obstacles are encountered.

Self-reliance - initiative to get the task done, going to the next task and requiring a minimum input from supervisors to keep the tasks at hand moving along.

Motivation - deriving satisfaction from a job well done, not requiring instant feedback to derive satisfaction and maintain motivation.

oRESILIANCE - recovering quickly from adversity, accepting management decisions not entirely in Conformance with one's own views, all without the loss of motivation.