Manager, EH&S

With more than 120 operations and approximately 20,000 employees worldwide, Precision Castparts Corp. is the market leader in manufacturing large, complex structural investment castings, airfoil castings, forged components, aerostructures and highly engineered, critical fasteners for aerospace applications. In addition, we are the leading producer of airfoil castings for the industrial gas turbine market. We also manufacture extruded seamless pipe, fittings, and forgings for power generation and oil & gas applications; commercial and military airframe aerostructures; and metal alloys and other materials for the casting and forging industries. With such critical applications, we insist on quality and dependability - not just in the materials and products we make, but in the people we recruit.

PCC is relentless in its dedication to being a high-quality, low-cost and on-time producer; delivering the highest value to its customers while continually pursuing strategic, profitable growth.

In 2016, Berkshire Hathaway, led by Chairman and CEO Warren E. Buffett, acquired Precision Castparts Corp.

This position is responsible for the development, implementation, and on-going assessment of the site's safety, health and property preservation system. The position is responsible for ensuring that the site's H&S system meets the objective's of Precision Castpart Corporate and Divisional policies, procedures, and guidelines. This individual works with the site management team to create a culture which emphasizes employee engagement such that all team members embody safety as a core value of the operation. The successful candidate in this role must have a heavy background in Environmental.

DIMENSIONS: (RECORD MEASURABLE AREAS UPON WHICH THE POSITION HAS DIRECT OR INDIRECT CONTROL...BUDGETS, COST OF MATERIAL PURCHASED, PEOPLE SUPERVISED DIRECTLY OR THROUGH SUBORDINATE SUPERVISORS, ASSETS MANAGED, SALES, ETC.)

This involves efforts to reduce or eliminate accidental losses to employees and in insurable assets, while controlling the immeasurable impact upon non-employees and the surrounding community.

MAJOR TASKS PERFORMED BY THIS POSITION
ESSENTIAL FUNCTIONS - (PERFORMED BY INCUMBENT HIMSELF/HERSELF AS OPPOSED TO THOSE FUNCTIONS PERFORMED THROUGH SUBORDINATES. THESE FUNCTIONS SHOULD REPRESENT THOSE THAT MUST BE ACCOMPLISHED BY THE INCUMBENT ONLY.)

* Develops site-specific safety and health policies and procedures.
* Coordinates all site H&S training.
* Develops Safety awareness initiatives that reinforce and encourage employee involvement.
* Develops and conducts new employee orientation for all applicable H&S topics.
* Compiles, calculates, and submits site safety statistics.
* Acts as liaison between site and all H&S Divisional and Corporate support.
* Acts as liaison between the site and all Federal, State, and Local enforcement agencies.
* Develops action plans to either pursue OSHA VPP STAR status, or maintain same if the site is already in the Program.
* Coordinates and supports inspections, investigations and analyses to minimize the potential for accidental losses or environmental releases.

PHYSICAL ACTIVITIES/CAPABILITIES REQUIRED TO PERFORM THE ESSENTIAL FUNCTIONS.

While the duties of this job, the employee is regularly required to stand, walk, sit, climb, and kneel. The employee must have the ability to occasionally lift and/or move up to 50 lbs. He/she must also have good vision for reviewing documents and computer screens. Must have good oral and written communication skills. Periodic off-site travel required.

INCIDENTAL FUNCTIONS.

Will be required to perform routine administrative and managerial functions.

TECHNICAL, MANAGERIAL OR OTHER PROBLEMS
(THE GREATEST CHALLENGES IN THE POSITION TYPES OF PROBLEMS ENCOUNTERED.)

Being able to get things done by working with and through other people. Being able to work with multiple functional areas as well as ever-changing organizational structure.

5. DECISION MAKING AUTHORITY
(TYPES OF PROBLEMS THIS POSITION HAS AUTHORITY TO RESOLVE...TYPES THAT NEED TO BE REFERRED TO THE SUPERVISOR FOR RESOLUTION OR APPROVAL OF THE POSITION'S RECOMMENDATION; AUTHORITY POSITION HAS FOR HIRE/FIRE, CAPITAL EXPENDITURE, PURCHASING MATERIALS, SALARY ACTION, ETC.; EXISTENCE OF POLICY/PROCEDURE GOVERNING THE POSITION.)

Has authority to cease any operation that presents a serious threat to the safety and health of employees and/or the surrounding community.

6. CONTACTS INSIDE/OUTSIDE ORGANIZATION
(IDENTIFY SIGNIFICANT CONTACTS BOTH WITH OTHER ORGANIZATIONAL AREAS AND OUTSIDE...FREQUENCY AND PURPOSE, JOB RELATED EXTERNAL ORGANIZATIONS, ETC...)

Internal: Site employees, operating line management, Division management, Corporate management and all functional departments.

External: Federal, state, and local regulatory agencies, fire and emergency response departments, vendors, contractors, and EHS organizations.

PRINCIPAL ACCOUNTABILITIES (THESE STATEMENT IDENTIFY KEY END RESULTS OF THE JOB. ACCOUNTABILITIES ARE NOT ACTIVITIES OR DUTIES...THEY STATE WHAT THE JOB'S ACTIVITIES ARE SUPPOSED TO ACHIEVE/ACCOMPLISH. DO NOT RESTATE DUTIES. USE ACTION VERBS TO DESCRIBE ACCOUNTABILITIES. SHOULD HAVE BETWEEN FOUR - TEN ACCOUNTABILITIES.)

* Establishing and maintaining safety as a core value of the organization.
* Maintaining SMART as the core safety process.
* Increasing employee involvement in the site's H&S process.
* Maintaining compliance with Federal, state, and local H&S regulations.
* Reducing the frequency and severity of occupational injuries and illnesses and property losses.
* Maintaining site management involvement in safety program planning, training, organization and implementation.
* Obtaining safely designed and engineered facility process, installations and structures through detailed reviews of new and existing projects
* Submit Required Reports (AWS, TRI, Tier, II, ect.) through Governments method for Monitoring compliance
* Conduct Routine Inspections to demonstrate system are in place and protect the environment
*

COMPETENCIES (LIST THE COMPETENCY NAME, TYPE, AND DEFINITION AS DEFINED BY THE JOB TITLE, JOB FAMILY, AND LEADERSHIP PIPELINE VALUE. REFER TO THE APPROPRIATE JOB FAMILY COMPETENCY SUMMARY FOUND UNDER THE DOCUMENT TYPE "SW HR JOB FAMILY COMPETENCIES" IN HR KNOWLEDGE MANAGEMENT. THE SW COMPETENCY LIBRARY WITH FULL COMPETENCY DEFINITIONS CAN ALSO BE FOUND IN KNOWLEDGE MANAGEMENT UNDER THE SAME DOCUMENT TYPE.)

Decision Making (Business/Management Skills)
Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences.

1. Identifies issues, problems, and opportunities - Recognizes issues, problems, or opportunities and determines whether action is needed.
2. Gathers information - Identifies the need for and collects information to better understand issues, problems, and opportunities.
3. Interprets information - Integrates information from a variety of sources; detects trends, associations, and cause-effect relationships.
4. Generates alternatives - Creates relevant options for addressing problems/opportunities and achieving desired outcomes.
5. Chooses appropriate action - Formulates clear decision criteria; evaluates options by considering implications and consequences; chooses an effective option.

. Commits to action - Makes decisions within a reasonable time.
7. Involves others - Includes others in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions.

Business Knowledge (Business/Management Skills)

Understanding and utilizing economic, financial and industry data to accurately diagnose business strengths and weaknesses, identify key issues, and develop strategies and plans.

1. 
   Understands relevant market segments - Recognizes the factors that impact the various market segments and identifies opportunities for sales growth.
   2. Analyzes market - Identifies current conditions and trends in the market.
   3. Collects competitive intelligence - Gathers information from and about local competitors to identify potential sales opportunities.
   4. Networks - Communicates with customers, vendors, competitors, and associations to learn more about the industry and growth opportunities.
   5. Aligns to leverage market opportunities - Establishes the profile of each sales territory to maximize the available market opportunity.
   6. Continuously learns - Seeks out additional opportunities to learn more about the industry and local market opportunities.

Leading and Influencing Others (Leadership Skills)

Actively provides leadership to individuals and groups to help them move toward action and improvement.

1. Possesses "Credibility" - Has earned personal credibility through successful performance, professionalism, integrity, and interpersonal relationships with others. Clearly recognized as a "go-to" person in the organization.
2. Identifies opportunities - Seeks situations that require attention, improvement and formal (or informal) leadership.
3. Asserts self in leadership role - Readily assumes a leadership position with individuals, situations, or projects that require action and/or improvement.
4. Exhibits teamwork - Listens to and involves others in decisions. Models teamwork through own behavior; is quick to give recognition and praise to others.
5. Assists in employee development - Supports employee growth and development by providing training, guidance, and mentoring to employees. Takes a personal interest and uses his/her experience and stature to help employees grow professionally.
6. Facilitates agreement - Uses appropriate influence strategies (such as demonstrating benefits or giving rewards) to gain genuine agreement; persists by using different approaches as needed to gain commitment.

Mobilizing Resources (Leadership Skills)

Managing staff and resources consistent with organizational goals. Proactively negotiating and accessing resources outside of one's immediate domain when necessary.

1. Prioritizes - Identifies more and less critical activities consistent with organizational goals.
2. Develops and considers alternatives - Generates, and encourages others to generate, options to address issues and utilize available resource; evaluates/selects alternatives considering business priorities, available resources, and the availability of additional resources.
3. Deploys resources - Prioritizes and utilizes resources consistent with organizational goals; negotiates and accesses additional resources (including those that are outside of immediate domain of control) when necessary for critical tasks.

Coaching and Developing Others (Leadership Skills)

Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.

1. Clarifies performance - Seeks information and opinions about an individual's current performance as well as long-term development needs.
2. Provides timely feedback - Gives timely, specific, and appropriate feedback about performance, development needs, and development progress; reinforces efforts and progress.
3. Conveys performance expectations and implications - Communicates high expectations; links performance improvement and skill development to relevant personal and business goals; checks for understanding of and commitment to performance and development goals as well as follow up activities.
4. Evaluates skill gaps - Diagnoses gaps in knowledge, experience, skills, and behavior that underlie current and future performance; continually modifies evaluation based on new information.
5. Guides development - Provides guidance and positive models to help others develop; seeks suggestions for improving performance; collaboratively creates development plans that include activities targeted to specific goals; leverages environmental supports and removes development barriers; advocates for individual to higher levels of management to create development opportunities.
6. Fosters developmental relationships - Helps people feel valued and included in coaching and development discussions by expressing confidence in their ability to excel, maintaining their self-esteem, empathizing, involving them, and disclosing own position.

POSITION REQUIREMENTS (INFORMATION PROVIDED BELOW WILL BE USED IN THE JOB POSTING PROCESS.)

a.

b.

c.

d.

REQUIRED FORMAL EDUCATION:

High School Diploma or GED
Bachelor's Degree or at least 4 years equivalent experience

REQUIRED KNOWLEDGE & EXERIENCE:

Minimum seven (7) years of experience in a Health & Safety compliance role with extensive knowledge of EPA standards and OSHA regulations
Experience with Microsoft Office

PERSONAL ATTRIBUTES:

Leadership skills.
Decision making skills.
Strong analytical skills.
Communication skills, both verbal and written.
Experience in technical writing relative to safety programs and written requests.
Strong presentation skills, and well versed in training, both individual and group setting.

PREFERRED QUALIFICATIONS

Bachelor's Degree in an Environmental, Heath & Safety discipline, Engineering, Business or related field.
Experience in a manufacturing or distribution environment
Experience with external programs such as VPP, ISO 14001 and sustainability initiatives.
CSP, ASP and/ or CIH certification.

SYSTEM ACCESS (THIS SECTION IS TO ASSIST IT AND OTHER DEPARTMENTS IN SETTING ACCESS TO SYSTEMS ON A TIMELY BASIS. PLEASE LIST THE SPECIFIC SYSTEMS THIS PERSON WILL BE USING.)

eAM, SWIM, EcoMet, ESS, Dakota Tracer, OPEX, Concur, GEMS, Axiom, Mira and EHRS

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.