Safety Manager

The Safety Manager is responsible for managing the daily activities of the Safety Department which include but not limited to accident reports, roadside inspections, driver compliance, mandated drug and alcohol testing, driver hiring, government audits, CSA compliance, hours of service compliance, and supervisor safety training. This position reports to the Vice President of Safety.

• Review accident files for accuracy and completion.
• Insure Federal DOT compliance with the reporting of accidents
• Review the reports to upper management on company accident trends and statistics.
• Check and act upon safety compliance violations.
• Audit the drug and alcohol cost report.
• Administer the driver safety bonus payout.
• Participate in Quarterly Driver Safety meetings at terminals.
• Facilitate Supervisor Safety training at terminals, meetings and other required locations.
• Familiar with required DOT and Company compliance criteria for driver Qualification files.
• Review termination of drivers for accidents.
• Approve training for drivers who violate safety procedures.
• Establish and maintain good management practices with direct reports, including but not limited to, provide regular coaching and feedback on performance, prepare and present formal performance appraisals as required, ensure adherence to established corporate and department policies and procedures.

• Bachelor’s degree or 5 years’ experience preferred in transportation.
• Proficient computer skills especially with Microsoft Word, Excel and Power point as well as the essential Transportation Management System (TMS) for NFI Transportation.
• Knowledge of Federal DOT regulations a plus.
• Previous experience in transportation a plus.
• Excellent verbal and written communication skills
• Excellent team building and mentoring skills.
• Able to work in a fast pace environment
• Must be able to travel with potential of up to 20%.

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)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.