**Description** **Compensation Range ( San Francisco Bay Area)** + Base Salary: $81,600 - $93,000 + COLA (Cost of Living Adjustment): $7,200 - $36,600 (depending on project location ) + Total Direct Annual Compensation: COLA ( Cost of Living Adjustment + Base Salary) $88,800- $129,600 (depending on project location) **Any Employment Offers are Contingent Upon Successful Completion of the Following:** + Verification of Work Authorization and Employment Eligibility + Substance Abuse Screening + Physical Exam (if applicable) + Background Checks for Badging/Security Clearances (if applicable) **About Hensel Phelps:** Founded in 1937, Hensel Phelps specializes in building development, construction and facility services in markets ranging from aviation to government, commercial, transportation, critical facilities, healthcare and transportation. Ranked #1 in aviation and #12 overall general contractor in 2021 by ENR, Hensel Phelps is one of the largest employee-owned general contractors in the country. Driven to deliver EXCELLENCE in all we do and supported by our core values of Ownership, Integrity, Builder, Diversity and Community—Hensel Phelps brings our clients’ visions to life with a comprehensive approach that begins with innovative planning and extends throughout the life of the property. **Position Description:** The Safety Manager is responsible for supporting the senior safety manager and project team in the successful completion of a construction project. This position assists the project team in managing safety and health processes on a project. **Position Qualifications:** + A 4-year degree is preferred. Occupational Safety and Health degree suggested. + Recommended minimum of 3 years of experience in safety on commercial construction projects. + Construction Health and Safety Technician (CHST) Certification designation is suggested. + Valid Driver’s License. + Strong communication skills (verbal and written). + Computer software - Microsoft Office Suite, specifically Excel based templates, Prolog, Primavera and AutoDesk Suite. **Essential Duties:** + Effectively communicate with various stakeholders including project owners, insurance carriers, Hensel Phelps staff, craft and trade partners. Attend owner meetings and work with their safety representatives, as necessary. + Enhance safety culture through participation in executive safety culture charrettes and assisting the CARES (craft safety) committee. + Assist project team with safety start-up, program development, implementation and management. Work with project team to create and manage the safety budget. Anticipate necessary safety supplies for employees. + Oversee the safety point file system and documentation. Maintain project statistical data. + Participate in the six-step quality control/safety process including assisting with activity hazard analyses and participating in follow-up inspections. Focus team members on high-risk activities and work with the area superintendents on ways to control risk. + Conduct project safety training, as needed, and assist in developing the project safety training schedule. Assist other team members in conducting safety training including tailgate meetings. + Lead the development and implementation of the project's SAFE program. Analyze project safety trends and work with PS to implement initiatives to address unsafe trends. + Conduct project safety audits and assist in team audits. + Personnel evaluation and development. + Knowledge of construction processes and the roles and responsibilities of all positions. **Benefits:** Hensel Phelps provides generous benefits for our salaried employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plan, health savings account (HSA) (HSA not available in Hawaii), and our employee assistance program (EAP). It also is eligible for employee paid enrollment in vision and dental insurance. Hensel Phelps also believes in the importance of taking time to recharge. As a result, salaried employees are eligible for paid time off beginning upon hire. Salaried positions (project engineers and above) participate in an annual bonus plan, subject to company and employee performance. Salaried employees (this is all salaried employees) are also eligible for a company cell phone or cell phone allowance in accordance with company policy. Further, salaried employees (project engineers and above) also receive either a vehicle or vehicle allowance in accordance with Hensel Phelps’ policies. Based on position location, a cost of living adjustment (COLA) may also be included (subject to periodic review and adjustment). **Equal Opportunity and Affirmative Action Employer:** Hensel Phelps is an equal opportunity and affirmative action employer. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law. 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) 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)