The Pape Group, Inc.
Safety Program Administrator (Finance)
SAFETY PROGRAM ADMINISTRATOR:Do you enjoy working in a team environment? Are you a detail person? Are you driven to set others up for success? If you answered yes, we want to hear from you! The Pape' Group Inc. is looking for a Safety Program Administrator to join the team in Eugene, OR. If you are ready to make a career out of making a difference, then you are the person for this team!
At Pape', you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!
WHAT YOU'LL DO:
As our Safety Program Administrator, you will work closely with our safety team and be in a key support role that will oversee, track, and report on the member safety trainings and safety incentive programs for Pape'. With your support, Pape' can ensure they are not only in safety compliance, but also ensure members are properly trained in an effort to keep them safe while working.
Your daily activities will consist of maintaining and processing online training programs and member training records, as well as following up on missing or incomplete member trainings. This will require building relationships with various members and working across multiple departments to gather necessary information. Additionally, you will be responsible for the tracking of the Pape' Safety Incentive Program for all locations, and providing all requested safety and training information to various websites and companies as requested.
WHAT YOU NEED:
Compensation: $22-26/hr (Depending on Experience)
Why work for Pape':
The Pape' Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie
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)