Safety Specialist -12 Months

The 12 month Safety Specialist will ensure the delivery of a sustainability safe operation by providing effective business partnering and leveraging expertise in safety, compliance, risk management and investigation. You will work closely with the newly appointed Head of Safety and engage with all business streams addressing day to day operational challenges and fostering a culture of safety and accountability throughout the organisation.Key Responsibilities:

• Collaborate with local leaders to identify and spearhead improvement initiatives aimed at enhancing safety protocols.
• Provide support for health and safety consultative processes within designated locations.
• Coordinate and actively participate in risk assessments to identify, control and mitigate workplace and operational hazards.
• Engage with our frontline team to validate compliance with Star Aviation policies and procedures, ensuring adherence to safety standards.
• Take the lead in investigations into incidents and near misses including injuries and operational events, ensuring thorough analysis and follow-up.
• Facilitate the development and implementation of sustainable corrective action plans, offering guidance and support to leaders in their execution.
• Serve as a subject matter expert in safety systems, overseeing incident reporting, investigation, audits and necessary actions to support business leaders.
• Cultivate a positive safety culture by promoting awareness, engagement and accountability across all levels of the organisation.
• Encourage the reporting of safety concerns and suggestions for improvement, fostering an environment of continuous enhancement.
• Utilise data analytics to identify trends, measure safety performance and drive continuous improvement initiatives.
• Prepare and deliver regular reports for management, highlighting key safety metrics and areas for improvement.

Requirements

• Minimum Certificate IV in Work Health and Safety.
• Previous experience within Safety in logistics, supply chain or similar industries.
• Ability to obtain ASIC (Aviation Security Identification Card).
• Ability to travel when required for investigations or audits.
• A practical approach with strong knowledge of legislative requirements.
• Effective engagement with people at all levels.

Benefits and Next Steps
Join a growing company and have the opportunity to really make a difference!If you are interested in this position, please apply with your resume and a brief covering letter outlining your suitability. Following this, should you require additional information please contact Giulia Giovagnoli on 1300 333 400Thank you for your interest.Share this jobInterested in this job?Save JobCreate As AlertConsultant Name: Consultant Email: Social AccountsSCHEMA MARKUP ( This text will only show on the editor. )Contact UsFor more information on our services feel free to email us on -or call 1300 333 400Sydney25 Brisbane StreetSurry HillsSydney NSW 2010MelbourneLevel 23, Tower 5, Collins Square727 Collins StreetMelbourne VIC 3008BrisbaneLevel 54, 111 Eagle StreetBrisbane QLD 4000PerthLevel 25, 108 St Georges TerracePerth WA 6000Recent News22 Apr, 2024The annual Zenergy Leaders Forum is one of the premier events on the senior health, safety & sustainability calendar in Australia.  This is a non-ticketed invitation only event hosted by Zenergy. Attendee numbers at the Zenergy forum are 150 and will include executive, people and culture directors, CEO, COO and directors of health & safety and HSE personnel. The topic for this year is “Integrated Psychosocial Risk Management”. All of the event information is below and reach out to your account manager at Zenergy for further details.22 Apr, 2024This article has been reproduced with permission from OHS Alert, and the original version appears at www.ohsalert.com.au . A commission has cautioned that society's "significantly raised" bar for what constitutes consent for physical interactions is "even higher" in work-related environments, in upholding the summary dismissal of a worker for inappropriately touching a colleague. In Perth, Fair Work Commission Deputy President Melanie Binet said that regardless of the intention of the worker, who claimed he was simply moving his female colleague "out of the way", his conduct was a valid reason for dismissal. Workers should be "on notice" of the increased scrutiny of behaviours, given the extensive social discourse and media coverage on sexual harassment issues, she said. "This is particularly so in the mining industry in Western Australia where a parliamentary inquiry [see related article ] focused community attention on the odious frequency of sexual harassment and assault of women in the mining industry." The Deputy President added that recent amendments to the Commonwealth Fair Work Act 2009 that specifically identify sexual harassment as a valid reason for dismissal (see related article ) "reflect a societal recognition that sexual harassment has no place in the workplace in the same way as violence or theft don't". The worker was an Alcoa of Australia Ltd advanced mechanical tradesperson when he was sacked for inappropriately touching the colleague in an office at Alcoa's Pinjarra Alumina Refinery in September last year. The worker claimed he turned his back to the colleague to squeeze between her and a desk to go to speak to another person and his hands made contact with her lower torso. Afterwards, the colleague's partner entered the office and found her visibly distressed. He confronted the worker, accusing him of grabbing the colleague's buttocks and squeezing it. The issue was escalated, and the worker was summarily dismissed after an investigation concluded he sexually harassed the colleague by making "unwelcomed and socially inappropriate physical contact". Alcoa found the worker breached codes and policies that he had been trained on, which stated that harassment was not determined by the intent of the person who engaged in the conduct but by the impact on the recipient. The worker admitted touching the colleague but claimed this only occurred because the room was crowded. He said he did not intend to behave in a sexual manner and apologised to the colleague as soon as he found out she was upset. He claimed unfair dismissal and sought reinstatement in the FWC. Deputy President Binet found the worker's accounts of the incident were inconsistent, with the parts of the colleague's body that he touched changing in his various statements. She accepted the colleague's evidence that the worker groped her in an "intimate sexual location" and his conduct caused immediate and ongoing effects to her health and wellbeing. The worker could have waited until there was space for him to pass between the desks, requested the colleague to move from the gap or gently touched her arm to get her attention, the Deputy President said. "There was simply no justification for him to turn his back then have his hands at [the colleague's] buttocks level, touch her buttocks and consciously push her out of his way," she said. "I am not convinced that [his] conduct was intended to be entirely without a sexual nature," she concluded. She stressed that even if she was wrong on this point, this type of unwelcome touching could objectively be seen as being capable of making recipients feel offended, humiliated or intimidated. The Deputy President also slammed the worker's representatives for choosing "to follow a well-worn but discredited path of blaming the victim" by accusing the colleague of inviting the "accidental" contact by standing in the narrow walkway. "Women should be able to attend their workplaces without fear of being touched inappropriately," she said in dismissing the worker's case. "It is a sad inditement of the positive work that has been undertaken by employers, unions and regulatory bodies in the mining industry that young women like [the colleague] are still frightened to report incidents of harassment for fear of being ostracised."22 Apr, 2024An Afternoon of Fun and Fierce Competition: Our Team's Lawn Bowls Adventure