Sheq Advisor

This global organisation provides storage and handling services to two principal end markets: energy and manufacturing. They are a strong link between customers supply chain. Within the community they play a vital role in supplying products around the world and are based at Port Botany.The Role
The purpose of this role is to foster a SHEQ and risk management culture by verifying the implementation of the integrated management system with standards, procedures and process improvement initiatives. This role has a focus on SHEQ systems improvement:

• Reviewing and developing SHEQ policies and procedures in consultation with stakeholders.
• Supporting in audit programs and implementation of preventative actions.
• Driving continuous improvement in SHEQ by identifying and implementing improvement strategies aligning with the SHE strategy.
• Providing support to the operations and engineering teams as allocated. This includes supporting the operations team, projects and engineering team for safe execution of works/ projects by implementing the risk management process through reviewing of JSA, SWMS, permit to work and effective contractor management.
• Provide advise as a subject matter expert and support all stakeholders.

About you
To be successful in this role you will come from exposure to a major hazard organisation and have at least 4 years of experience within safety. You will have excellent communication written and verbal and the ability to grow strong relationships and influence a range of stakeholders.

• Tertiary qualifications in Work Health and Safety.
• Experience in ICAM investigations.
• Competent with Microsoft Office.
• Experience in a major hazard facility environment is preferred.
• Stakeholder engagement and management.

Benefits & Next stepsPositively make a change within a well-recognised organisation. Please apply directly with your resume in WORD FORMAT to the attention of Devon Lowe. If you would like any further information or to discuss, please call Devon on 1300 333 400.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 News21 Mar, 2024Evelyn Dougal - Redbull29 Feb, 2024Exploring the Frucor Suntory office in North Strathfield marked a recent highlight for Zenergy. Guided by Sasha Abram , the Health Safety and Wellbeing Director, Kathleen Melville and Giulia Giovagnoli highly valued the opportunity to tour Frucor Suntory's cutting-edge office, especially following the recent placement of their HSE Manager, and gained invaluable insights into Frucor's ambitious growth plans for the upcoming year. Frucor Suntory stands as a prominent player in the Oceania beverage industry, notably dominating the energy drinks market in Australia and New Zealand. Zenergy is thrilled to partner with such a growing enterprise, currently embarking on an exciting new chapter. By harnessing the best of Suntory from across Australia and New Zealand, Beam Suntory, and Frucor Suntory, they are creating a new multi-beverage powerhouse – Suntory Oceania. Zenergy is eagerly embracing the chance to be part of this journey. This tour offered us an insider's perspective on their beverage offerings and even affords us the opportunity to sample their products.28 Feb, 2024 What are the WHS implications of the “right to disconnect” Workers will be able to refuse to monitor, read or respond to contact from their employer as part of a new law which grants them the “right to disconnect” from work outside of normal working hours, unless the refusal is unreasonable. The Closing Loopholes Bill No. 2, which was recently passed by federal parliament, was one of the more contentious rights granted under the legislative changes. Greens Senator Barbara Pocock said the newly legislated right will make a difference for workers who are not paid for being available and who donate many unpaid hours to their workplace. “In implementing this right, we are playing catch up with 20 other nations who have already acted on this massive problem,” she said. “This change will help workers protect their mental health and improve work-life balance. It will especially help those in insecure jobs who need that legislative backup.” Shadow Minister for Employment and Workplace Relations Michaelia Cash said the law opens up another level of complexity for businesses at a time when they are doing it very tough. “In a country with five time zones during the summer months and in a globally competitive economy, it’s not clear how this will help increase productivity in the workplace,” she said. Employers also took issue with the law, claiming they are impractical and will add unwarranted conflict and uncertainty into workplaces. “There are already provisions in the Fair Work Act and awards that regulate the extent to which employees can be unreasonably required to work outside normal hours,” said Innes Willox, chief executive of employer association Ai Group. “These changes were unfortunately added into the mix at the last moment, without being properly thought through, with a view to securing the Greens’ support for the passage of the rest of the legislation.” Unions welcomed the passing of the Bill and said the law will give new rights to casual and gig workers, protect road transport workers, and provide new rights for workers to disconnect from work when they are not being paid. “For the first time, all Australian workers will have the right to refuse unreasonable, unpaid work such as the expectation they will monitor and respond to emails out of hours in which they are being paid,” said ACTU secretary Sally McManus. Long working hours have recently come under increased scrutiny, especially following COVID and a widespread trend for workers to put in longer hours given many no longer had commutes and found it difficult to disconnect as their workplace and home became one and the same. A Centre for Work Health and Safety survey found that, due to the ability to work from home, employees were working longer hours, experienced increased demands from their superiors or found it hard to ‘switch off’ from work outside of work hours. Another survey by the Centre for Future Work found that 71 per cent of employees had worked outside their scheduled work hours often due to overwork or pressure from managers. The survey found that the most commonly experienced negative consequences of overtime work were physical tiredness (35 per cent), followed by stress and anxiety (32 per cent), and being mentally drained (31 per cent). Parliamentary inquiries have also examined how the advancement of technology has led to “availability creep”, where employees feel they need to be available all the time to answer emails, calls or simply deal with their workload. “This has only been exacerbated by the pandemic,” the Select Committee on Work and Care Interim Report stated. “Availability creep impacts mental health, exacerbates work-life stress, impacts on productivity and takes workers away from a fair day’s work for a fair day’s pay.” The new “right to disconnect” law contains important exemptions for employers where after-hours contact would be considered reasonable. In certain industries and occupations, the right of disconnect will be limited because of the need to monitor certain work-related communications. Employers would also be able to contact workers about matters such as rostering and shift work, in an emergency, where there is a WHS concern, or where a worker receives appropriate compensation. In taking into account whether a refusal by an employee is unreasonable, a number of employee-related matters must also be considered, including the nature of the employee’s role and the employee’s level of responsibility, and the employee’s personal circumstances (including family or caring responsibilities). Source: Australian Institute of Health & Safety (AIHS)