Occupational Health Trainer Manager

Dot Foods Inc.
401(k)
United States, Illinois, Mount Sterling
1 Dot Way (Show on map)
Oct 01, 2024
Description Location: Mt. Sterling, IL Department: Human Resources Reports To: Director of Safety Salary Range: $61,196 - $91,794 annually, plus bonus opportunity As an Occupational Health Trainer Manager, you will manage the company-wide occupational health trainer program as a primary strategy for injury prevention and reduction in related costs. WHAT YOU'LL DO Develop, implement, and monitor strategic programming directed at reducing risk and for early pain identification and intervention Assist with case management at our Mt. Sterling, IL Distribution Center Responsible for high level of interdepartmental communication regarding employee status while maintaining confidentiality Lead, coach, and develop the Health Trainer positions Responsible for developing and maintaining on-site health care protocols Responsible for tracking content and timeliness of health trainer's documentation Leads continuous improvement efforts while applying lean thinking and tools to eliminate waste Act as the onsite occupational health trainer as needed YOU MUST HAVE Bachelor's degree in exercise science, kinesiology, athletic training or other health related field. Demonstrated aptitude in computer skills including use and understanding of Microsoft Outlook, Excel, Word, PowerPoint, and Access YOU MAY ALSO HAVE Effective analytical and organizational skills Ability to interact well with employees in all work areas and locations Experience in working with multiple medical disciplines for coordination of care Past experience managing others ROLE SPECIFICS Supervision - Occupational Health Trainer and Occupational Athletic Trainer positions Schedule - Ability to work flexible hours (weekend, night shift, and on-call) based upon facility needs Travel - Occasional overnight travel (3-4 times per year) to company locations or to attend seminars and meetings to develop professional expertise. Must have ability to travel independently as needed, without restriction by all modes of transportation, including car, plane, or train. WHAT DOT CAN OFFER YOU As a family-owned and -operated company since 1960, Dot Foods has created a strong family culture. We make everyone feel included and respected. In addition to an inclusive working environment, we will provide you with: Competitive compensation package, including bonuses for successful performance Extensive benefits including medical, dental, 401k, and profit-sharing Significant advancement opportunities WHO WE ARE Dot Foods makes products more accessible and affordable to the food industry. We streamline the supply chain and build valuable partnerships with distributors, suppliers, and operators. Our company was created on a foundation of respect and dependability. People who are open to input, ask questions, embrace diversity, and seek innovative solutions thrive here. Safety: This position assumes responsibility for the workplace safety of self and co-workers, and for the safety conditions of the work locations, exercise and promotes safe behaviors and show unyielding support of programs, rules and policies regarding safety. EOE/AA Employer: Dot believes all persons are entitled to equal employment opportunities. Dot will not discriminate against its employees or applicants for employment because of sex, race, color, religion, national origin, age, sexual orientation, disability, or veteran status or other basic classes protected by applicable federal or state law provided they are qualified for employment or for existing positions. Qualifications Education Bachelors (required) 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)