Remediation Supervisor (Construction)
Do you have experience supervising a construction crew? The Doe Run Company is seeking a Remediation Supervisor to supervise remediation construction projects & teams. This position is based out of Park Hills, MO.
Responsibilities:
- Monitor the safety & health practices/data, administer required trainings, identify opportunities for improvement & ensure all employees are compliant for overall health & safety effectiveness.
- Assist in project management & cost control for remediation construction projects.
- Lead construction teams to effectively & efficiently execute work defined in remedial work plans. Monitor & report on blood lead as required
- Supervise remediation construction crews to include time & performance management, conflict resolution, all training & taking disciplinary action as required.
- Other duties as assigned.
Education & Experience:
- A minimum of 3 to 5 years of experience in construction crew supervision.
- Valid, current driver's license & CDL.
- MSHA 40 hour training or willingness to successfully complete.
- OSHA Hazwoper certification or willingness to successfully complete.
Knowledge, Skills & Abilities:
- Strong computer skills, including Microsoft Office Suite & PeopleSoft.
- Ability to work with heavy equipment & lead operators.
- Solid judgement & decision making skills.
- Highly effective communication skills coupled with ability to engage & train others.
Work Environment & Physical Requirements:
- Regularly exposed to outdoor weather conditions.
- Frequently required to work near moving mechanical parts and work with fall protection.
- Occasionally exposed to wet, humid, hot, or cold (non-weather) conditions, and required to work in confined spaces.
- May be exposed to loud noise levels.
- Regularly required to sit for extended periods of time, talk, and hear; occasionally required to use repetitive motion and reach with hands/arms.
- Requires clarity of vision and three-dimensional vision.
- Occasionally required to lift up to 100 pounds.
Based in St. Louis, The Doe Run Company is a privately held natural resources company and one of the largest integrated lead producers in the Western Hemisphere. Dedicated to environmentally responsible mineral and metal production, Doe Run has facilities in Missouri, Washington and Arizona and operates one of the world's largest, single-site lead recycling facilities, located in Boss, MO. Using innovative mining techniques, Doe Run skillfully taps one of the largest lead deposits in the world.
As stewards of the mineral resources in our care, we strive to provide premium services and products to people who share our belief in enhancing the quality of life. You may view our sustainability report located at http://sustainability.doerun.com/.
All health and welfare benefits as well as 401K are effective on your start date! In addition, we offer tuition reimbursement to help you grow and develop within our organization with ample opportunities for advancement.
The Doe Run Company is an Affirmative Action and Equal Employment Opportunity employer. We are committed to providing equal employment opportunity in all areas, including but not necessarily limited to, recruitment, selection, training, education, compensation, benefits, promotion, job transfer, upgrading, separation and recall regardless of the individual's race, color, sex, age, religion, national origin, genetics, sexual orientation, gender identity, disability, veteran status, and/or other protected categories under all Federal, State, and local laws. For more information, please click on the following links: About the EEO law and EEO law supplement.
Experience
Required- 3 year(s): Experience in construction crew supervision.
Education
Required- High School or better
Licenses & Certifications
Required- Personal Driver's License
Skills
Required- Training
- Verbal Communication
- Written Communication
- Communication
- Decision Making
- Microsoft Office
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)
See job description