Process Safety Engineer

Responsible for influencing and driving the process safety program to meet all Monroe Energy and regulatory process safety requirements in a way that reduces the potential for incidents, establishes robust & sustainable systems, provides leadership and all stakeholders with performance data indicating level of compliance with all process safety regulations, shares & leverages industry best practices across the company, and establishes an overall continuous improvement process to reduce the refinery’s risk profile and sustain Trainer’s license to operate.

At Monroe, we have identified eleven specific competencies we expect all leaders of our organization to possess. These competencies are incorporated as a part of our Selection, Performance Management/Review and Developmental processes. The competencies and activities for this role are detailed below:

Technical Knowledge –

demonstrates the specific skills necessary for the assignments, understands the background and points of leverage to be effective in the role.

• Facilitate Process Hazards Analysis (PHA) including Layers of Protection Analysis for refinery processes. This also includes presenting PHA findings to Management, issuing PHA reports and maintaining the PHA schedule.
• Serve as administrator of the HERO System modules, including Management of Change (MOC), CAPA, and Incident Investigation.
• Support the development, implementation and maintenance of process safety information.
• Conduct hazard assessments to comply with EPA’s Risk Management Program.
• Assist in the development and subsequent updating of facility’s Risk Management Plan.
• Ensure all Management of Change program documentation is maintained accurately.
• Initiate and track corrective action items from PHAs, audits and incident investigations. Work with Operations Area Leaders and other functional leaders to facilitate closure of action items.
• Facilitate/ participate in PHAs and pre-start up safety reviews (PSSR’s) associated with process changes.
• Conduct risk assessments and necessary services to operations, engineering and maintenance departments to assure regulatory compliance.
• Coordinate the Refinery Incident Investigation Program and participate in investigations as required.
• Maintain and evaluate process safety metrics data. Track and report results to Refinery Leadership and applicable business teams.
• Coordinate and facilitate internal and third-party compliance audits as required.
• Model and/or interpret modeling results for release cases.
• Support and/or lead other key process safety initiatives such as standards updates or program enhancements, such as facility siting studies, software upgrades, etc.
• Evaluate effectiveness of Process Safety programs and consistently work to continuously improve program performance.
• Expected to provide regular 24/7 on-call support.
• Provide facility siting support.
• Provide turnaround support.
• Naturally able to build “followership” as a Subject Matter Expert and Leader.
• Good meeting and facilitation skills.
• Coordinating and managing multiple tasks, projects, and activities at one time.

Knowledge of Work Areas and Responsibilities

– demonstrates a clear understanding of role and responsibilities within specific area, flexible and agile in adapting to changes or exploring opportunities and challenges.

Communications – Verbal and Written

– includes written and verbal communications, delivers presentations and has good listening skills.

Problem Solving and Conflict Leadership

– strives to understand contributing factors, works to resolve complex situations, and helps individuals to resolve conflicts.

Delivering Results – Sense of Urgency

– defines appropriate goals, works toward achieving goals, articulates vision and steps for achievement, meets deadlines and provides timely status updates and follow-through.

Teamwork/Cooperation

– accountable to team, works to meet established deliverables, appreciates view of team members and is respectful of others.

Initiative

– takes action, seeks new opportunities, and strives to see projects to completion.

Work Reliability/Quality

– strives to eliminate errors, accurate work is a priority, and seeks opportunities to improve product/services.

Integrity and Trust

– honest, accountable, upholds ethics standards and maintains confidentiality.

Leadership Capability

– provides strong leadership, sets a good example, skilled decision maker, motivator and encourager.

People Development/Coaching

– offers feedback, coaches employees appropriately, rewards employees wisely, takes mentoring role, challenges and develops employees and offers opportunity.

Experience and Skills

Minimum Qualifications:

• Bachelors degree required, with a Chemical or Mechanical Engineering degree preferred.
• 5+ years process engineering experience in refining preferred, or related Process Hazards Analysis facilitation experience in petrochemical or petroleum operations.
• Experience conducting PHAs using LOPA is desirable; although knowledge of PHAs is essential.
• Strong planner/organizer; takes initiative; adapts quickly to change; high level of work standard.
• Proficient with Microsoft Word, Outlook, and Excel.

IMPORTANT: APPLICANTS PLEASE READ
Qualified applicants are considered for employment, and employees are treated during employment without regard to race, color, religion, national origin, citizenship, age, sex, marital status, ancestry, physical or mental disability, veteran status or sexual orientation. Solely to help us comply with federal and state Equal Opportunity record keeping, reporting, and other legal requirements, we request that you complete this data information questionnaire.
PLEASE NOTE:
Refusal to complete this information will not subject any applicant or employee to adverse treatment. The information that you provide will be recorded and maintained in a confidential file, separate from all other records. This information will not be used in consideration for your employment.

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We may be a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

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Veteran

IMPORTANT: APPLICANTS PLEASE READ
Qualified applicants are considered for employment, and employees are treated during employment without regard to race, color, religion, national origin, citizenship, age, sex, marital status, ancestry, physical or mental disability, veteran status or sexual orientation. Solely to help us comply with federal and state Equal Opportunity record keeping, reporting, and other legal requirements, we request that you complete this data information questionnaire.
PLEASE NOTE:
Refusal to complete this information will not subject any applicant or employee to adverse treatment. The information that you provide will be recorded and maintained in a confidential file, separate from all other records. This information will not be used in consideration for your employment.
THE FOLLOWING ARE DEFINITIONS OF VOCATIONAL ABLATION-ASSOCIATED INCIDENTS

• Disabled veterans;
• Recently separated veterans;
• Active duty wartime or campaign badge veterans;
• Armed Forces service medal veterans.

These classifications are defined as follows:
• A "disabled veteran" is one of the following:
• A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs;
• A person who was discharged or released from active duty because of a service-connected disability.

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