Head of Health and Safety

Safety Manager – Denver, Colorado office.

The role supports the company’s safety program across multiple locations including Denver, Loveland, Colorado Springs, Las Vegas, Phoenix, Tucson, and Seattle. Travel of up to 50% of the time is required. Manage the Company Safety Program with up to 50% travel annually; Work closely with Regional Managers, General Managers, and Corporate office to ensure all safety protocols are adhered to regionally.

Work closely with Safety Committees at each location.

Conduct safety audits.

Develop and lead safety meetings and training.

Oversee accident investigations and perform jobsite inspections.

Provide job hazard analysis for specific procedures and monitor safety performance.

Support operational processes and procedures and implement new policies and procedures as needed.

Report directly to the Corporate Safety Director based in Olathe, KS.

Bachelor’s degree in safety or construction management, with emphasis in safety (highly preferred).

2–4 years of experience in safety.

Experience training and developing field employees.

Comprehensive medical, dental, and vision coverage – available your first full month.

Generous paid time off plus paid holidays and floating holidays.

Company‑paid life insurance, short‑term disability, and long‑term disability.

Health Savings Account (HSA) and Flexible Spending Account (FSA) options.

Employee discounts for you and your immediate family.

Competitive compensation with annual performance reviews.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, genetic information, or any other status protected by applicable federal, state, or local law. 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.