Job Description

PAPE’ KENWORTH – WESTERN WASHINGTON REGION

REGIONAL SAFETY & ENVIRONMETAL COORDINATOR:  

Are you a leader? Do you enjoy coaching and setting others up for success? Do you love promoting the safety of others? If you answered yes, we would love to hear from you! Pape’ Kenworth, the premier medium and heavy-duty truck and equipment dealer in the West, is seeking a new Regional Safety & Environmental Coordinator to join the team and help keep our Western Washington stores safe!

WHAT YOU’LL DO:

As our Regional Safety & Environmental Coordinator, you will take a hands-on role in implementing and maintaining safety and environmental initiatives within the region. Picture yourself driving in a Pape’ vehicle, visiting our stores, interacting with managers and members, and providing all the training and resources they need to work in a safe environment while keeping the environment safe, too.

Every day, you will develop and deliver safety and environmental regulation-related training, keep our stores informed of any new rules and regulations, conduct accident/incident investigations, and perform on-site inspections. To thrive in this role, you should enjoy a wide variety of job duties, and love working with people.

WHAT YOU NEED:

• Bachelor’s Degree (BA) from four-year College or University or four to ten years related experience and/or training or equivalent combination of education and experience required.
• Extensive experience in corporate health, environmental, and safety training, and working knowledge of OSHA/DOT regulations and state implementation in Washington
• Excellent communication skills including experience in public speaking, giving oral presentations and training.
• Knowledge of RCRA & NON-RCRA Waste; experience in Record-Keeping and document management. 
• Experience in maintaining plans pertaining to hazardous waste, leading CUPA inspections, corrective actions, and site-specific training.
• Proficiency in Microsoft suite
• Valid driver’s license with a good driving record.
• Availability for extensive overnight travel. 
• Must reside in assigned area of region.

Compensation: $32.98-49.47/hr (Depending on Experience)

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.
• Outstanding benefits including – 401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
• Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 1 hour of sick leave for every 40 hours worked, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
• Advancement – Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.
• Stability and reputation — Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.
• Equipment – We have the largest equipment inventory in the West and an unparalleled parts inventory!
• Employee impact – Enjoy an open-door policy where your voice will be heard and your opinions will matter.
• Training – You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Licenses & Certifications

• Driver License

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)

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