Safety Coordinator Jobs in Hawaii

Moving to Hawaii? Find some basic demographic data about Hawaii below.

Top hiring companies in your area for Safety Coordinator positions

Required or preferred licenses and certifications for Safety Coordinator positions.

• OSHA Certified
• Americans With Disabilities Act (ADA) Certified
• CPR Certified
• Project Management Professional

The following top skills are often required or desired to land a Safety Coordinator position

• Accident Investigation
• Affirmative Action Plan
• Audit Preparation
• Auditing
• Career Development
• Claims
• Communication Skills
• Computer Skills
• Construction Safety
• Diversity & Inclusion
• Education Experience
• Environmental Compliance
• Environmental Health & Safety
• Events
• Filing
• First Aid
• Gmail
• Hazard Identification
• Health and Safety
• Incident Investigation
• Interpersonal Skills
• Investigation
• Leadership
• Management
• Microsoft Excel
• Microsoft Office
• Microsoft Outlook
• Microsoft PowerPoint
• Microsoft Word
• New Employee Orientation
• New Hire Orientation
• New Hire Training
• Occupational Safety and Health
• Organization
• OSHA 500
• OSHA Compliance
• Policy Administration
• Policy Development
• Problem Solving
• Project Coordination
• Recordkeeping
• Reference Checks
• Regulations
• Reporting
• Research Skills
• Safety Auditing
• Safety Compliance
• Safety Management
• Safety Training
• Scheduling
• Staff Supervision
• Training and Development
• Workers' Compensation

Here are some other career titles that require similar skills

• Safety Manager
• Trainer
• Recruiter
• VP of Human Resources
• Training Manager
• Organizational Development Manager
• Organizational Development Specialist
• HR Consultant
• Benefits Administrator
• Compensation Analyst

HR is at a crossroads. For many years now the profession has existed with a fundamental dichotomy between employee advocate (functioning as a fair/impartial third-party ombudsman) vs. business leader (serving the needs of the company and executing initiatives such as RIFs or outplacements that seem to clash directly with the employee advocacy role).

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