Safety Coordinator Jobs in Kansas

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

Top hiring companies in your area for Safety Coordinator positions

Required or preferred licenses and certifications for Safety Coordinator positions.

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

• Accident Investigation
• Affirmative Action
• Air Permitting
• Asbestos
• Auditing
• Bilingual
• Claims Management
• Communication Skills
• Computer Skills
• Construction Safety
• Corrective Actions & Preventive Actions
• Documentation
• Emergency Response
• Emotional Intelligence
• Engineering
• Environmental Compliance
• Environmental Health & Safety
• Environmental Regulations
• Ergonomics
• Filing
• First Aid
• Google Drive
• Hazard Identification
• Health and Safety
• Human Resources
• Implementation
• Incident Investigation
• Industrial Hygiene
• Injury Management
• Inspections
• Investigation
• Leadership
• Management
• Management Coaching
• Materials Management
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Microsoft Word
• New Hire Training
• Occupational Safety and Health
• Organization
• OSHA Compliance
• Personal Training
• Planning
• Policy Administration
• Policy Development
• Problem Solving
• Project Coordination
• Regulations
• Regulatory Compliance
• Reporting
• 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

Because recruiters spend a large portion of their time reviewing resumes and assessing candidates, you would think preparing a resume would be a piece of cake. However, that’s not always the case.

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).