Hawaiian Airlines Specialist, Safety Programs–Movement Safety and Ergonomics in Honolulu, Hawaii
Requisition Number 18-0504
Post Date 3/9/2018
Title Specialist, Safety Programs–Movement Safety and Ergonomics
Department Security & Safety
Part-Time Weekend No
Reports to the Manager, Ground Safety. Assigned to operational divisions during the implementation of MoveSMART®
With general direction from the Manager, Ground Safety, takes initiative to oversee and manage the processes and procedures to design, implement and maintain an effective ergonomics and movement safety program within Hawaiian Airlines. Maintains and strengthens the On-site Injury Prevention, Ergonomics, and Safety Programs. Evaluates job physical conditions and is a strong coach to both frontline workers and managers for each operational division.
Responsible for the oversight, implementation, deployment and sustainability of MoveSMART® and other ergonomic programs
Provide education, targeted instruction, and practical strategies to increase employees' and managers’ knowledge and problem-solving using MoveSMART® and Ergonomic principles
Perform functional task analysis identifying the critical and essential physical requirements of jobs
Provide proactive, early intervention, and occupational therapy solutions for at-risk individuals prior to injury
Serve as a consultative ergonomics expertise resource to internal business partners
Partner with internal business partners to ensure sustainability of MoveSMART® and Ergonomic programs
Examines and evaluates processes, machinery and equipment used in the workplace to identify suitability to users
Reviews system designs to check for adherence to ergonomic specifications
Briefs vendors on design requirements
Teaches ergonomic principles to management and employees
Promote safety awareness and assist with implementation, communication and coordination of ground safety initiatives and projects within the company, A4A, and other industry safety partners
Support Corporate Safety leadership with projects and special assignments as requested to achieve business objectives
Other duties as assigned
High school diploma or equivalent
3 years' experience in ergonomic program management / oversight
Working knowledge of OSHA General Duty Clause
Must possess strong interpersonal and communications skills
Proficient in Outlook, Microsoft Word, PowerPoint and Excel
Excellent communication skills, computer and people skills
Ability to obtain and retain an AOA Badge
Passion for safety, strong work ethic, aloha spirit, positive attitude, and creativity
MoveSMART®Catalyst Instructor Experience
CPE or CHFP designation by the Board of Certification in Professional Ergonomics
About Hawaiian Airlines
Hawaiian® has led all U.S. carriers in on-time performance for each of the past 14 years (2004-2017) as reported by the U.S. Department of Transportation. Consumer surveys by/Condé Nast Traveler/and/Travel + Leisure/have placed Hawaiian among the top of all domestic airlines serving Hawai‘i.
Now in its 89th year of continuous service, Hawaiian is Hawai‘i’s biggest and longest-serving airline. Hawaiian offers non-stop service to Hawai‘i from more U.S. gateway cities (11) than any other airline, along with service from Japan, South Korea, China, Australia, New Zealand, American Samoa and Tahiti. Hawaiian also provides approximately 170 jet flights daily between the Hawaiian Islands, with a total of more than 250 daily flights system-wide.
Hawaiian Airlines, Inc. is a subsidiary of Hawaiian Holdings, Inc. (NASDAQ: HA). Additional information is available atHawaiianAirlines.com. Follow Hawaiian’s Twitter updates (@HawaiianAir), become a fan on Facebook (Hawaiian Airlines), and follow us on Instagram (hawaiianairlines). For career postings and updates, follow Hawaiian’sLinkedInpage.
For media inquiries, please visit Hawaiian Airlines’online newsroom.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP.
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)