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Safety Officer Job Description

How to Hire a Safety Officer

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Safety Officer Job Description

We are recruiting for a qualified and competent Safety Officer who will be responsible for the health and safety of staff in the workplace. As Safety Officer you will compile safety programmes and standardise them to remain consistent, as well as share best practise techniques at regular staff meetings.

To succeed as a Safety Officer, you must stay updated with the latest trends in health and safety, and consistently implement these practises in the workplace. Ultimately, a top-notch Safety Officer will maintain compliance with all safety regulations and ensure that every member of staff complies with the regulated standards.

Safety Officer Duties and Responsibilities

  • Registration as a Health and Safety Officer.
  • Strong communication skills.
  • Minimum of 3 years’ experience in this position.
  • Proficient in all Microsoft Applications.
  • A bachelor’s degree or an associate degree.

Safety Officer Skills and Requirements

  • Compile safety programmes.
  • Practise safe working techniques.
  • Implement and maintain health and safety standards.
  • Establish a cordial and professional relationship with employees.
  • Maintain compliance of all safety regulations.
  • Conduct regular staff meetings to share best practise techniques.
  • Standardise health and safety in order to remain consistent.
  • Identify hazardous waste and disposal of it correctly.
  • Promote safety initiatives.
  • Compile and maintain relevant registers to ensure compliance.
  • Document staff information, minutes of meetings, and reports compiled for management.
  • Regularly inspect equipment.
  • Registration as a Health and Safety Officer.
  • Strong communication skills.
  • Minimum of 3 years’ experience in this position.
  • Proficient in all Microsoft Applications.
  • A bachelor’s degree or an associate degree.

Personalising Your Safety Officer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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