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Del Monte Foods

Job Title: Safety Manager

Start/End date of posting     9/9/2016 – 10/31/2016

 Del Monte Foods, Inc. is currently recruiting for a Safety Manager for our Hanford, Ca. Tomato Processing Plant. 

Successful candidates must have prior established knowledge of industrial safety and be knowledgeable in related safety policies and regulations; State and Federal OSHA knowledge a must.

Candidates must be able to develop and maintain reports, safety procedures/ policies, supervise safety committee, provide daily guidance to operations team, supervise all workers’ compensation filings and reports, and work with insurance carriers.  B.A./B.S. degree in applicable field preferred; prior supervisory/safety management experience within a manufacturing setting preferred.

Del Monte Foods offers a competitive salary and a comprehensive benefits package. Please visit our website for additional job information.  Respond to with your resume and salary expectations. 

Equal Opportunity Employer:  Minorities/Females/Protected Veterans/Disabled


Recruiter's contact information:    

Irene Gallegos

Del Monte Foods, Inc.

Area Human Resources Manager

Office: 559/639-6741


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Human Resources Manager

Superior Court of California

County of Tulare


Closing Date:    August 26, 2016                                

Annual Salary Range: $76,167 - $92,828

Definition : Under general direction of the Director of Human Resources, leads, oversees and participates in the most complex work of subordinate staff responsible for providing professional, technical and analytical human resources services; and performs other duties as required.  This classification is unrepresented and at-will.

Essential Duty Sample (this list is not all inclusive, but a representative sample of duty functions) Plans, manages, organizes, coordinates, assigns and reviews work and evaluates assigned Human Resources staff; Schedules daily work assignments; monitors performance, coaches and mentors staff; determines and implements employee training schedules; meets with employees regarding performance improvement and development; Works with the team to encourage and create a highly organized, efficient customer service oriented department that supports both the internal and external customers; Assists with investigating allegations of performance issues and harassment; Makes recommendations to administration and managers on appropriate level of disciplinary actions, prepares notices and determinations based on a prescribed legal parameters and Court Personnel Rules.  May represent the Court in arbitration hearings; Assists in reviewing employee grievances to determine whether to accept or reject; manages the grievance process to ensure grievances are resolved in a timely manner consistent with labor contract provisions; represents management in arbitration hearings; Keeps abreast of current developments in the Human Resources field, including new techniques for personnel administration, recent court decisions, and applicable pending legislation to determine impact on the Court as related to human resources; recommends, develops and implements policies and procedures; develops communications and training materials; Identifies training needs and plans training programs related to supervisory techniques, orientation and other human resources areas; Receives employees’ complaints and takes appropriate action to resolve the problem.  Meets with employees’ organization representatives to clarify Court policies and procedures and to provide information as necessary; Participates in negotiations as a member of the bargaining team.  Conducts a variety of studies related to compensation and personnel practices, and analyzes data.  Provides cost analysis and projections for economic proposals submitted by employee associations in the bargaining process.  Recommends changes to language in MOUs and Personnel Policies; Responds to a variety of inquiries and surveys conducted by other jurisdictions; and attend staff and other work-related meetings, workshops, seminars, and other continuing education opportunities to implement human resource policies.


Education / Experience: The combination of education and experience listed as follows are the minimum qualifications: Education equivalent to a Bachelor's Degree from an accredited college or university with major course work in human resources management, business or public administration, organizational development or a closely related field and three years of progressively responsible experience in management level human resource activities including one year in a supervisory capacity.

Knowledge, Skills and Abilities: Knowledge of: Principles, functions and practices of public personnel administration including job classification, salary administration, recruitment, selection and assessment techniques; Local, State and Federal labor and employment law; Concepts of Workers’ Compensation benefits and procedures; Statistical analysis, data collection and report preparation; and Principles and practices of human resources supervision, evaluation and training. Skill/Ability to: Evaluate problems with conflicting evidence, think strategically and assess and balance competing values; Prepare written and oral presentations; Communicate clearly and concisely, verbally and in writing; Maintain the confidence and cooperation of Court officials, employees and the public; Collect, interpret and evaluate a variety of narrative and statistical data; Perform research; Create procedures, correspondence and narrative and statistical reports; Properly interpret and make decisions in accordance with applicable laws, regulations and policies; Exercise discretion and independent judgment; Use patience, tact and courtesy in dealing with others; Plan and execute projects and programs; Organize and coordinate people and delegate responsibility to ensure program goals are met; Assign and review the work of subordinate staff; and Operate a personal computer and related software.


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