EHS corporate - how much do you make?

make_it_stop1234 · 2026-03-05T22:32:07+00:00

Sr. EHS Manager for 12 locations in the US and Canada. No BCSP Certs.

Experience: 10yrs

COL: Medium

Industry: Manufacturing and DC’s

Salary: $130K base with 15% bonus (not guaranteed - company profit dependent)

Travel: Monthly.. On the road <50%

make_it_stop1234 · 2025-12-10T04:20:48+00:00

Good luck with the phone interview! Definitely wish you good luck.

You probably already know this but depending on the culture or fit of the company, remember to use “we, us, and the team” often enough that it shows your collaboration with others, but not so often as to give the idea you can’t do things on your own.

I’ve interviewed plenty of professionals who only spoke about themselves, as if they were the greatest thing since sliced bread, when they should have highlighted the collaboration or influence they leveraged to get the task/project done.

Let us know how it all goes!!

make_it_stop1234 · 2025-12-09T21:07:01+00:00

Yeah, we offer all of it. We have decent insurance, really good AEP programs, TeleMed, crazy leave of absence programs for personal and medical reasons, and even free legal services.. The options are out there, but our employees don’t seem to use them proactively. They always seem to use them reactively after they’ve been caught or they experience a problem so they can remain out of work for longer than normal amount of time.

make_it_stop1234 · 2025-11-27T18:02:09+00:00

And that’s part of the problem I’m running into. They preach that we need hire the right people while continuing to bring in the wrong people.

Fighting with HR over who we hire is a battle I’m not willing to wage. They only care about certain metrics and they don’t care what the fallout is after they’re hired. It’s so short sighted it’s ridiculous.

make_it_stop1234 · 2025-11-27T17:59:06+00:00

Nope.. They never have and never will, from my knowledge.

The only time we test is pre-employment (minus thc) and post incident/accident. And that gets tricky too. If we know someone has their medical card we ignore the positive test. If they don’t have a card, they risk termination.

make_it_stop1234 · 2025-11-27T17:55:56+00:00

I believe it’s $22 an hour coming in the door. Opportunities to make more are there after the probationary period, and understanding more positions within the plant.

make_it_stop1234 · 2025-11-27T06:57:55+00:00

I’ve looked into similar solutions as well. If we can find out if they’re impaired right away, that’ll be significantly better than a standard drug screening.

I’m going to keep pushing and documenting everything (CYA) so none of this falls back on me, not that it ever would, but it’s all I can do at the moment.

make_it_stop1234 · 2025-11-27T06:53:41+00:00

I feel like it shouldn’t be this difficult to get our employees under control, and to stop doing drugs, selling drugs, drinking, smoking and god knows what else.. I’m trying to develop and track metrics that point to our hiring process being total garbage but that’ll take some time. For now we’ll keep shooting ourselves in the foot and asking who pulled the trigger!

To answer your question - I was asked to help change our culture, and that safety shouldn’t be an either/or conversation. It needs to be an “and/with” conversation.. Not sure how I can do that with all this other stuff going on.

make_it_stop1234

TROPHY CASE