N-Spec Project Supervisor

• Safety Enforcement - The field supervisor maintains an in-depth knowledge of all company and customer safety requirements and communicates them to all crew members. Additionally, the supervisor enforces compliance and relays non-compliance to the safety manager who handles disciplinary actions as required.

• Project Planning and Execution - The field supervisor works closely with the project coordinator to get an understanding of the project plan. Additionally, the supervisor will execute the plan which can include; site visits, pre-job conference calls, customer interaction, equipment preparation, setting up housing, travel plans, supervising subcontractors, delegating project steps to crew, following company & customer procedures, cost & time management.

• Supervising and Managing Crew Members - The field supervisor is a coach, mentor and advocate for both the company and employee.

• Coach - A good supervisor places a high priority on coaching his employees. Good coaching involves working with employees to establish suitable goals, job duties and time lines. The supervisor delegates and also provides ongoing guidance and support to the employee as they complete their assigned duties. Rarely can duties be established without considering the employees knowledge, strengths and weaknesses.

• Mentor - Usually the supervisor understands the organization and the employee's profession better than the employee. Consequently, the supervisor is in a unique position to give ongoing advice to the employee about his job duties. The employee can look to the supervisor as a model for direction and development. An effective mentor relationship requires the supervisor to accept the responsibility of mentorship. A good supervisor can be a priceless addition to the career of an employee.

• Advocate for Organization - Often, the supervisor is the first person to tell employees about new policies and programs from management. It's not uncommon that employees are confused or frustrated by these new actions, and need further clarification and support from supervisors. In the rapidly changing world of today's organizations, it can be a major challenge to present new programs to employees without their being frustrated or even mad. The supervisor must be authentic and positive about communicating management’s expectations.

• Advocate for Employee - The supervisor is often responsible to represent the employee's requests and needs to management, along with also representing the employee's case for deserving a reward. For example, if an employee deserves a promotion, the supervisor often must justify the case for promotion to their supervisor, as well. If the employee has a rather unique personal situation that warrants special consideration by the rest of management, the supervisor must explain this situation and how it can be handled. It's not unusual for employees to sometimes see the supervisor as part of "management" while at other times seeing the supervisor as a personal friend.

• Coordinating Equipment Requirements - The field supervisor works closely with the project coordinator to coordinate the equipment required for projects. Additionally, the supervisor will assist with the scheduling of deliveries, complete preventive maintenance, organize and maintain equipment trailer inventory, execute field repairs, make local orders as required, calling off rent and scheduling pickup.

• Communicating with Onsite Customer representative’s - The field supervisor is the professional representative and face of the company. Additionally, the supervisor will communicate with the customer representative prior to arrival, during and at the completion of the project. Always keep the customer representative updated on daily task including; time required to be onsite, work schedule, completion of major task, problems or issues that may arise, suggestions on resolving problems and issues, safety incidents and the next day or task plans.

• Completing Paperwork - The field supervisor is to complete the paperwork required by both the customer and company. This includes and is not limited to; JSA’s, safety meetings, work permits, delivery/pickup tickets, waste manifest, hydrostatic testing documents, daily recaps, inventory tracking, procedure checklist and performance evaluations.

• We aim to create an environment where the best people want to work, where they can turn their passion into their job and realize their full potential.

• Individual development, on-the-job training, and development programs designed to help our employees grow in their careers.

• Paid parental leave

• Education assistance program

• Employee assistance program

• Various healthcare plan options as well as 401(k)​

Brenntag provides equal employment opportunities to qualified applicants and employees of all backgrounds and identities to create a workplace where difference is valued because it forms a resilient and more innovative organization. We do not discriminate on the basis of age, disability, gender identity, sexual orientation, ethnicity, race, religion or belief, parental and family status, or any other protected characteristic. We welcome applications from women, men and non-binary candidates of all ethnicities and socio-economic backgrounds.

If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability. You can request reasonable accommodations by contacting Human Resources at [email protected] (phone, tty, fax, email, etc.).

Brenntag North America, Inc. and its subsidiaries use E-verify, a government-run, web-based system that allows employers to confirm the eligibility of their employees to work in the United States.  For more information, please go to https://www.e-verify.gov/employees or view the poster at https://e-verify.uscis.gov/web/media/resourcesContents/E-Verify_Participation_Poster.pdf.