Group Health and Safety Manager

Posted 2 months ago

Job description

Ensure that the company Safety Management System, including Food Safety is delivered consistently across all areas of the business and that we continue to comply with our BRC accreditation requirements.

Facilitate and drive the required behavioural Health and Safety changes to meet the objectives outlined in the Safety Management System. Ensure that the Health and Safety & Food Safety policy and procedures are embedded and evaluated to work with key stakeholders to achieve Best Practice standards.

Key Tasks / Responsibilities:

· To develop and implement Health and Safety strategy, ensuring the Company demonstrates Best Practice with current health and safety & food safety legislation, approved codes of practice and guidance in relation to employment and service provision.

· To work proactively with managers and employees to establish and maintain safe systems of work and a safe environment for colleagues, customers and food products, through development and review of RAMS and relevant Health & Safety and Food Safety standards and procedures.

· To ensure the Company Health and Safety and Food Safety Policy is implemented consistently across the organisation; ensuring that any specific requirements, such as COSHH/ WAHR, HACCUP etc. are met legally.

· To monitor, evaluate and review Health and Safety and Food Safety Policy and Practice and to develop and implement new policies and procedure documents as required.

· To develop, implement and evaluate a pro-active Health and Safety Action Plan for the Company, and to contribute to the development and delivery of the Company Business Plan.

· To review and identify employee training needs in relation to Health and Safety and Food Safety.

· To review Job descriptions in relation to the duties carried out by employees where applicable and facilitate any amendments where required.

· To lead the monthly Health and Safety committee meetings to drive the health and safety agenda consistently and update regularly against agreed KPI’s and progress on all health and safety initiatives.

· To advise the Board and Management Team on the implications of current and emerging health, safety (including food safety) and welfare legislation, including evaluating options, making recommendations and generating action plans to ensure compliance across the organisation.

· To ensure all RIDDOR reportable accidents are reported to the HSE or any other body within the time frame perimeters and documented accordingly (manual and electronically).

· To carry out site audits to evaluate the effectiveness of Health and Safety and Food Safety systems and procedures, and identify and implement improvements through liaising with the relevant managers and departments.

· Provide and analyse all accident and non-compliance statistics and other health and safety data through the production of management reports, identifying trends and recommend corrective action.

· To investigate or, where appropriate, to assist others to investigate the circumstances and cause of accidents and non-compliances. To take necessary steps to prevent a recurrence, including keeping written records of the investigation and action taken.

· To be the single point of contact for any Personal Injury claims and co-ordinate the parties involved whilst conducting any necessary research, activity and or actions.

· To lead, develop and support the Health and Safety Action Group (CHAS), so that they make a valuable and measurable contribution.

· To work with and support the Quality Assurance team and ensure that we retain our BRC accreditation and comply with such requirements at all times. This will include support on any potential product recall scenarios as well as full traceability protocols and audit support.

Salary: £40,000.00-£50,000.00 per year


  • Company pension
  • Life insurance
  • On-site parking
  • Referral programme


  • 40 hours per week
  • To suit business needs

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Data protection


Applicant Privacy Notice

Applicant Privacy Notice (GDPR Compliant)

Data controller: Oakland International Limited
Seafield Lane, Beoley, Redditch. B98 9DB

As part of any recruitment process, the organisation collects and processes personal data relating to job applicants. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.

What information does the organisation collect?

The organisation collects a range of information about you. This includes:

  • your name, address and contact details, including email address and telephone number
  • details of your qualifications, skills, experience and employment history
  • information about your current level of remuneration, including benefit entitlements
  • whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process, and
  • information about your entitlement to work in the UK.

The organisation may collect this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews, publicly available information or other forms of assessment.

The organisation may also collect personal data about you from third parties, such as references supplied by former employers, information from employment background check providers and information from criminal records checks. The organisation will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.

Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).

Why does the organisation process personal data?

The organisation needs to process data to take steps at your request prior to entering into a contract with you. It may also need to process your data to enter into a contract with you.

In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.

The organisation has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the organisation to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The organisation may also need to process data from job applicants to respond to and defend against legal claims.

The organisation may process special categories of data, such as information about ethnic origin, sexual orientation or religion or belief, to monitor recruitment statistics. It may also collect information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. The organisation processes such information to carry out its obligations and exercise specific rights in relation to employment.

For some roles, the organisation is obliged to seek information about criminal convictions and offences. Where the organisation seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment.

The organisation will not use your data for any purpose other than the recruitment exercise for which you have applied.

Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area for which you may be considered and IT staff if access to the data is necessary for the performance of their roles.

The organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you, employment background check providers to obtain necessary background checks and the Disclosure and Barring Service to obtain necessary criminal records checks.

The organisation will not transfer your data outside the European Economic Area.

How does the organisation protect data?

The organisation takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.

For how long does the organisation keep data?

If your application for employment is unsuccessful, the organisation will hold your data on file for 6 months after the end of the relevant recruitment process. At the end of that period, your data is deleted or destroyed.

If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.

Your rights

As a data subject, you have a number of rights. You can:

  • access and obtain a copy of your data on request
  • require the organisation to change incorrect or incomplete data
  • require the organisation to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing, and
  • object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing.

If you would like to exercise any of these rights, please contact Donna Frost, HR Advisor at the Data Controller office address, or by emailing
If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner.

What if you do not provide personal data?

You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, the organisation may not be able to process your application properly or at all.

Automated decision-making

Recruitment processes are not based solely on automated decision-making.