Director, Global Safety Performance & Culture

Role Purpose & Context

Role Summary

As our Director, Global Safety Performance & Culture, you'll be setting the strategic direction for how we approach safety across all our international operations. This means moving beyond just compliance and really getting into the psychology of why incidents happen, and more importantly, why things go right most of the time. You're not just managing a team; you're driving a fundamental shift in how thousands of people behave and think about risk. This role sits right at the heart of our operational excellence, translating complex behavioural science into practical, global programmes that actually work on the ground. When you get this right, you'll see a tangible reduction in incidents, a more engaged workforce, and a stronger, more resilient business. Get it wrong, and we're looking at serious incidents, reputational damage, and potentially massive financial penalties. The challenge? Changing deeply ingrained habits and beliefs across diverse cultures, often with competing business pressures. The reward, though, is seeing your vision transform an entire organisation, knowing you've made a real difference to people's lives and our company's future.

Reporting Structure

• Reports to: VP, Global EHS
• Direct reports: Roughly 5-10 direct reports, including Managers and Lead Specialists
• Matrix relationships: Global Head of Behavioural Safety, VP, Safety Culture & Human Performance, Senior Director, EHS Strategy,

Key Stakeholders

Internal:

• C-Suite (CEO, COO, CHRO)
• Regional Operations Directors
• Global HR Leadership
• Legal & Risk Management
• Product Development & Engineering

External:

• Regulatory Bodies (HSE, OSHA equivalents globally)
• Industry Associations & Safety Forums
• External Auditors & Consultants
• Trade Unions & Employee Representatives

Organisational Impact

Scope: This role directly impacts the entire organisation's safety performance, culture, and reputation. You'll be shaping the global safety strategy, influencing investment decisions, and ultimately protecting our people and our bottom line. Your work ensures we meet our ethical and legal obligations, but more importantly, it fosters a workplace where everyone feels safe and valued. It's about embedding safety as a core business value, not just a separate function.

Performance Metrics

Quantitative Metrics

1. Metric: Enterprise-wide TRIR/LTIFR Reduction
2. Desc: Total Recordable Incident Rate and Lost Time Injury Frequency Rate across all global operations.
3. Target: 10%+ year-over-year reduction, consistently below industry benchmarks.
4. Freq: Quarterly and Annually
5. Example: If our TRIR was 0.8 last year, we'd expect it to be 0.72 or lower this year, demonstrating clear impact from your programmes.
6. Metric: Safety Culture Maturity Score
7. Desc: Advancement on our internal safety culture maturity model (e.g., Hudson & Parker Ladder).
8. Target: Improvement of at least 1 full level (e.g., from Calculative to Proactive) within a 3-year period.
9. Freq: Bi-annually (via surveys and audits)
10. Example: Our last assessment showed us as 'Calculative'; your goal is to push us firmly into the 'Proactive' stage by 2027, with clear evidence from employee feedback and leadership behaviours.
11. Metric: Leading Indicator Uplift
12. Desc: Increase in proactive safety activities like near-miss reporting, safety observations, and hazard identifications.
13. Target: 25%+ increase in leading indicator submissions across the enterprise within 12 months.
14. Freq: Monthly/Quarterly
15. Example: We currently get around 5,000 near-miss reports annually; we'd expect to see that number climb to over 6,250, showing a more engaged and vigilant workforce.
16. Metric: Cost Avoidance from Proactive Programmes
17. Desc: Quantifiable savings from preventing major incidents, reducing insurance premiums, and avoiding regulatory fines.
18. Target: Demonstrable cost avoidance of >£5M annually through strategic risk reduction programmes.
19. Freq: Annually (via actuarial and financial analysis)
20. Example: By implementing a new global fatigue management programme, we avoided 2 major vehicle incidents, saving an estimated £1.5M in damages, lost production, and legal costs.

Qualitative Metrics

1. Metric: Leadership Engagement & Sponsorship
2. Desc: How effectively you secure buy-in and active participation from senior leaders for safety initiatives.
3. Evidence: Regular invitations to C-suite meetings to discuss safety strategy; senior leaders actively championing safety programmes; safety metrics consistently featuring in board reports and business reviews; positive feedback from regional leaders on your support and guidance.
4. Metric: Global Programme Adoption & Effectiveness
5. Desc: The degree to which your global behavioural safety programmes are consistently adopted and seen as valuable across diverse regions and business units.
6. Evidence: High completion rates for global training programmes; positive feedback from regional safety teams on the relevance and practicality of your initiatives; anecdotal evidence of consistent application of new safety behaviours; successful adaptation of programmes to local cultural contexts.
7. Metric: Organisational Learning from Incidents
8. Desc: How well the organisation learns from both successes and failures, leading to systemic improvements rather than just blaming individuals.
9. Evidence: Evidence of 'Just Culture' principles being applied in incident investigations; root cause analyses consistently identifying systemic issues (not just human error); widespread sharing of lessons learned across the organisation; a noticeable reduction in repeat incidents stemming from similar causes.
10. Metric: Team Leadership & Development
11. Desc: Your ability to build, develop, and inspire a high-performing global team of safety professionals.
12. Evidence: High team retention rates; positive feedback in 360-degree reviews from direct reports and peers; clear succession plans for key roles within your team; demonstrable growth and promotion of team members into more senior positions.

Primary Traits

• Trait: Empathetic Investigator
• Manifestation: When a major incident hits, you're the one who asks 'What pressures were they under?' before 'What did they do wrong?'. You can sit down with a frontline worker in a remote plant and genuinely understand their perspective, then articulate that nuanced reality to the CEO. You don't just listen; you hear the unsaid, the context, the 'local rationality' that drove their actions. You're building bridges, not burning them.
• Benefit: At this level, you're dealing with complex, often tragic, incidents. If you can't get to the *real* systemic issues—the ones buried under layers of blame and fear—you'll never fix anything. Empathy is your key to unlocking honest feedback and learning, especially across diverse global cultures where trust is hard-won. Without it, you'll just get cover-ups and superficial fixes.
• Trait: Influential Coach (Without Authority)
• Manifestation: You can walk into a room with a skeptical Regional Director and, within an hour, have them not just agreeing to your new safety programme, but actively championing it to their teams. You use data, storytelling, and a deep understanding of their business drivers to persuade, not dictate. People seek your advice, even when you're not their boss, because you've built credibility and shown you can help them achieve *their* goals, safely.
• Benefit: Truth is, you're never going to have direct authority over global operations. Your power comes from influence. You need to be able to convince people at all levels—from the C-suite to the shop floor—to change long-standing habits and beliefs. This isn't about being liked; it's about being respected and effective in driving a global cultural shift, which is a massive undertaking.
• Trait: Constructively Skeptical
• Manifestation: When the initial incident report blames 'human error,' you're the one who pushes back, asking 'What in the system made that error possible, or even likely?' You challenge the easy answers, always digging for deeper, systemic flaws. You look at a 'successful' safety programme and immediately ask about its hidden weaknesses or unintended consequences. You're not cynical, but you're fiercely committed to understanding the messy reality, not just the polished narrative.
• Benefit: At a global scale, accepting superficial explanations for incidents is a recipe for disaster. Your job is to identify and address latent organisational weaknesses—flawed procedures, production pressure, poor design, inadequate training—that are the true root of problems. This requires a relentless, almost forensic, curiosity and a willingness to challenge the status quo, even when it's uncomfortable for others. You're protecting the business from itself, in a way.

Supporting Traits

• Trait: Resilient
• Desc: You'll face setbacks, resistance, and the occasional major incident that feels like a punch to the gut. You need to bounce back, learn from it, and keep pushing the safety agenda forward, even when it's tough. This isn't for the faint-hearted.
• Trait: Patient & Persistent
• Desc: Changing global safety culture is a marathon, not a sprint. It takes years, not months. You need the patience to see long-term strategies through and the persistence to keep advocating for safety, even when other priorities scream louder.
• Trait: Culturally Astute
• Desc: What works in a German factory might not fly in a Brazilian plant. You need to quickly grasp cultural nuances, adapt your approach, and build trust across incredibly diverse international teams. It's about respecting local context while driving a global vision.
• Trait: Strategic Communicator
• Desc: You'll need to articulate complex human factors concepts to a frontline crew, present compelling business cases to the board, and negotiate with union representatives. It's about tailoring your message to land effectively with wildly different audiences, ensuring clarity and impact.

Primary Motivators

1. Motivator: Making a Tangible Difference to People's Lives
2. Daily: You'll find deep satisfaction in seeing incident rates drop, knowing that means fewer people are getting hurt. The feedback from a site manager about how a new programme has genuinely improved their team's safety will be your fuel.
3. Motivator: Shaping Organisational Culture at a Global Scale
4. Daily: The idea of influencing how thousands of employees across dozens of countries think about risk, responsibility, and care for one another is what gets you up in the morning. You thrive on the challenge of embedding safety as a core value, not just a rule.
5. Motivator: Solving Complex, Systemic Problems
6. Daily: You love digging into the messy details of why things go wrong, moving beyond superficial causes to identify deep-seated organisational issues. You enjoy architecting solutions that address the root of the problem, not just the symptoms.

Potential Demotivators

If you need quick wins and immediate gratification, you'll struggle here. Changing global culture is slow, often frustrating work. You'll put in a huge amount of effort, and sometimes the only 'result' is that nothing bad happened—which is hard to quantify or celebrate. You'll also constantly face the 'production vs. safety' paradox, where business pressures can, frankly, undermine safety initiatives. You'll need to be comfortable with ambiguity and long-term impact.

Common Frustrations

1. The 'Production vs. Safety Paradox': Hearing 'Safety is our number one priority' in meetings, then seeing safety initiatives de-prioritised the moment they conflict with production targets or deadlines.
2. Fighting the 'Blame Game': After an incident, your primary job is to facilitate learning, but everyone else—from legal to operations—is often focused on finding who to blame, which you'll have to actively counter.
3. Proving the Negative: The immense difficulty of quantifying the value and ROI of an incident you successfully prevented. You're trying to prove the budget for a ghost, which can be exhausting.
4. Initiative Fatigue: Rolling out a new behavioural programme to a workforce that has seen a dozen 'flavour of the month' safety campaigns come and go, leading to deep-seated cynicism you'll have to overcome.
5. Cultural Nuance Barrier: What works to influence behaviour in a German manufacturing plant can fail spectacularly or even be offensive in a construction site in Southeast Asia. Adapting your approach across cultures is a constant, difficult translation exercise.

What Role Doesn't Offer

1. A purely technical, hands-on role; this is strategic leadership.
2. Immediate, easily quantifiable daily wins.
3. A static, predictable environment with minimal change.
4. A role where you always have direct authority over operational teams.

ADHD Positives

1. The need to quickly switch between strategic thinking, incident response, and global team management can suit those who thrive on varied, high-stimulus tasks.
2. The 'big picture' thinking required for cultural transformation can be a strength, as can the ability to hyperfocus on complex problem-solving during incident investigations.

ADHD Challenges and Accommodations

1. Managing a large, global portfolio with many moving parts could be overwhelming; we can support with robust project management tools and executive assistants.
2. Extensive documentation and detailed reporting are necessary; we'd encourage the use of AI tools for drafting and summarising, and provide support for structured writing.
3. Long, static meetings might be challenging; we encourage active participation, breaks, and flexible meeting formats.

Dyslexia Positives

1. Strong spatial reasoning and pattern recognition are invaluable for identifying systemic safety issues and designing intuitive safety processes.
2. Excellent verbal communication skills, often found in dyslexic individuals, are critical for influencing diverse global stakeholders and presenting complex ideas.

Dyslexia Challenges and Accommodations

1. The role involves significant reading of reports, policies, and regulations; we can provide screen readers, dictation software, and encourage audio summaries.
2. Drafting detailed global policies and board reports requires precision; we offer proofreading support, grammar tools, and AI assistance for initial drafts.
3. Complex data visualisations are key; we focus on clear, accessible design principles and provide tools that simplify data presentation.

Autism Positives

1. A deep, analytical approach to complex safety systems and human behaviour can be a significant asset, identifying patterns others miss.
2. A strong commitment to logic, fairness, and adherence to 'Just Culture' principles aligns well with the ethical demands of the role.
3. The ability to focus intently on data and root cause analysis is crucial for dissecting incidents and designing robust solutions.

Autism Challenges and Accommodations

1. The role requires extensive, nuanced social interaction across many cultures; we can provide clear communication guidelines and support for navigating complex social dynamics.
2. Unpredictable urgent incidents can disrupt routine; we aim for clear communication channels and support structures during high-pressure times.
3. Sensory environment: We can offer a quiet office space, noise-cancelling headphones, and flexibility for remote work when possible.

Key Responsibilities

Experience Levels Responsibilities

1. Level: Director, Global Safety Performance & Culture (16-20 years)
2. Responsibilities: Define and own the global behavioural safety strategy and cultural roadmap for the entire organisation, ensuring it aligns with our broader business objectives and values (this isn't just a side project, it's core).
3. Drive the transformation of our safety culture from reactive compliance to proactive, generative human and organisational performance across all international business units (expect resistance, overcome it).
4. Lead and develop a high-performing global team of behavioural safety managers and specialists, fostering their growth and ensuring consistent application of best practices (you're building capability, not just managing tasks).
5. Act as the primary subject matter expert and strategic advisor to the C-suite, regional leadership, and the Board on all matters relating to safety culture, human factors, and incident prevention (they'll look to you for the answers).
6. Oversee the design, implementation, and continuous improvement of enterprise-wide behavioural safety programmes, including advanced incident investigation methodologies, Just Culture frameworks, and psychological safety initiatives (make sure they actually work on the ground).
7. Present global safety performance, strategic initiatives, and critical risk insights to the Board and Executive Leadership Team, confidently answering tough questions and influencing critical investment decisions (board-level visibility, high stakes).
8. Represent the organisation externally at industry forums, conferences, and with regulatory bodies, shaping our reputation as a leader in safety performance and culture (you're our voice).
9. Supervision: You'll be largely autonomous, reporting to the VP, Global EHS with monthly strategic alignment discussions and quarterly objective reviews. You'll set your own priorities within the agreed global strategy.
10. Decision: Full strategic authority within your domain, including budget allocation up to £2M for global programmes, hiring and organisational design for your direct reports, and approval of enterprise-wide safety policies. Board-level decisions require VP and C-suite alignment, but your recommendation carries significant weight.
11. Success: A measurable uplift in our global safety culture maturity, a sustained reduction in enterprise-wide incident rates, and demonstrable influence on executive decision-making. Your team should be thriving, and our global operations should see you as a trusted, indispensable partner, not just 'safety'.

Decision-Making Authority

• Type: Global Safety Policy & Strategy
• Entry: No input; follows established policy.
• Mid: Provides feedback on policy drafts; applies policy locally.
• Senior: Contributes to policy development; recommends specific changes.
• Type: Programme Budget Allocation
• Entry: No budget authority; requests resources from supervisor.
• Mid: Manages small project budgets (up to £5K) with approval.
• Senior: Approves project spending up to £25K; recommends larger budgets.
• Type: Team Hiring & Structure
• Entry: No hiring authority; participates in interviews.
• Mid: Provides input on junior hires.
• Senior: Interviews and recommends candidates for junior roles.
• Type: Major Incident Response & Communication
• Entry: Follows incident response plan; documents facts.
• Mid: Participates in investigations; helps draft internal comms.
• Senior: Leads complex investigations; drafts internal communications.

Competency Requirements

Foundation Skills (Transferable)

At this level, we're looking for someone who doesn't just possess these skills, but has mastered them and can apply them strategically across a complex global organisation. You'll be using these to influence, lead, and drive change.

• Category: Strategic Leadership & Influence
• Skills: Global Strategic Planning: Ability to define and articulate a multi-year behavioural safety strategy that integrates with overall business objectives, anticipating future risks and opportunities.
• Executive Presence & Board Communication: Confidently present complex safety data and strategic recommendations to C-suite and Board members, influencing high-level decisions.
• Cross-Cultural Leadership: Effectively lead and inspire diverse global teams, adapting leadership styles to different cultural contexts and building strong relationships across international boundaries.
• Change Management at Scale: Design and implement large-scale organisational change programmes focused on safety culture, overcoming resistance and embedding new behaviours across thousands of employees.
• Category: Advanced Problem Solving & Critical Thinking
• Skills: Systemic Problem Solving: Ability to identify and address deep-seated organisational and systemic issues contributing to safety risks, rather than just treating symptoms.
• Complex Incident Analysis: Lead and direct investigations into major, high-profile incidents, applying advanced root cause analysis techniques to uncover latent failures.
• Risk Intelligence & Foresight: Develop and implement systems for proactive identification, assessment, and mitigation of emerging global safety risks, using data and predictive analytics.
• Ethical Decision Making: Navigate complex ethical dilemmas in safety, particularly concerning 'Just Culture' principles and balancing accountability with learning.
• Category: Communication & Stakeholder Engagement
• Skills: Global Stakeholder Management: Build and maintain strong, credible relationships with senior leaders, regional operations, HR, legal, and external regulatory bodies worldwide.
• Persuasive Communication: Articulate complex behavioural safety concepts and strategic imperatives in a clear, compelling manner, tailored to diverse global audiences (from frontline to boardroom).
• Negotiation & Conflict Resolution: Mediate disagreements and build consensus among disparate groups with competing priorities, particularly in incident investigations or policy implementation.
• Crisis Communication: Develop and execute communication strategies during major safety incidents, managing internal and external messaging effectively to protect reputation and trust.

Functional Skills (Role-Specific Technical)

You'll be the ultimate authority on these methodologies and tools, not just using them, but defining how they're applied across our global organisation and ensuring consistent, high-quality execution.

Technical Competencies

• Skill: Behaviour-Based Safety (BBS) Frameworks
• Desc: Mastery of advanced BBS principles (e.g., DuPont™ STOP®, the Bradley Curve, Hearts and Minds) to design, implement, and audit enterprise-wide observation and feedback programmes, ensuring cultural relevance across regions.
• Level: Expert
• Skill: Human & Organisational Performance (HOP)
• Desc: Expert application of HOP principles (e.g., error is normal, blame fixes nothing, context drives behaviour) to drive a fundamental shift from reactive compliance to a proactive, systems-thinking approach across the entire global organisation.
• Level: Expert
• Skill: Advanced Root Cause Analysis (RCA)
• Desc: Architect the organisational standard for incident investigation, mastering techniques beyond 5-Whys, including SCAT, ECFA, and MORT. You'll ensure investigations uncover systemic issues and drive effective global preventative actions.
• Level: Expert
• Skill: Safety Culture Maturity Models
• Desc: Define the organisation's safety culture maturity assessment methodology (e.g., Hudson & Parker Safety Culture Ladder) and develop the multi-year strategic roadmap to advance its maturity across all global operations.
• Level: Expert
• Skill: Just Culture Implementation
• Desc: Design, embed, and audit a global 'Just Culture' framework (based on models like David Marx's) that ensures fair and effective responses to human error, at-risk behaviour, and reckless conduct, fostering trust and learning.
• Level: Expert
• Skill: Psychological Safety Principles
• Desc: Champion and integrate psychological safety (Amy Edmondson's work) into our global safety culture, creating an environment where employees feel safe to report errors, near misses, and concerns without fear of reprisal, which is critical for learning.
• Level: Expert

Digital Tools

• Tool: EHS Management Platforms (Enablon, Intelex, Cority, SpheraCloud)
• Level: Strategic
• Usage: Lead platform selection, integration projects, and define enterprise-wide data governance. Use global EHS data for strategic forecasting, resource allocation, and C-suite reporting.
• Tool: Incident Investigation Tools (TapRooT®, BowTieXP)
• Level: Architect
• Usage: Set the organisational standard for investigation tools and methodology globally. Audit the quality and consistency of investigations across the business, ensuring systemic learning.
• Tool: Data Analysis & Visualisation (Power BI, Tableau, Advanced Excel)
• Level: Strategic
• Usage: Define the key safety KPIs the organisation will track globally. Use advanced data visualisation to present compelling business cases and strategic performance insights to the C-suite and Board.
• Tool: Field Observation/Audit Platforms (iAuditor, GoCanvas, MS 365 Forms)
• Level: Strategic
• Usage: Manage the global template library for observations and audits. Integrate field data with other EHS systems to create a holistic, enterprise-wide risk picture and inform strategic interventions.
• Tool: Learning Management Systems (Cornerstone, SAP SuccessFactors, Docebo)
• Level: Strategic
• Usage: Work with Global L&D to define the overall safety competency framework and learning strategy for the entire organisation, ensuring alignment with behavioural goals.
• Tool: GRC / Board Reporting Platforms (ServiceNow GRC, Diligent Boards)
• Level: Advanced
• Usage: Directly use these platforms to prepare, review, and present safety performance sections for board-level risk committees and executive leadership, ensuring accuracy and strategic relevance.

Industry Knowledge

• Area: Global Health & Safety Standards
• Desc: Deep, current knowledge of international health and safety standards (e.g., ISO 45001, OHSAS 18001) and their strategic application in diverse operational contexts.
• Area: Organisational Psychology & Human Factors
• Desc: Expert understanding of how organisational design, leadership behaviour, and human cognitive biases impact safety performance at an enterprise level.
• Area: Industrial Safety & Operational Risk Management
• Desc: Comprehensive understanding of operational risks in our specific industry sector, including process safety, machinery guarding, hazardous materials, and contractor management.
• Area: Regulatory Landscape & Compliance
• Desc: Expertise in navigating and interpreting complex international health and safety regulations, ensuring global compliance and anticipating future legislative changes.

Regulatory Compliance Regulations

• Reg: Health and Safety at Work etc. Act 1974 (UK)
• Usage: Define global policy principles that meet or exceed UK standards, ensuring a robust framework for all operations. Advise on legal implications for senior leadership.
• Reg: OSHA Standards (USA)
• Usage: Oversee the implementation of programmes that ensure compliance with relevant OSHA standards across our US operations, understanding the nuances of state-specific regulations. Advise on strategic risk mitigation.
• Reg: EU Framework Directive on Safety and Health at Work (89/391/EEC)
• Usage: Ensure our European operations comply with the directive's principles, translating its requirements into practical, culturally appropriate safety management systems and behavioural programmes.
• Reg: Local H&S Legislation (e.g., Brazil, India, China)
• Usage: Direct regional teams to ensure full compliance with local H&S laws, providing strategic guidance on complex regulatory challenges and cultural adaptations. You won't be an expert in every single country's law, but you'll know how to ensure our teams are.

Essential Prerequisites

• Proven track record of driving significant, measurable improvements in safety performance and culture across a large, complex international organisation.
• Extensive experience in designing, implementing, and leading enterprise-wide behavioural safety and human performance programmes.
• Demonstrable experience in managing and developing global teams of safety professionals, including managers.
• Expertise in advanced incident investigation methodologies and 'Just Culture' implementation.
• Strong financial acumen, with experience managing significant programme budgets (e.g., £500K+).
• Exceptional ability to influence and engage C-suite and Board-level stakeholders.

Career Pathway Context

To thrive as a Director, you'll need to have already walked the path from specialist to manager, understanding the operational realities and challenges faced by your teams. This isn't a role for someone who's only ever seen safety from a theoretical perspective; you need to have been in the trenches and then built your way up, learning how to scale impact.

Qualifications & Credentials

Emerging Foundation Skills

• Skill: AI-Powered Predictive Safety Analytics
• Why: The ability to move from reactive incident analysis to proactive, predictive risk management is becoming non-negotiable. AI and machine learning can identify patterns and precursors to incidents that humans simply can't, allowing for targeted interventions before things go wrong. Competitors are already building this capability.
• Concepts: [{'concept_name': 'Machine Learning for Anomaly Detection', 'description': 'Understanding how ML algorithms can spot unusual patterns in vast datasets (e.g., near-miss reports, operational telemetry) that might indicate emerging risks.'}, {'concept_name': 'Data Integration & Lakehouse Architectures', 'description': 'Knowledge of how to pull together disparate data sources (EHS, HR, operations, weather) into a unified platform for comprehensive analysis.'}, {'concept_name': 'Ethical AI & Bias Mitigation', 'description': 'Understanding the ethical implications of using AI in safety, particularly regarding potential biases in data or algorithms that could unfairly target certain worker groups.'}, {'concept_name': 'Predictive Modelling Techniques', 'description': 'Familiarity with various statistical and machine learning models used to forecast incident likelihood and identify high-risk areas.'}]
• Prepare: This quarter: Attend an executive briefing or online course on AI/ML in EHS, focusing on strategic applications and ethical considerations.
• Next 6 months: Work with our Data Science team to identify one pilot project for predictive safety analytics within a specific business unit.
• Next 12 months: Develop a business case for investing in advanced predictive safety platforms, outlining ROI and implementation roadmap.
• Ongoing: Stay abreast of industry trends and case studies in AI-driven safety, sharing insights with your team and executive leadership.
• QuickWin: Start by identifying key data sources that could feed a predictive model (e.g., maintenance logs, training records, observation data) and discuss their potential with our analytics team today.
• Skill: Digital Transformation Leadership for EHS
• Why: EHS is rapidly digitising, from IoT sensors on equipment to wearable tech for workers, and integrated EHS platforms. As Director, you'll need to lead the strategic adoption of these technologies, ensuring they enhance safety outcomes and integrate seamlessly into our global operations, rather than just adding complexity.
• Concepts: [{'concept_name': 'IoT & Wearable Technology in Safety', 'description': 'Understanding how connected devices (e.g., gas detectors, fall sensors, smart PPE) can provide real-time safety data and alerts.'}, {'concept_name': 'Digital Twin & Simulation for Risk Assessment', 'description': 'Exploring how virtual models of our facilities or processes can be used to simulate risks and test safety interventions.'}, {'concept_name': 'EHS Platform Ecosystem Integration', 'description': 'Knowledge of how to integrate various EHS software solutions (e.g., LMS, incident management, audit tools) into a cohesive digital ecosystem.'}, {'concept_name': 'Cybersecurity for Operational Technology (OT)', 'description': 'Understanding the cybersecurity risks associated with connected safety systems and how to mitigate them.'}]
• Prepare: This quarter: Research leading EHS digital transformation case studies in our industry sector.
• Next 6 months: Partner with IT and Operations to identify one area where digital technology could significantly enhance a specific safety programme (e.g., lone worker monitoring, confined space entry).
• Next 12 months: Develop a strategic roadmap for digitalising key EHS processes across the organisation, including budget and resource requirements.
• Ongoing: Engage with technology vendors and industry experts to stay informed about emerging EHS tech solutions.
• QuickWin: Identify a simple, low-cost digital tool (e.g., an improved mobile observation app) that could provide immediate value to a regional team and champion its pilot implementation.

Advancing Technical Skills

• Skill: Advanced Data Governance & Quality for EHS
• Why: As we rely more on data for strategic decision-making and AI-driven insights, ensuring the quality, integrity, and ethical use of EHS data becomes paramount. You'll need to define the global standards for data collection, storage, and analysis.
• Concepts: [{'concept_name': 'Data Lifecycle Management', 'description': 'Understanding how EHS data is created, stored, used, archived, and eventually deleted, ensuring compliance and utility.'}, {'concept_name': 'Master Data Management (MDM) for EHS', 'description': 'Defining consistent, enterprise-wide definitions for key safety data elements (e.g., incident types, hazard categories).'}, {'concept_name': 'Data Privacy & GDPR/CCPA Compliance', 'description': 'Ensuring all EHS data collection and use complies with global data privacy regulations, particularly for employee-related information.'}, {'concept_name': 'Data Auditing & Validation', 'description': 'Implementing processes to regularly check the accuracy, completeness, and reliability of EHS data.'}]
• Prepare: This quarter: Review our current EHS data architecture and identify key areas for improvement in data quality.
• Next 6 months: Work with IT and Legal to develop a global EHS data governance framework, including policies and procedures.
• Next 12 months: Lead a project to cleanse and standardise critical EHS datasets across our primary platforms.
• Ongoing: Champion a 'data-driven culture' within your team and across the broader EHS function.
• QuickWin: Implement a simple, automated data quality check for key incident reporting fields in our EHS platform to catch common errors immediately.
• Skill: Integrated Risk Management & Enterprise Resilience
• Why: Safety can't exist in a silo. You'll need to integrate behavioural safety insights into broader enterprise risk management frameworks, helping the organisation build resilience against a wider range of threats, from climate change to geopolitical instability, all of which impact worker safety and well-being.
• Concepts: [{'concept_name': 'Enterprise Risk Management (ERM) Frameworks', 'description': "Understanding how safety risks fit into the organisation's overall ERM strategy and reporting."}, {'concept_name': 'Business Continuity & Crisis Management', 'description': 'Integrating safety considerations into business continuity plans and crisis response protocols for major disruptions.'}, {'concept_name': 'Supply Chain Risk Management', 'description': 'Assessing and mitigating safety risks associated with our global supply chain, including contractor safety and ethical sourcing.'}, {'concept_name': 'ESG (Environmental, Social, Governance) Reporting', 'description': 'Understanding how safety performance contributes to our overall ESG profile and how to report on it effectively to investors and stakeholders.'}]
• Prepare: This quarter: Meet with our Risk Management and Sustainability teams to understand their current frameworks and identify areas for integration.
• Next 6 months: Develop a proposal for how behavioural safety insights can enhance our ERM processes and contribute to our ESG reporting.
• Next 12 months: Lead a cross-functional working group to integrate key behavioural safety metrics into our overall enterprise risk dashboard.
• Ongoing: Participate in industry forums on integrated risk management and enterprise resilience.
• QuickWin: Ensure that 'human factors' and 'safety culture' are explicitly included as risk categories in our next enterprise-wide risk assessment.

Education Requirements

• Level: Minimum
• Req: Bachelor's degree in Occupational Health & Safety, Organisational Psychology, Engineering, or a related field.
• Alts: Extensive (20+ years) and demonstrable experience in senior safety leadership roles, with a proven track record of driving cultural change, could be considered in lieu of a degree.
• Level: Preferred
• Req: Master's degree or PhD in Organisational Psychology, Human Factors, Safety Management, or a related discipline.
• Alts: Advanced professional certifications (e.g., CSP, CMIOSH, NEBOSH Diploma) combined with exceptional experience.

Experience Requirements

You'll need at least 16-20 years of progressive experience in Health & Safety, with a significant portion (8+ years) specifically focused on behavioural safety, human performance, and safety culture transformation within a large, international organisation. This isn't an entry-level leadership role; you'll have managed teams, owned significant programmes, and influenced at the executive level before. We're looking for someone who has successfully navigated the complexities of global operations and driven tangible, measurable cultural change.

Preferred Certifications

• Cert: NEBOSH National Diploma in Occupational Health and Safety
• Prod: NEBOSH
• Usage: Demonstrates a comprehensive understanding of UK and international health and safety management principles, providing a strong foundation for global policy development.
• Cert: TapRooT® Advanced Root Cause Analysis & Incident Investigation
• Prod: System Improvements, Inc.
• Usage: Expertise in a leading advanced incident investigation methodology is crucial for directing high-level inquiries and ensuring systemic learning across the organisation.
• Cert: Certified Professional in Human Resources (CIPD or SHRM equivalent)
• Prod: CIPD / SHRM
• Usage: Understanding HR principles and practices is highly beneficial for integrating safety culture with talent management, employee engagement, and 'Just Culture' implementation.
• Cert: ISO 45001 Lead Auditor
• Prod: Various (e.g., BSI, LRQA)
• Usage: Demonstrates a deep understanding of international safety management systems, critical for designing and auditing our global framework.

Recommended Activities

• Active participation in global safety leadership forums and industry associations (e.g., Campbell Institute, NSC, IOSH).
• Regular attendance at executive-level conferences on human factors, organisational psychology, and safety culture.
• Continuous learning in emerging technologies relevant to EHS (e.g., AI, IoT, data analytics).
• Mentoring junior safety professionals and contributing to industry thought leadership through publications or presentations.

Career Progression Pathways

Entry Paths to This Role

• Path: VP, Regional EHS (Large Business Unit)
• Time: 3-5 years prior to this role
• Path: Head of Safety, Global Operations (Large Corporation)
• Time: 4-6 years prior to this role
• Path: Senior Consultant, Behavioural Safety (Top Tier Consultancy)
• Time: 5-7 years prior to this role

Career Progression From This Role

• Pathway: VP, Global EHS / Chief Health & Safety Officer
• Time: 3-5 years
• Pathway: Chief Operating Officer (COO) - for smaller/mid-size organisations
• Time: 5-7 years

Long Term Vision Potential Roles

• Title: Chief Risk Officer (CRO)
• Time: 7-10 years
• Title: Chief Sustainability Officer (CSO)
• Time: 7-10 years
• Title: Independent Board Director (Non-Executive)
• Time: 10+ years (often post-retirement from executive role)

How Zavmo Delivers This Role's Development

DISCOVER Phase: Skills Gap Analysis

Zavmo maps your current competencies against all requirements in this job description through conversational assessment. We evaluate your foundation skills (communication, strategic thinking), functional skills (CRM expertise, negotiation), and readiness for career progression.

Output: Personalised skills gap heat map showing strengths and priorities, estimated time to competency, neurodiversity accommodations.

DISCUSS Phase: Personalised Learning Pathway

Based on your DISCOVER results, Zavmo creates a personalised learning plan prioritised by impact: foundation skills first, then functional skills. We adapt to your learning style, pace, and neurodiversity needs (ADHD, dyslexia, autism).

Output: Week-by-week schedule, each module linked to specific job responsibilities, checkpoints and milestones.

DELIVER Phase: Conversational Learning

Learn through conversation, not boring modules. Zavmo uses 10 conversation types (Socratic dialogue, role-play, coaching, case studies) to build competence. Practice difficult QBR presentations, negotiate tough renewals, and handle churn conversations in a safe AI environment before facing real clients.

Example: "For 'Stakeholder Mapping', Zavmo will guide you through analysing a complex enterprise account, identifying key decision-makers, and building an engagement strategy."

DEMONSTRATE Phase: Competency Assessment

Zavmo automatically builds your evidence portfolio as you learn. Every conversation, practice scenario, and application example is captured and mapped to NOS performance criteria. When ready, your portfolio supports OFQUAL qualification claims and demonstrates competence to employers.

Output: Competency matrix, evidence portfolio (downloadable), qualification readiness, career progression score.