Job Description:

A DAY IN THE LIFE OF THE ENVIRONMENTAL COORDINATOR LOCATED IN LUMBERTON, MS:

POSITION EXPECTATIONS:

• Responsible for day-to-day on-site environmental compliance, performing field inspections and monitoring, responding to on-call issues, and working with staff to anticipate environmental concerns and implement best practices.


• Monitor and sample water and air, Read and maintain gauges and related equipment; Erosion and sedimentation control installation and maintenance; Waste management; Water quality control; Assist in various field studies; Communicate environmental compliance messages and assist with environmental training; Maintain environmental records and reports


• Coordinate daily with the EHS Manager to anticipate environmental concerns.

• Perform routine and as needed site activities to ensure compliance with environmental permits, regulations, leases, and best practices.


• Take notes, complete inspection forms, maintain site records, and prepare summary reports.


• Respond to on-call environment issues.


• Coordinate with contractors to implement environmental best practices.


• Assist the Environmental Department and operations teams, as needed.


• Take part in appropriate training to advance technical proficiency.


• Interact with colleagues to identify and correct issues that may affect production, operations, environmental stewardship, safety, and health.


• Other tasks as assigned

EDUCATION & OTHER REQUIREMENTS:

• High School Diploma and Valid driver’s license.


• 2+ years’ experience working in an industrial, construction, or similar position.


• 2+ years Industrial Environmental work experience


• Strong work ethic and capability to work safely outdoors without direct supervision.


• Good verbal and written communication skills.


• Basic computer proficiency – Microsoft Word, Excel, and Outlook.

PHYSICAL REQUIREMENTS:

Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs.  Must be able to tolerate all weather elements, loud conditions, vibrations, and airborne particles (sawdust).

PRE-EMPLOYMENT REQUIREMENTS:

As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.

 WHY JOIN IFG - IDAHO FOREST GROUP:

https://vizi.vizirecruiter.com/Idaho-Forest-Group-3199/index.html

IFG employees are the engine that drives our company’s culture and success. We value the diverse backgrounds, perspectives, and identities that team members bring to the job and recognize that it is often these experiences that fuel innovation. We are committed to building a workplace where diversity of thought, life experience, and family history are welcomed.

We recognize and highly value America’s veterans and especially believe the talents and ingenuity acquired through military service can help our company grow and thrive.

If you are an individual with disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@ifg.com.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Administrative

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