Role search
Get a EHS Manager who can own site safety compliance programs. Also called Environmental Health and Safety Manager
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: The EHS Manager serves as the primary bridge between regulatory risk and operational output. Unlike a specialist who manages discrete tasks, this manager designs the site programs that dictate how supervisors handle hazards, manage waste, and maintain logs.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- EHS Manager
- Environmental Health and Safety Manager
The judgment call
What this hire really comes down to
The EHS Manager serves as the primary bridge between regulatory risk and operational output. Unlike a specialist who manages discrete tasks, this manager designs the site programs that dictate how supervisors handle hazards, manage waste, and maintain logs. The success of this hire depends on their ability to write safety standards that remain effective under heavy production loads.
This manager decides which safety protocols take priority based on actual site risk rather than theoretical checklists. They own the interaction with environmental agencies and state inspectors, requiring them to defend the site's recordkeeping under scrutiny. The hire must translate complex regulatory shifts into clear actions for the staff.
What we check
What we check before you see anyone
- We verify their experience managing OSHA compliance programs. We require evidence that they have authored or significantly revised programs like LOTO, machine guarding, and hazardous communication. We probe for their ability to adapt these programs to specific equipment types rather than using off-the-shelf templates. A candidate must show how they updated training schedules when the site added new machinery or changed workflow.
- We audit their history of incident investigation and data management. We look for a clear, documented process for conducting root cause analysis after an injury or near-miss. We check if their corrective actions resulted in physical changes to the floor environment, such as redesigned guards or altered traffic patterns. We ask for specific examples of how they tracked long-term trends to prevent repeat incidents.
- We evaluate their environmental permit management and reporting track record. We ask them to detail their process for handling air emission permits, storm water plans, and hazardous waste manifests. We look for evidence of successful audit outcomes and their ability to keep reporting calendars on track. They must demonstrate a deep understanding of the specific reporting requirements for your facility's chemical storage and disposal systems.
- We assess their ability to manage a team or influence cross-functional departments. We look for examples of how they coached non-safety managers on regulatory compliance. We check their experience handling internal conflicts between maintenance schedules and mandatory safety audits. They must show that they can document their decisions to protect the company while maintaining the facility's legal compliance posture.
Sourcing
Where we find them
We look for candidates currently in management roles at industrial or manufacturing facilities. These individuals have moved past individual contributor tasks and now manage the budgets, staffing, and long-term regulatory strategy for a site. They understand that safety is a constant operational factor. We identify those who have successfully handled complex OSHA inspections or environmental permit renewals while maintaining production uptime.
We also recruit from industrial safety leadership roles where candidates have moved through several different site environments. These managers often look for new challenges because they have finished a large-scale project, such as implementing a new PSM program or correcting a poor compliance history. They move to new organizations to apply their systems and leadership habits in a new setting.
Where searches go wrong
Mistakes we see
- Hiring managers often select candidates with extensive corporate policy experience who lack direct floor-level experience. These hires write excellent documents that fail to function when operators actually try to use them on the floor.
- Candidates who focus exclusively on one specialty, such as environmental permitting, often struggle when asked to lead a full EHS program. They may miss critical safety hazards because their background is too narrow to cover machine guarding or industrial hygiene.
- Employers frequently hire for certifications without checking the candidate's actual history of site enforcement. A certification confirms the person has passed a test, but it does not prove they can force a production supervisor to stop a machine for a necessary safety inspection.
The search
How the EHS Manager search runs
- We define the scope by identifying your primary regulatory risks, whether those involve chemical handling, machine safety, or environmental reporting. We prioritize candidates who have successfully managed the specific permits and programs that your site requires to operate legally.
- We conduct screen interviews to verify their technical history and leadership style. We look for stories where they had to push back against production pressure to enforce a critical safety requirement. We also check their specific experience with the local and state agencies that oversee your facility.
- We present candidates who have the authority to lead and the hands-on experience to fix programs immediately. We include details about their past work with incident data and recordkeeping, so you can confirm their ability to keep your facility audit-ready from day one.
Questions
What is the difference between an EHS Manager and an EHS Specialist?
An EHS Manager holds the responsibility for the site programs, budgets, and inspector interactions. A specialist focuses on the technical implementation of specific tasks or records.
Do you verify the candidate's knowledge of my specific industry hazards?
Yes, we screen candidates based on the exact hazards present at your facility. We confirm their experience with relevant OSHA standards for your specific equipment and chemical usage.
How do you ensure they can handle a real inspection?
We ask for specific examples of past agency visits where the candidate managed the documentation and the inspector's request. We verify their ability to organize records before an emergency arises.
Can this manager help with internal training?
Yes, their role includes developing and delivering training programs that meet compliance standards. They are expected to ensure that all staff understand and follow the updated safety protocols.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
EHS Manager by industry and related roles
Executive roles above this one
More Quality, Validation & EHS roles
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.