Workplace safety isn’t just a seasonal focus — it’s a commitment that needs consistent attention.
But here’s the reality: too many safety efforts lose steam because no one owns them. Posters are hung, trainings are held — but without clear ownership, lasting change rarely happens.
If you implement just one initiative, let it be this:
In one facility, following the implementation of a dedicated safety manager in 2022, we saw these results:
| Year | Total Recordable Incident Rate (TRIR) |
| 2020 | 11.26% |
| 2021 | 12.86% |
| 2022 (Safety Manager hired) | 4.52% |
| 2023 | 4.30% |
| 2024 | 1.06% |
| 2025 | 0.00% |
It’s simple and highly effective: appoint a clear safety owner — someone empowered and accountable for driving safety initiatives and culture. Here's why it works:
When safety is “everyone’s job,” it often becomes no one’s job.
A designated safety owner ensures:
Consistent follow-up on safety issues and near misses
Central coordination of safety initiatives across departments
Regular reporting to leadership, ensuring transparency and progress
According to a study by the National Safety Council, organizations with clear safety ownership report 30% fewer incidents than those without.
Safety isn’t a “set it and forget it” function — it requires daily focus.
A safety owner:
Drives initiatives forward across shifts, teams, and time
Champions innovation in safety practices and tools
Keeps training relevant by ensuring updates and refreshers are timely
OSHA data shows that consistent safety leadership reduces lagging safety metrics like incident rate and time lost by over 40% in high-risk industries.
Culture is built through daily actions. The safety owner becomes the face of safety on the ground.
They:
Model safe behavior for others to emulate
Coach and mentor supervisors and frontline staff
Reinforce values that make safety an integral part of “how we do things here”
Companies with strong safety cultures are 5x more likely to engage employees in hazard reporting and continuous improvement efforts.
This is a strategic decision. You’re not just assigning a task — you’re empowering a leader.
Look for someone who:
Earns respect and trust from peers
Has a proactive, solutions-oriented mindset
Avoid common pitfalls:
Don’t assign someone just because they’re available
Don’t pile it onto an already maxed-out employee
Don’t forget to give them real authority and support
Need help preparing safety leaders? Ask us about our Lead the Way program — a practical leadership training series designed for frontline impact.
A successful safety owner needs a clear scope. Include responsibilities like:
Tracking incidents and closing corrective actions
Leading toolbox talks, audits, and inspections
Collaborating with HR, Operations, and Talent Acquisition on safe hiring and onboarding
Reporting regularly to leadership with actionable insights
Tip: Write a short role charter and share it broadly. Clarity builds credibility.
Empower your safety owner with:
Training and tools: Give them the know-how to lead confidently
Time and space: Prioritize this role in their workload
Recognition and visibility: Celebrate wins, spotlight their work, and reinforce their leadership
Even informal recognition — a shoutout at an all-hands meeting or in the company newsletter — goes a long way toward making safety visible and valued.
Ask yourself: Does your safety owner (and the rest of the team) have a crystal-clear understanding of their role?
Review their current job description or documented expectations.
Confirm they know what metrics they’re responsible for (e.g. incident rate reductions, training completion, participation in walk-throughs).
Ensure frontline supervisors and team members know who the Safety Owner is — and how to engage with them.
Safety owners drive culture through consistent communication. Evaluate:
How often are safety meetings and toolbox talks happening?
Is the owner visibly engaging with all shifts and teams?
Are safety updates reaching leadership — and are leaders reinforcing them?
A safety owner needs more than a title — they need visible leadership support and tangible resources. Ask:
Does your safety owner have time carved out to fulfill their role effectively?
Are they provided with proper training, tools, and budget (if needed)?
Are wins being celebrated, and lessons learned being shared facility-wide?
HTI partners with manufacturers to build safer, more productive workplaces — through TA, HR strategy, and safety leadership. If you’d like help launching or enhancing your safety program or finding the right fit to own safety at your facility, we’re here to support you.