Sr. Drug & Alcohol Program Manager

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United Site Services is the industry leader in comprehensive site services, committed to creating partnerships that help enable our customers’ project and event success. Our deep industry expertise, excellence in process management, and dedication to corporate responsibility are pillars of our value proposition; each supported by tangible, best-practice programs.

Our success is fueled by the dedication and collaboration of our diverse team, which includes field technicians, customer care representatives, sales professionals, and functional experts. Each member of our team plays a vital role in ensuring a seamless and reliable experience for our customers.

By joining United Site Services, you will be part of an organization that values continuous improvement, teamwork, and excellence in every aspect of our business.

The Senior Drug & Alcohol Program Manager leads the company's drug and alcohol testing program for the entire driver workforce, including both CDL drivers subject to federal DOT/FMCSA regulations and non-CDL drivers covered under the company's internal policy. This role serves as (or directly oversees) the Designated Employer Representative (DER), ensuring the CDL program is fully compliant with 49 CFR Parts 40 and 382, while administering a parallel, consistent testing program for non-CDL drivers to uphold the same safety standards across the entire fleet.

The position will oversee pre-employment, random, post-accident, reasonable suspicion, return-to-duty, follow-up testing, and all non-DOT & DOT client site-specific testing requirements, programs, and vendors.

• Program Oversight: Manage the company's drug and alcohol testing program for both CDL drivers (federally mandated under 49 CFR Parts 40 and 382) and non-CDL drivers (company policy, generally modeled on DOT standards), ensuring consistent standards while tracking which rules are federally required versus internally adopted.
• Designated Employer Representative (DER): Serve as or directly supervise the DER, acting as the primary point of contact for test results, and authorized to make decisions on the CDL program including immediate removal of drivers from safety-sensitive duties upon a violation.
• Testing Administration: Coordinate pre-employment, random, post-accident, reasonable suspicion, return-to-duty, and follow-up testing for CDL drivers per Part 382, and administer an equivalent testing schedule for non-CDL drivers under company policy.
• Random Selection & Rate Compliance: Maintain random testing pools for both driver populations and ensure selection rates meet or exceed the annual minimum rates set by FMCSA for the CDL pool, applying a comparable standard to the non-CDL pool.
• Clearinghouse Management: Execute required queries and reporting in the FMCSA Commercial Driver's License Drug and Alcohol Clearinghouse for all CDL drivers.
• Vendor & C/TPA Oversight: Manage relationships with Consortium/Third-Party Administrator (C/TPA), Medical Review Officers (MROs), collection sites, and Substance Abuse Professionals (SAPs) supporting both driver populations.
• Incident Response: Provide timely coordination of post-accident and reasonable suspicion testing for all drivers, ensuring CDL cases meet federal legal timeframes and non-CDL cases follow company protocol.
• Policy Enforcement: Remove any driver — CDL or non-CDL — from safety-sensitive duties immediately upon a policy violation, and coordinate referrals to SAPs or the Employee Assistance Program (EAP) as applicable.
• Supervisor Training: Coordinate and track the mandatory two-hour reasonable-suspicion training (one hour alcohol, one hour-controlled substances) required for supervisors of CDL drivers under §382.603 and extend equivalent training to supervisors of non-CDL drivers.
• Recordkeeping & Reporting: Maintain confidential testing records for all drivers and keep audit ready Management Information System (MIS) documentation for each of the 11 USDOT numbers individually, ready for submission if selected under FMCSA's annual MIS data collection; maintain parallel documentation for the non-CDL program to support internal audits.
• Policy Development: Draft, maintain, and update the written drug and alcohol policy to clearly distinguish federally required CDL provisions from company-adopted non-CDL provisions, keeping both current with regulatory changes.
• Cross-Functional Partnership: Partner with HR, Safety, Legal, and Operations to align testing practices, investigate violations, and support consistent enforcement across all driver classifications.
• Client / Site Specific Random & Background Screening Program: Manage random testing pools for driver populations assigned to client sites that required on-site, extended panel D&A testing.
• Assist field-based operations personnel with the interpretation and implementation of policies and Procedures related USS’ Drug & Alcohol testing policy.
• Perform other FMCSA compliance related duties as assigned.

SUPERVISORY RESPONSIBILITIES
This position has no direct supervisory responsibilities.

EDUCATION

Minimum 4 year / bachelor’s degree in human resources, Occupational Safety, or a related field, or equivalent professional experience 

EXPERIENCE

3+ years

• Experience administering a DOT-mandated drug and alcohol testing program; prior experience managing testing for a mixed CDL / non-CDL workforce, multiple USDOT numbers, and a third-party consortium (C/TPA) is a plus.
• Working knowledge of 49 CFR Part 40 and Part 382, FMCSA Clearinghouse requirements, and DER responsibilities. DER certification preferred and/or reasonable suspicion training certification.
• Strong documentation and recordkeeping discipline; sound judgment and confidentiality in handling sensitive personnel matters and PII; clear communication with supervisors, drivers, and vendors; ability to manage multiple compliance deadlines.

ADDITIONAL KNOWLEDGE, SKILLS, AND ABILITIES

• Proficient in Microsoft Office Skills (Excel, Word, PowerPoint etc.)
• Strong communication, teamwork, analytics, and judgment
• Able to maintain confidentiality in matters involving personnel and patient issues
• Strong communicator able to take initiative and function independently
• Must be capable of making people management decisions
• Self-starter and able to work with minimal supervision

• Sit while answering phones or reply to emails
• Use hands and fingers to handle, control or feel objects tools or controls
• Repeat the same movements when entering data
• See details of objects that are less than a few feet away
• Speak clearly so listeners can understand
• Understand the speech of another person
• Focus on one source of sound and ignore others
• Hear sounds and recognize the difference between them
• See differences between colors, shades and brightness 

All full-time employees working an average of 30 hours or more per week are eligible for the following benefits:

• Holiday & Paid Time Off (pro-rated for Part-Time employees)
• Medical/Pharmacy
• Dental
• Vision
• Employer-Paid Short-Term Disability
• Employer-Paid Employee Basic Life & Accidental Death and Dismemberment
• Voluntary Employee Life & Accidental Death and Dismemberment
• Voluntary Spousal Life
• Voluntary Dependent Life
• Hospital Indemnity, Accident and Critical Illness
• Commuter/Transit Account
• Healthcare Flexible Spending Account
• Dependent Care Flexible Spending Account
• Health Savings Account 
• 401(k) with employer match
• Employer-Paid Employee Assistance Program (EAP)
• Employee Discounts

Some positions may require secure site access and/or domestic air travel. All candidates for positions which require secure site access and/or domestic air travel must possess an acceptable form of identification to comply with state and federal regulations, such as REAL ID-compliant driver’s license or state ID, or U.S. passport. This statement is not intended to require documentation beyond what is acceptable under the federal I-9 form process administered by the U.S. Citizenship and Immigration Services (USCIS); and should not be construed as creating additional employment eligibility verification requirements.

United Site Services is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: race, color, religion, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation , gender identity , age (40 and over), national origin or ancestry, citizenship status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status or any other status protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and co-workers.

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