Ask questions. I interview a lot of people and the ones who ask questions stand out a lot.

Some examples.
What was you accident rate last year?
What is your mission statement.
How many employees do you have?

Also do some research on the company and ask them questions they may not expect you to know.

How will you apply your background to our business?

Give examples of challenging situations that you solved and how you solved them.

Other than skiing, why do you want to work for Xyz Company?

Talk about a safety or business area at your current/former employer that you improved. How did you do make the improvement and how did you make that a lasting change.

We have to submit annual environmental reports for our back up electric generators, and we need to create an ergonomics program for our office. What areas have you worked in outside of safety programs.

Our maintenance guy is really set in his ways. How would you get him to change his work practices if he doesn't want to change?

I've tried to ask probing questions to find what the companies needs are & discuss my experiences that can help them. This allows you to establish credibility as well as understand the job & give your feedback on what you see their need is for an EHS role. If they ask typical HR questions, answer with examples & try to tie in how it relates to their need, again finding what their EHS needs are so you can relate your experiences for the next HR question. Hopefully they don't ask the cheesy questions like, "What's your biggest weakness?" or, "If you had a superpower...?". I love when a company is real & wants to discuss what they need - it allows you to be able to tell them you can do the job or they need someone else. I've told recruiters they need to be looking for someone with a lot more experience in an industry for certain positions because it was the right thing for the company, especially when dealing with the safety of people.

Be prepared to answer how you would handle pushback from an employee not following safety expectations.
Discuss your philosophy regarding safety - are you a relationship builder to achieve a specific safety culture or are you a safety cop gaining compliance thru policy and discipline? How does your philosophy align with the company?

I appreciate all the help. The interview went well. Several of the questions presented by you were asked by the interviewers.

I did find out a couple of things. Probably the most important is that I am the only external candidate they interviewed. Not sure if that is a good thing or a bad thing.

Describe your first 30 days at the job. How would they differentiate from the rest?

Just wanted to thank everyone for their assistance with this post. I have made it to the second round of interviews. There is one internal candidate and myself left in the process. The next interview will be with key members of the leadership including the COO and some department managers. I feeling pretty good about this. Out of all the candidates, I was the only outside candidate in that was invited to the original round of interviews.