Shire Jobs

Description

This position is a member of PACS Global Trade Compliance team who, through research, knowledge of trade regulations and effective analysis, will support PACS’ global trade compliance program and efforts by managing projects, developing, and implementing procedures, identifying gaps and assisting with the resolution of issues.

Responsibilities:

• Assist the Global Trade Compliance Manager in building a sustainable import and export compliance program for all PACS.

• Analyze and collect data from internal and external partners to support policies and functions, including Harmonized Tariff Schedule (HTS) classification, Country of Origin (COO), Valuation, Free Trade Agreement (FTA), Partner Government Agency (PGA), Export Controls, Restricted Party Screening, Sanctioned Countries and Antiboycott issues.

• Build and run reports from the Automated Commercial Environment (ACE) and similar systems to support needs;

• Manage internal import and export compliance audits and assist with managing external audits from government customs agencies.

• Manage with compliance reporting, data mining and analysis, and metrics reporting.

• Facilitate and manage a broker performance metrics system.

• Manage trade compliance issues as necessary, such as building project plans, connecting resources to find solutions, and documenting resolutions and remediation plans.

• Maintain accurate data and record keeping.

• Work with each company and brokers to ensure proper classification, valuation, and other key data elements for customs entries.

• Implement the creation of employee communication and training programs to foster cross-functional understanding of global trade compliance.

• Maintain current knowledge of laws, regulations and industry guidance that impact the company's trade compliance program.

• Provide leadership oversight as required. Assist in developing and coaching team members.

Requirements:

• BS/BA degree or equivalent experience

• Minimum of 3 years trade compliance experience including some global experience

• Candidates who are willing to pursue becoming a Certified Customs Specialist (CCS) or Licensed Customs Broker (LCB) are preferred.

• Subject matter expertise in HTS classification, ACE reporting, and US and Canada customs entry process

• Demonstrated ability in HTS classification, country of origin determination, and customs valuation

• Detailed and Analytical

• Strong written and verbal communication

• Well-developed organizational, priority management and planning skills

• Exceptional communication and interpersonal skills

• Proven problem solving and decision-making skills

• Strong knowledge of Microsoft Office tools, including proficiency in Microsoft Excel

• Proven ability to deal with ambiguous environment

• Ability to travel approximately 10%

So, what are you waiting for? A new career awaits you with endless opportunities.

Bunzl is a global leader in the Cleaning & Hygiene, Food Processing, Grocery, Health Care, Non-Food Retail, and Safety industries. We have grown both organically and through acquisitions to sales in excess of $10 billion. Bunzl North America is headquartered in St. Louis, Missouri. Bunzl North America owns and operates more than 100 warehouses and serves all 50 states, Puerto Rico, Canada and parts of the Caribbean and Mexico. With more than 5,000 employees and 400,000 plus supplies, Bunzl is regarded as a leading supplier in North America.

Bunzl Distribution offers competitive salaries, a comfortable work environment, and a full range of benefits including a 401k with a company match.

Bunzl Distribution has a tradition of commitment to equal employment opportunity. It is the established policy to attract and retain the best qualified people without regard to race, color, religion, national origin, sex/gender (including pregnancy), sexual orientation, age, disability or veteran status as provided by law.

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)