Trade Compliance Analyst in Portage, MI at Stryker Corporation

Date Posted: 8/5/2019

Job Snapshot

Job Description

The Trade Compliance Analyst provides direction to Stryker’s internal business units to ensure achievement of goals and objectives through consistent oversight of all goods imported and exported on Stryker’s behalf. 

  • Responsible for the importing and exporting of Stryker goods 
  • Responsible for Trade system activities (reports, screening, clearance instructions) 
  • Responsible for import / export document creation, AES filing, FDA/tariff coding, metrics and record keeping 
  • Works cross functionally with legal, regulatory, finance, quality, IT, R&D, and operations teams to achieve Stryker’s mission, vision and objectives 
  • Develop and implement work instructions in partnership with trade compliance function to ensure end-to-end processes are documented and information is stored in appropriate libraries 
  • Participate and support cross divisional projects/initiatives

Education and Experience:

  • BA/BS required 
  • 0-2 years experience required.
  • Previous experience in customer service, logistics, warehousing or international trade preferred 
  • Excellent analytical, interpersonal and problem solving skills 
  • Must possess customer service, communication, research, and analytical skills. 
  • Ability to learn – FDA importing regulations, US Customs import/exporting regulations, export filing, USHTS coding, FDA product codes, international logistics (all modes), and recordkeeping.
  • Must possess valid driver license in the state of residence. 

Work From Home: No

Travel Percentage: Up to 25%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation 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.

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