Untitled Document

Position Title: Export Compliance Manager - Compliance

Reports To: Vice President, Export Compliance

Location: Troy, MI

Business Group:

Function:

Overview:

ArvinMeritor is committed to comply fully with all applicable United States and non-U.S. export control laws and regulations. The incumbent will be responsible for supporting the development, implementation, and management of ArvinMeritor's corporate export compliance program.

Dimensions:

Position will be responsible for enabling company's potential in overseas markets while ensuring company compliance.

Principle Accountabilities:

Provides expert advice and guidance concerning the requirements and obligations of exporting under the International Traffic and Arms Regulations (ITAR), Export Administration Regulations (EAR), Office of Foreign Assets Controls (OFAC) and other non-U.S. export laws.
Implements and maintains corporate best practices and guidelines to ensure compliance consistency and accuracy with U.S. and non-U.S. export laws and regulations. Works with business units and functions to ensure requirements are incorporated into local work instructions.
Conducts export compliance training throughout company. Advances organizational knowledge and practice of compliance requirements and procedures.
Works with engineering and procurement functions to facilitate accurate product and technology jurisdiction/classification determinations.
Provides direction to any business unit or function embarking on a new venture or country opportunity as to the export regulatory implications.
Maintains company's registrations as an exporter with the Directorate of Defense Trade Controls (DDTC) and permanent importer of USML items with the Bureau of Alcohol, Tobacco, and Firearms (BATF).
Participates in reviews and investigations of potential non-compliance matters.
Conducts self-assessments and supports audits of business operations. Directs corrective actions as necessary.
Supports other export compliance initiatives, as required.

Competencies: {See attached summary of competencies}

1. Operates with a Global Perspective

2. Is Committed to Customers

3. Drives for Continuous Improvement

4. Builds Teams

5. Demonstrates Integrity

6. Champions Change

7. Possesses Technical Excellence

Education/Experience:

BS/BA Degree in Business Administration or related area required. MBA, JD, and/or Certified U.S. Export Compliance Officer (CUSECO) Certification preferred.
Five or more years of ITAR, EAR, OFAC, BATF, or other regulatory experience in an industry environment preferred. Knowledge of non-U.S. export laws preferred.
Self-motivated team player able to function with limited oversight.
Strong analytical, organizational, and process improvement skills.
Excellent interpersonal and communication skills with ability to discuss problematic issues at all levels within the company.
Ability to build strong customer service relationships.
Strong writing skills; experience in drafting and processing licenses, agreements, reports, and presentations.

Leadership Competency Checklist

{Use this list to identify the 6 to 7 most critical competencies necessary for this position. Please include these competencies on the Position Description.}

Envisions the Future: Have a clear vision for the future of the business or part of the organization; convey a sense of purpose and mission that captures the imagination of others; recognize when it is time to shift strategic direction in own part of the organization; maintain a long-term, big-picture view of the business or the organization; see and develop new markets and market opportunities.

Thinks Conceptually/Intuitively: Link problems and symptoms to identify underlying issues and root causes; focus on important information without getting bogged down in unnecessary detail; define issues clearly despite incomplete or ambiguous information; creatively integrates different ideas and perspectives; approach problems from a systems perspective, seeing connections, linkages, and interdependencies.

Operates with a Global Perspective: Position the business within the global marketplace; operate considering a global, not national, perspective; adapt business policies and practices to fit local cultures and situations; effectively manage people in countries other than your own; encourage and value differences in experience and perspective in the organization’s global talent base; help others develop a global mindset.

Sets Direction: Have thorough knowledge of this industry's history and growth patterns; display insight into competitors’ and potential competitors’ strengths, weaknesses, and strategies; demonstrate ability to achieve advances which change the rules of competition; develop strategies to enhance the organization’s competitiveness; translate business strategies into clear objectives and tactics; align own part of the organization and allocate resources according to strategic priorities.

Makes Sound Decisions: Make sound decisions in a timely manner; make decisions despite ambiguity or uncertainty; make tough, unpopular decisions when necessary; consider the perspectives of other individuals or groups when making decisions.

Takes Risks: Create and implement innovative ideas and approaches; challenge the status quo; stimulate others to think critically, experiment and try new approaches; treat mistakes as learning opportunities; take calculated business risks (i.e., nonsafety and nonlegal related) to achieve breakthrough results; champion ideas in the face of obstacles and challenges.

Attracts, Selects and Retains Talent: Identify short and long-term human resource needs of the organization; attract people with diverse backgrounds and complementary skills; assess and select the highest quality people; place people in assignments based upon the fit between their capabilities, role requirements, and development needs; use the company selection, performance management, career development, and reward processes to optimize employee contributions; take decisive and respectful action to improve or remove low performers.

Is Committed to Customers: Meet commitments to internal and external customers on time; continually search for ways to improve customer service; seek and use feedback from customers; focus the organization on efforts that identify and add significant value to customers; consistently drive for increased responsiveness and pro-activity, especially in regard to meeting and anticipating customer needs.

Drives for Continuous Improvement: Use metrics and performance measures to track progress; drive rigorous internal and external benchmarking of performance; redesign or ask others to redesign systems and processes to increase effectiveness; create an environment in which no one tolerates complacency; eliminate roadblocks, barriers, and inefficiencies; quickly embrace new technology to increase capabilities.

Fosters Open Communication: Promote open discussion of ideas; provide others with open access to information; listen and respond to input and concerns expressed by others; encourage communication and information flow across boundaries; foster the use of technology to improve communication with others.

Empowers People: Treat people fairly and with respect; establish and communicate high performance standards and expectations; convey trust in people’s competency to do their jobs; use a developmental approach for delegating responsibility to the lowest appropriate level; are actively involved and accessible for ideas, help, and support; foster an environment in which individuals and teams are accountable for their own success and can make a difference.

Coaches/Develops Others: Accurately identify strengths and development needs in others; give clear, motivating, and constructive feedback; coach others in the development of their skills; provide challenging assignments, training and opportunities for development; adapt approach to motivate each individual.

Builds Teams: Foster the development of a common vision with teams; involve team members in shaping plans and decisions that affect them; create a feeling of energy, excitement, and personal investment in team performance; celebrate and reward teams for significant organizational achievements; promote collaboration and remove obstacles to teamwork.

Acts as a Role Model: Share visibility and credit; role model the White Shirt cultural tenets of respect for others, personal humility, and commitment to employee involvement; inspire others to follow without relying solely on authority; know when to lead and when to follow; exhibit decency, tolerance, respect for others, and appreciation of differences; demonstrate adaptability, flexibility and resilience.

Demonstrates Integrity: Have the confidence and trust of others; deliver on commitments; show consistency between words and actions; demonstrate behavior consistent with ArvinMeritor's ethical standards.

Champions Change: Champion new initiatives and changes that increase individual and organizational effectiveness; involve others in the change process; set up or champion needed systems and structures to support changes; orchestrate the pace and process of change to maintain operating effectiveness.

Influences Others: Negotiate persuasively; influence and shape the decisions of others; build common ground and work through issues or conflicts to create win/win results; persuasively promote and sell ideas.

Values Learning: Seek feedback to enhance performance; create an environment that rewards critical self-assessment and challenges others to learn from experience and mistakes; learn from the successes and failures of self and others; adapt behavior in response to feedback and experience; accept criticism openly and non-defensively; establish expectations, processes, and systems to ensure continual individual and organizational learning.

Drive for Business Results: Understand and use key financial indicators to exceed aggressive financial goals; demonstrate a consistent record of achieving strong results and outstanding accomplishments; effectively balance long-term objectives with near-term financial objectives; build an environment in which employees demonstrate a sense of personal ownership and investment in business success; consistently demonstrate strong personal commitment to the organization's success; establish and manage against a balanced scorecard, including the needs of employees, customers, shareowners, and community.

Possesses Technical Excellence: Are a credible technical leader; keep up to date on professional/technical developments and industry practices; develop an appropriate depth of expertise in technical areas; support the development of technical excellence in others; willingly try novel approaches to solve technical problems.

Education and Experience Checklist

{Use this checklist to identify the minimum education, skills and both the type of and years of prior work experience needed to fully perform this position. Please include this information on the Position Description.}

	Education / Certification
X	Bachelor degree in Business Administration or related field	Required X	Preferred
X	Advance degree in MBA/JD	Required	Preferred X
X	Professional Certification - Certified US Export Compliance Officer (CUSECO) - Preferred
X	Trade / Professional Association Participation
	Other (please specify)

	Work Experience
X	Total # Years experience in Export Compliance (5+)	Required	Preferred X
	Corporate Office Experience
X	Field / Plant Experience
	International assignment exposure
X	Manufacturing Experience
	Experience in Auto Industry preferred
	Experience implementing ISO and QS systems
	Managerial or supervisory experience
	Profit & Loss responsibility
	Other (please specify)

	Job Specific Knowledge & Skills
X	Solid understanding of ITAR, EAR, and OFAC Regulations; Knowledge of non-US export compliance laws - preferred
	Technical Knowledge / Skill
X	Cross-functional Experience (please specify) Programs Management, Contracts, or Supply Chain - Preferred
	Additional Language requirements (please specify)
	Other (please specify)