Musco Lighting Manager, Product Compliance in Oskaloosa, Iowa
Musco Sports Lighting R & D division is currently seeking a Manager of Product Compliance to work out of our Oskaloosa, IA or Urbandale, IA location. This critical role is responsible for providing direction and oversight to the Product Compliance department and for ensuring that all Musco products adhere to required EMC, safety, environmental, and energy regulations and standards.
Duties and Responsibilities
Establish department processes for securing and maintaining all necessary compliance certifications and approvals.
Help define compliance requirements for new and revised products.
Ensure regulatory certifications (e.g., UL, NOM, etc.) are maintained. Includes support for Musco manufacturing certifications.
Serve as the primary point of contact for internal and external testing teams.
Serve as the primary point of contact for regulatory and certification agencies. Provides reports and documentation to those agencies as required.
Assume the role of primary compliance engineer for at least one functional area: EMC, safety, or energy.
Works with the management team to establish department priorities.
Provides oversight and direction to the R&D compliance team.
Conducts team member performance appraisals.
Manage overall department budget.
Other duties as assigned.
Bachelor’s degree in engineering or relevant technical field.
Ten years of experience with product compliance issues and processes.
Ten years of experience working with regulatory and certification agencies.
Experience with electronic products strongly preferred.
Management experience strongly preferred.
Self-directed and self-motivated.
Good negotiation skills.
Excellent communication skills.
Strong ability to develop processes and procedures.
Strong attention to detail.
Ability to work effectively in a cross-functional environment and with all levels in an organization.
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)