Description

　　MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company’s success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability.

　　The Compliance Manager shall ensure that the following compliance activities are implemented by appropriate personnel. This position shall also ensure that workers follow compliance policies and procedures within their assigned region.

　　Major Responsibilities/Activities:

　　Manage and administer compliance programs and provide operational oversight associated with compliance policies and procedures.

　　Enforce Compliance department policies and procedures and promote a positive quality and safety culture.

　　Review contracts for compliance related requirements.

　　Initiate, document, and implement the corrective action program, including root cause analysis and evaluation of the effectiveness of the preventive actions.

　　Assist in the internal auditing process.

　　Host external regulatory, customer and accreditation audits.

　　Report periodic assessments (scorecards) to divisional and regional management.

　　Provide, and document training for compliance and technical related activities.

　　Document and disposition nonconformance.

　　Manage compliance related information, data, and the associate records.

　　Submit customer contact information for customer surveys, investigate and document customer complaints.

　　Participate in investigations of ethical and technical deviations.

　　Minimum Requirements:

　　Strong skills in Microsoft Office suite, especially Word, Excel, and Power Point.

　　Have ability to write and speak English.

　　Pass a pre-employment drug screen and background check.

　　Ability to work collaboratively as part of a cohesive team, as well as the ability to work independently with minimal supervision.

　　Flexibility regarding scheduling (open to working nights or days for auditing).

　　Excellent written and verbal communication skills.

　　Must adhere to all Mistras Compliance requirements.

　　Must adhere to all Mistras Human Resource requirements.

　　Essential Physical Functions:

　　No specific physical requirements defined.This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

　　Note to Applicants:

　　Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

　　Note to Rhode Island Applicants: The company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the states worker's compensation law.

　　Initial ( if applicable) Massachusetts Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

　　Initial ( if applicable): Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

　　Mistras Group, Inc. is an Equal Opportunity Employer/Veterans/Disabled:

　　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)