IDC Compliance Operations Manager in Deerfield, Illinois

Primary Purpose

Responsible for developing Compliance policies and procedures, training management and associates, reviewing policy and procedure for compliance with Federal, State, and Local regulation, assessing emerging issues and liabilities, reporting compliance activities and audit/ review findings to Senior Leadership, and ensuring corrective action and effectiveness. Specific emphasis in compliance in the areas of DOT Hazmat regulations.

Primary Responsibilities

  • Leads the development and implementation of Compliance Policy and Procedure.
  • Trains management and associates in Compliance Policy and Procedures.
  • Reviews Policy and Procedure for compliance with Federal, State, and Local law.
  • Ensures corrective actions are implemented and effective.
  • Supports all functional groups with questions, audits, and reviews of compliance related topics.
  • Identifies emerging issues and assessing potential liabilities within the enterprise.
  • Reports compliance activities and audit/ review findings to senior management and/ or Board.
  • Understands and demonstrates Essendant’s Core Values.
  • Performs other duties as assigned.


  • Excellent teamwork skills and ability to partner with others to achieve optimum results for the organization.
  • Excellent verbal and written communication skills.
  • Strong proficiency in Microsoft Office and familiarity with Distribution Management Systems.
  • Ability to prioritize, multi-task, and maintain flexibility in a fast-paced, service oriented, changing environment.


Bachelors or better



Food Safety and Defense: some experience with an FDA Food Safety program preferred.

Current DOT or IMDG certifications required.

Hazardous Materials Transportation: Minimum 5 years of experience in managing supply chain activity (receiving, storing, shipping of regulated materials) and training activity of associates.

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.

Posted: July 29, 2017