Eaton Electrical Division is seeking a Trade Compliance Analyst to lead Trade Agreements Act (TAA) and Country of Origin (COO) compliance for IT and datacenter power products, including UPS systems, power distribution equipment, rack power solutions, and related accessories. This role will be hybrid (3 days in office / 2 days in home office).
This role serves as the technical authority for trade compliance, partnering closely with supply chain, manufacturing, engineering, and legal teams to ensure products meet U.S. government procurement and global trade requirements. Product safety and regulatory compliance (UL/IEC) responsibilities will support and complement trade compliance efforts but are secondary to TAA and COO ownership.
The expected annual salary range for this role is $86,000 - $126,000 a year.
Please note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.
What you'll do:
- Serve as the primary owner for Trade Compliance for IT and datacenter power products, including UPS systems, power distribution equipment, rack power solutions, and accessories.
- Lead Trade Agreements Act (TAA) compliance activities, including product eligibility assessments, ongoing compliance maintenance, and support for U.S. government and regulated customers.
- Perform and document Country of Origin (COO) determinations using substantial transformation analysis, partnering with supply chain, manufacturing, and legal teams.
- Evaluate the impact of: Global manufacturing locations; Supplier selections and changes; BOM, process, and site transfers on TAA and COO compliance.
- Develop, maintain, and defend trade compliance documentation, traceability records, and audit ready substantiation.
- Serve as the subject matter expert for trade compliance inquiries, audits, and contractual requirements.
- Monitor changes in trade regulations and government procurement rules and assess their impact on existing and future products.
- Participate in new product introduction (NPI) and change management processes to ensure trade compliance by design.
- Support product safety and regulatory compliance activities as a secondary responsibility
- Support safety certification maintenance and assessments related to design, supplier, or manufacturing changes.
- Collaborate cross functionally to balance regulatory, trade, and business requirements across the product lifecycle.
This role could be the next step in your career if you demonstrate the following experience:- Bachelor's degree in Engineering, Supply Chain, International Trade, or a related technical field.
- Minimum of five (5) years of experience in trade compliance, regulatory compliance, or related engineering/compliance roles.
You will set yourself apart by demonstrating some or all of the following:- Experience supporting U.S. government or public sector customers.
- Exposure to multi site global manufacturing environments.
- Experience supporting IT infrastructure, datacenter power, or power electronics products.
- Working familiarity with UL and IEC product safety standards.
We will not consider candidates who:- No relocation is being offered for this role. Only candidates within a 50-mile radius of Woodridge, IL will be considered. Active Duty Military Service member candidates are exempt from the geographical area.
- Eaton will not consider applicants for employment immigration sponsorship or support for this position. This means that Eaton will not support any CPT, OPT, or STEM OPT plans, F-1 to H-1B, H-1B cap registration, O-1, E-3, TN status, I-485 job portability, etc
Keys to role success:- Experience with Trade Agreements Act (TAA)
- Experience with Country of Origin (COO) determinations
- Strong understanding of global manufacturing and sourcing impacts on trade compliance.
- Ability to interpret complex regulations and apply them pragmatically to real products.
- Experience working cross functionally with engineering, supply chain, and legal teams.
- Strong communication and documentation skills.#LI-LR1
All positions may require participation in video and in-person interviews as part of the hiring process. All candidates will be evaluated based on job-related competencies, and all candidates' privacy rights and data security will be protected in accordance with applicable laws.
We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.
Eaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.
You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.
To request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.
We know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.
