- Lead new market notification and registration of new products, in collaboration with the legal department at Monster Energy Company and outside regulatory and legal counsel.
- Responsible for label compliance of both domestic and international products
- Responsible for formulation and labeling tweaks to ensure that our product lines are in compliance with regulations in international markets
- Responsible for keeping up and understand the regulatory environment and interpretation of regulations for food and dietary supplement and how our products are affected
- Ensure that all claims are substantiated through formulation and manage communication thereof to worldwide network of distributors/ health authorities.
- Manage Product Spec Sheets for new products in US or existing products adapted for new markets.
- Generate all formulation related paperwork that is needed for customs.
- Coordination of graphics development and product labeling with in- house marketing team and graphics team.
- Coordination with external parties (distributors, vendors, legal counsel, importers, authorities) to ensure that products are legally compliant
- Working towards a Bachelor's or Master's Degree in domestic or international regulations
- Language skills a plus, specifically Spanish.
- highly organized and able to work independently as well as in teams
- result-oriented, creative and able to multi-task.
- able to see what is relevant, prioritize and ask the right questions
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PAID INTERNSHIP - Corona, United States - Monster Energy
Description
Position Summary:Lead formula specification, registration from concept through to commercialization stage for products sold through the DSD division of Monster Energy Company. This person would also be responsible for all labeling development and regulatory aspects of can labeling and formulation for USA, and Latin America
Essential Job Functions:
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 c)
