What are the responsibilities and job description for the AML/BSA Analyst position at Citadel?
Job Overview
This AML / BSA analyst is responsible for supporting the organizations compliance with the Bank Secrecy Act, USA Patriot Act, OFAC, and all other applicable anti-money laundering laws (collectively the AML / BSA program). This individual will support the AML / BSA compliance functions with focus on transaction monitoring, due diligence reviews, and regulatory reporting. This role is within the Compliance team within Risk Management.
The successful candidate will have a working knowledge of regulations affecting financial institutions, anti-money laundering & Bank Secrecy Act programs, account titling and CIP requirements, account opening procedures, and other directives surrounding sound banking practices.
Responsibilities
- Responsible for ensuring compliance with the Bank Secrecy Act, USA Patriot Act, OFAC, and all other applicable laws. Confirms and assists with policies and procedures to ensure adequacy and effectiveness in combatting money laundering.
- Responsible for reviewing of transaction monitoring scenarios over monitoring cash, ACH, Bill Pay, Cashier's Checks, and Wire Transfer transactions. Where required support the tuning exercise of the transaction monitoring application.
- Responsible for reviewing, investigating, and decisioning on potential AML / BSA / OFAC violations. Where required reporting matter to proper authorities (e.g., FinCEN, IRS, OFAC, etc.).
- Provide colleagues with guidance in determining when transactions require completion of any regulatory filings (e.g., CTR, SAR, etc.). Individual will support completion of filings in a timely and accurate manner.
- Support the customer onboarding process (i.e., Know Your Customer) with providing proactive and reactive advice regarding the customer identification program, customer due diligence, and enhanced due diligence.
Individual may support compliance reporting activities (e.g., risk assessment, reports to the Board of Directors, etc.)
Qualifications and Education Requirements
Certified Anti-Money Laundering Specialist (CAMS) designation from ACAMS is a plus.
Additional Skills / Notes
Ability to work independently as well as part of a team.
Performance Measurements
Performance is based on the Citadel corporate scorecard as well as departmental and individual goals.
Work Environment
Individual will be required to work in an office setting as well as those conducive to the financial services industry. This may involve standing, sitting, and walking around retail / administrative facilities. Individual can expect to work in a fast-paced environment which is constantly evolving. They will have a significant amount of interaction with customers, many of whom may be upset and / or agitated because of their situation. Candidate will spend a significant amount of time assessing information contained in on-line and hard-copy reports. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Demands
Position may include a reasonable amount of physical activity such as lifting (max. 25lbs.), carrying, standing, walking, sitting, typing, labeling, or reading for extended periods of time. Due to the nature of this position travel may be required. This candidate must be able to provide his or her own transportation for local travel.
EEO Statement
Citadel is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, other protected status, such as race, religion, color, national origin, sex, age. We maintain a drug-free workplace and may perform pre-employment substance abuse testing.
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)
