What are the responsibilities and job description for the Fraud Data Analyst, Chelmsford, MA, Hybrid, Full-Time position at Digital Federal Credit Union / DCU?
Schedule
Mon - Fri: 8 AM - 5 PM (40 Hours)
What You’ll Do
Summary/Objective:
The Risk Management Fraud Data Analyst is responsible for analyzing, troubleshooting and applying constructive rule-based solutions to member debit and credit card fraud as well as device management and member authentication solutions platforms.
Essential Functions:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Perform analyses on debit/credit card portfolio to identify transactional fraud patterns, and recommend courses of action to help mitigate additional related fraud and potential losses
- Ability to write, test, and publish card rules based on identified fraud trends to help minimize member’s exposure
- Provide scheduled and ad hoc statistical analysis and summary reporting to management
- Acquire and maintain knowledge of VISA DPS, Visa Data Manager (VDM) and regulations, rules and strategies, and technologies concerning the detection, prevention, and mitigation of fraud for network transactions
- Monitor and maintain card related fraud/LP procedures within the department
- Manage, report and conduct performance analysis on other fraud rules-based platforms related to device management and integrity as well as member authentication platforms. Trans Union Device Risk, Device Based Authentication, SentiLink and Prove are examples of this.
- Familiarity with account opening platforms is preferred (fiVISION Account Works as an example)
- As requested by management, research and report on high-risk transactions across all payment channels and analyze patterns in response to emerging fraud risks across the business
- Complete all required Bank Secrecy Act related training annually and maintain an ongoing in-depth knowledge of DCU BSA policies and regulatory requirements
- Interface and collaborate with Card Services Operations personnel on card fraud related topics such as current fraud dispute trends, rules performance, card reissue decisions, etc.
- Perform other duties as assigned
What You’ll Need
Education and Experience Requirements:
- BA/BS and/or certification in data analytics preferred
- Minimum 2-3 years’ experience in debit and/or credit card fraud analytics and card operations is required
- Familiarity with fraud device management and customer/member authentication solutions
- Experience within the financial services industry to include knowledge of relevant regulations also preferred
Additional Eligibility Requirements:
- Excellent communication and presentation skills
- Proficient in use of Microsoft Office
- Detail oriented
- Excellent writing skills
- Ability to handle multiple priorities
- Excellent organizational skills with attention to detail
What We Do
DCU is the largest credit union headquartered in New England – serving more than one million members in all 50 states. With over 1,900 team members, we strive to make DCU a great place to work with an excellent work-life balance, and a community that cares.
DCU is an equal opportunity employer, and we value diversity, inclusion, and equity at our company. We evaluate qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
If you’re applying for a job and need a reasonable accommodation for any part of the employment process, please send an email to careers@dcu.org and let us know the nature of your request and contact information. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this email address.
#INDLW #LI-HYBRID #LI-JL1
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)
