Vice President and BSA Compliance Officer

The Bank Secrecy Act (BSA) Compliance Officer is responsible for coordinating the development, implementation and administration of all aspects of corporate-wide Bank Secrecy Act (BSA) Compliance Program. This position monitors compliance with state and federal Bank Secrecy Act (BSA), USA PATRIOT Act, Anti-Laundering (AML), and OFAC laws and regulations.

Job Duties:

• Coordinate and oversee an effective BSA/AML/OFAC Compliance Program in line with current industry best practices, regulatory guidance and requirements.
• Manage BSA staff, Chair BSA Committee, member of Fraud Committee.
• Manage and prepare documentation for BSA/AML related exams and audits.
• Enhance, develop, implement and administer the BSA/AML/OFAC/USA Patriot Act monitoring systems to ensure that appropriate parameters are in place to identify suspicious and/or fraudulent activity.
• Establish and maintain an effective CDD/EDD risk rating and monitoring program to include initial and ongoing assessments, and review and analysis of unusual/suspicious account activity.
• Establish and maintain appropriate SAR investigation, review and reporting processes that promote consistent decisions; adequate investigation and research; and complete and detailed documentation.
• Provide BSA/AML reports to Board, Audit Committee, and Compliance Committee.
• Conduct BSA/AML/OFAC risk assessments annually and update as needed
• Annually collect and report data required for the OCC Money Laundering Reporting System.
• Conduct Identity Theft / Red Flag risk assessment annually and update as needed. Prepare Identity Theft / Red Flag report annually for Board of Directors.
• Responsible for ensuring all required regulatory reporting is conducted in a timely, accurate, and compliant manner, including the filing of CTRs and SARs to Fin CEN, as well as FinCEN 314(a) and 314(b) procedures and reporting.
• Revise and update BSA/AML/OFAC policies and procedures.
• Administer BSA/AML/OFAC related training programs to Directors, Management, and Employees and provide BSA guidance and coaching to employees.
• Stay abreast of and analyze developing industry and compliance trends, fraud, and changes to laws and regulations pertaining to BSA/AML/OFAC/USA Patriot Act, and identity theft/red flags. Advise Compliance Officer and management of emerging risks, new or amended laws, regulations, or agency guidance and recommend and implement changes and controls to mitigate those risks.
• Comply with all federal, state and local regulatory rules and regulations governing financial institutions, as well as all company policies and procedures.
• Coordinate with Fraud Department.

Qualifications & Skills:

• Bachelor’s degree or equivalent experience. CAMS certification preferred.
• Minimum of 5 years of prior financial institution compliance experience in BSA/AML/CIP/OFAC policies, BSA/AML software (e.g. Verafin), managing staff, programs and procedures.
• Knowledge of Bank Secrecy Act/Anti Money Laundering/U.S. Patriot Act, OFAC Regulations.
• General knowledge and understanding of bank deposit operations, lending activities, and other related consumer banking and compliance functions.
• Strong interpersonal, communication (written and verbal), and organizational skills.
• Strong decision making, analytical and investigative abilities with attention to detail and accuracy.
• Proficient with computer skills including Microsoft Word, Excel, PowerPoint and Outlook.
• Ability to work with all levels of staff and management.

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)