What are the responsibilities and job description for the Compliance Analyst position at Mashantucket Pequot Gaming Enterprise?
Under the direction of the Chief Compliance Officer and the Director BSA Compliance, the incumbent ensures compliance with Tribal, State and Federal laws related to Anti-Money Laundering and Bank Secrecy Act Requirements. Associates degree in Accounting, Finance, Business, Law or related field; or Five (5) years of casino operations experience in a cash handling focused department; or three (3) years of anti-money laundering related auditing/analysis experience. Anti-Money Laundering Specialist Certification, Fraud Examiner Certification, and/or Internal Auditor Certification desired. Compliance Audit Experience preferred. Experience with Everi Compliance software desired. Working knowledge of Microsoft Word and Excel applications required. Must have thorough knowledge of Internal Controls related to cash and cash equivalent handling processes. Working knowledge of Foxwoods Casino’s management systems (CAMS) and Foxwoods Casino’s gaming systems (SDS, Table Touch, Everi, etc). Knowledge of IRS regulations related to anti-money laundering. Ability to maintain confidentiality. Must have proficient data entry skills. Ability to complete forms, documents and written reports. Excellent record-keeping and organizational skills. Must be detail-oriented. Ability to interact effectively with team members. Ability to prioritize multiple tasks and assignments. Ability to maintain professionalism and composure.
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)
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)
