Compliance Fair Lending Specialist

Summary

Helps ensure Summit’s lending operations remains compliant with Federal and State Laws and regulations by identifying, assessing, monitoring, and mitigating fair lending risk. This position involves utilizing fair lending subject matter expertise to implement risk identification activities, conducting fair lending risk assessments, and assisting with various compliance-related tasks to ensure overall lending compliance.

Expected Outcomes

• Credit union’s lending operations are compliant with federal and state laws and regulations.
• Credit union’s HMDA collection is monitored and reviewed to help ensure submission is completed accurately and timely.
• Fair Lending marketing efforts meet regulatory requirements.
• Policies, procedures, and internal controls are reviewed to determine risk exposure around underwriting, pricing, steering, and other high-risk areas to ensure compliance with fair lending and UDAAP laws and regulations and interagency examination procedures.
• Business units with fair lending, UDAAP and other lending compliance issues receive prompt and accurate assistance.
• The Specialist coordinates and integrates fair lending monitoring results with internal control risk assessment to provide a holistic view of fair lending exposure.
• Changes to lending laws and regulations are monitored and communicated with appropriate parties.

Capability Requirements

• Associates degree in business or related field.
• Two years or more of fair lending and consumer compliance experience specific to lending; or combination of applicable work experience and education
• Professional, well-developed written and oral communication skills necessary for communicating with all levels of employees.
• Ability to understand comprehensive and detailed laws and regulations and interpret them in a reasonable and understandable way for the credit union.
• Capacity to work in a fast-paced environment and collaborate with internal teams.
• Ability to work without close supervision and with all types of personalities.
• A detail-oriented problem solver who can analyze information, identify compliance issues and develop recommendations.
• Excellent computer and software skills, including MS Word, Excel, PowerPoint.

Why Summit?

• • Voted top work place both by Madison Magazine and WSJ
  • Excellent health insurance
  • 401K with match
  • Student loan pay back
  • Tuition reimbursement
  • Birthday PTO
  • Paid volunteer time
  • And more

The above information on this description has been designed to indicate the general nature and level of work performed by employees in this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all outcomes, responsibilities and qualifications required of employees assigned to this job.

Physical Demands of Position: While performing the duties of this position, the employee is required to sit, stand and walk, use hands and fingers. The employee occasionally must reach above and below shoulder level, and lift/push/pull and /or carry up to 10 pounds.

Environmental/Working Conditions: Works in a typical administrative setting with climate control and appropriate lighting. Travel to branches requires exposure to outdoor and traffic conditions.

Equipment Used: Variety of office equipment (telephone, printer, pc, mobile devices, etc).

EEO Statement: At Summit Credit Union, we are committed to providing Equal Employment Opportunity regardless of race, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, gender identity, marital status or any other characteristic protected by local, state, or federal law. We embrace diversity and believe that inclusion is critical to our success as a credit union. Different makes us better. Employment decisions are made based on qualifications, merit, and business need.

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)