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Fraud Prevention Specialist

4 months ago


Duluth, United States Georgia United Credit Union Full time

Description

The Fraud Prevention Specialist is responsible for maintaining and promoting best practices to guard against financial crimes by identifying and analyzing fraudulent activity on transactions. Responsibilities include but are not limited to mitigating fraud across all avenues of the credit union, analyzing reports that are designed to detect potential losses, working with other financial institutions and with appropriate agencies in an effort to seek restitution, reporting of SARs and maintaining comprehensive case files on all investigations.

Assisting other business units with fraud related issues as needed, all while promoting a supportive work environment. Assisting with fraud prevention software and procedures utilized by the credit union to determine the effectiveness in mitigating fraud. Most importantly, understanding and displaying absolute confidentiality in all aspects of the job function are of the utmost priority due to the sensitive nature of the position. Qualifications Behaviors

Detail Oriented - Capable of carrying out a given task with all details necessary to get the task done well Education

High School (required) Experience

Computer proficiency with MS Office, including Word, Excel and PowerPoint, Internet, and Email. (required) Understanding of related legal requirements. (required) Knowledge of types of fraud and the process of identifying suspected activity. (required) Thorough understanding of financial and operational functions (required) 1 - 2 years: 1-2 years of progressive fraud experience. (required) Skills

Team Player (required) Dependability (required) Communication (required) Problem Solving (required)

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) #J-18808-Ljbffr