Description

Are you someone who enjoys tackling problems, identifying the issues, and finding ways to prevent them from happening again? Do you have a passion for fraud prevention, protecting both our members and the credit union? The fraud operations team at CoVantage Credit Union is growing, and we're looking for a dedicated individual to join the us!

As a CoVantage team member, you’ll receive a 401k employer match of up to 200%, a bonus of annual salary up to 4%, a generous employer HSA contribution, and paid time off for community service.

Job Duties:

• Perform various tasks as assigned by Fraud Operations Manager to protect the credit union from known or suspected internal or external fraudulent activities.

• Analyze and conduct investigations of potentially fraudulent activity, ensuring minimal loss to the organization.

• Coordinates cross-functional communication, to prevent further fraud situations and provide recommendations to resolve fraud.

• Maintain the fraud analytics database, tracking fraud trends and statuses of a variety of fraud techniques.

• Interact with members as needed who are reporting fraudulent activity.

• Actively seek out internal and external resources, including written procedures and trade associations, to maintain job knowledge in emerging areas.

Qualifications:

• Associate's degree or a minimum of 2 years' related professional experience is preferred.

• Previous experience with fraud and the Bank Secrecy Act is preferred.

• Strong communication and organizational skills with a high attention to detail.

• Ability to work in direct, professional contact with a wide variety of people on a daily basis.

• Must be bondable.

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)