Enhanced Due Diligence Coordinator at Jovia Financial Federal Credit Union in Westbury, New York

Job Description:

 Say Hello to Working on the Bright Side

We are Jovia Financial Credit Union (Formerly NEFCU). Jovia connects us to the friendliness and ease of doing business with us as well as captures the spirit and energy of our dynamic, fast growing culture. The name evokes a way of joy, a feeling of optimism, trust and “banking on the bright side”.

Now with more than 3 billion in assets, 200,000 members, and 450+ employees, we attract the best and the brightest talent-- who do the right thing, present a can-do spirit in a culture of fun, fulfillment, advancement and development. Find your joy here, every day.

We give you:

• Competitive compensation with paid training


• Open communication and an amazingly positive staff


• Managers who value input from their employees—we believe in you!


• A friendly, inviting work environment


• Work that feels like a second home with family events hosted by Jovia!


• Leaders who are involved, transparent and coach you


• Professional development and a perfect atmosphere for learning


• Fun social activities to nurture creativity and teamwork


• Business casual dress with annual corporate gear allowance!


• Great benefits – Med/Dent/401K/pension, and tuition reimbursement and more (Full Time employees)


• School Loan Repayment & Gym Reimbursement (Full Time employees). New in 2020!


• Lots of growth and advancement potential


• A CEO with brilliant vision and aspiration

Want to know why we’re so happy? Click here to learn and meet our CEO!

What you will be doing: 

• Investigates and assesses alerts relating to potential money laundering risks in the credit union. 


• Triage EDD alerts in Verafin and escalates any accounts deemed to be high risk to Sr. AML Coordinator for further review. 


• Ensures efficient identification and monitoring of activities and transactions considered suspicious.  


• Collaborate with Sr. AML Coordinator to prepare monthly “SAR” report and quarterly “Call Report” as it pertains to High Risk business accounts 


• Maintain proficient knowledge of the rules and regulations, including but not limited to, the BSA/AML, OFAC and the USA Patriot Act. 


• The ability to provide statistical data as it relates to AML trends  


• Acts as a subject manner expert to employees, providing guidance on what action to take in dealing with High Risk Accounts (including but not limited to the review of initial and annual business site visit cases). 


• Foster a team environment by performing other duties, in addition to normal responsibilities, to help the overall workflow of the department and other departments such as coaching, mentoring, training, etc. to assist other team members as assigned by the Compliance Officer 

What we need from you:

• Bachelor's degree (B.A.) from four-year College or university preferred; 1 year or more AML/BSA related experience and/or training; or equivalent combination of education and experience. 


• PC literacy is required, including Microsoft Word and Excel skills. 


• Good verbal and written communication skills reflecting a positive attitude are critical to success in this position.   


• A confident professional, who is detail oriented with the ability to multitask and work autonomously and/or with a team as required.  


• Willing to work flexible hours when required, exhibit a cooperative spirit, willingness to work as part of a team, and a commitment to member service. 

Be part of a growing not-for-profit organization where People are Everything—You are important to us. Help our members meet their financial goals and achieve their dreams. Let’s talk!
 

At Jovia, we celebrate innovation, diversity, teamwork, excellence, and integrity. We are an equal opportunity employer and offer competitive compensation and benefits packages to recruit, retain, and reward top talent. We would like to be your partner in success and happiness!

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)

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