AML Manager

• Assist BSA Officers in developing, maintaining, and facilitating the implementation of the Bank Secrecy Act (BSA), Anti-Money Laundering (AML) compliance policies and procedures throughout the Bank.
• Serve as the BSA Program point of contact for data and reporting to identify risks and gaps to develop enhanced data knowledge, increasing data quality for the Bank's AML software, and BSA/AML/OFAC reporting.
• Provide advice, consultation, research, and interpretations on BSA/AML compliance issues for all facilities within the organization.
• Research unusual or questionable transactions detected because of the review of system-generated reports of suspicious activity.
• Ensure SAR's and CTR's are filed within regulatory timelines and perform follow up analysis.
• Assist with preparation for BSA compliance examinations.
• Other duties as assigned.

• Detail oriented and well-organized; able to work independently without constant monitoring
• Excellent working knowledge of Outlook, Word, Excel, and ITI/FiServ programs and specialized software related to the position. Must have core processing system proficiency.
• Must be able to read and interpret government regulations and maintain proficient knowledge of BSA (Bank Secrecy Act), AML and USA Patriot Act and related laws and regulations.
• Experience with Microsoft Access and the ability to read and write SQL code is a plus.
• Able to work in a quiet environment with no external customers
• A team player, willing to help wherever needed and do more than is asked
• Bachelor's degree plus additional bank related training; and two to three years of related BSA/AML/fraud/auditing/compliance and data/reporting experience and/or training or equivalent combination of education and experience.

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)