Advanced Search
Title
Company
Description

Location:

Start New Search:

anti corruption
cbcp
third party risk management
non certified
cipp
deutsche bank
enterprise risk management
grc
cism
cia
resiliency
cisa
db2
forensic
data protection
vendor management
cissp
due diligence
german
managed services

Third Party Risk Management (TRPM) Gateway Center of Excellence (CoE) Analyst

Share Job
Suggest Revision
DeloitteSacramento, CA
Full-time
  • THIRD PARTY RISK MANAGEMENT (TPRM) GATEWAY CENTER OF EXCELLENCE (CoE) ANALYST -COE ANALYST
  • Are you passionate about risk management, third party due diligence, & federal regulatory policy compliance?
  • The Third Party Risk Management (TPRM) Gateway Center of Excellence (CoE) oversees the Deloitte U.S. Firms' third party due diligence process by enabling various risk domains (e.g., Anti-Corruption, Independence and Conflicts Network, Vendor Cyber Security) to perform their respective due diligence processes.
  • The Analyst will work with a network of risk & compliance groups, third party representatives, firm leadership, and engagement teams on Deloitte's third party risk management program.
  • Respond to user queries and work with risk & compliance groups to process third party submissions
  • Analyze data within the TPRM Gateway for the purposes of reporting and other various diligence activities on all third parties of Deloitte U.S. Firms
  • Execute system queries against defined objectives and for overall process health and anomaly detection
  • Gain basic knowledge and understanding of Deloitte U.S. third party due diligence policies and guidelines, as well as working knowledge and proficiency in various risk & compliance group compliance processes and monitoring functions
  • Provide analytics support related to reporting TPRM Gateway system metrics around performance of third party diligence efforts
  • Liaise with the TPRM Gateway stakeholders on third party due diligence matters and system requests
  • Effectively communicate and coordinate with team, peers, Partners, Principals, or Managing Directors
  • Proactively troubleshoot issues and exercise discretion when management support may be necessary to resolve an issue
  • Apply sound judgement and comply with firm policies on handling sensitive and confidential data
  • Assist management in identifying and mitigating compliance risks, enhancing and implementing compliance monitoring efforts and fostering a compliance culture; where appropriate, propose process improvements and enhancements
  • Independently manage workload and priorities with limited oversight
  • Ability to critically and objectively analyze problems and facilitate solutions
  • Proficiency in Microsoft Office applications, particularly Excel, Access, and PowerPoint
  • Experience in data analysis within Excel (e.g., Formulae, Pivot tables)
  • Ability to develop and follow directions with a high degree of accuracy and attention to detail
  • Ability to manage ambiguity and adapt to expanding and varying technology solutions and processes
  • Flexibility in working on several processes or projects simultaneously to meet team goals and responsibilities
  • Exceptional written and verbal communication skills
  • Bachelor's degree in accounting, finance, business or related field
  • Experience in compliance, risk assessments, investigations, or other forensic reviews, or experience as external auditor including internal controls design and implementation testing
  • Experience working with databases in the following platforms is a plus: SQL server, Access, Oracle, DB2, MySQL
  • Experience working on data analytics projects that included data mining, query development, data quality assessments, and/or statistical analysis is a plus
  • Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.
  • How you will grow
  • At Deloitte, we have invested a great deal to create a rich environment in which our professionals can learn and grow.
  • We want all of our people to develop in their own way, playing to their own strengths as they hone their leadership skills.
  • We provide our professionals with a variety of learning and networking opportunities-including exposure to leaders, sponsors, coaches, and challenging assignments-to help accelerate their careers.
  • No two people learn in exactly the same way.
  • So, we provide a range of resources including live classrooms, team-based learning, and eLearning.
  • DU: The Leadership Center in India, our state-of-the-art, world-class learning Center in the Hyderabad offices is an extension of the Deloitte University (DU) in Westlake, Texas, and represents a tangible symbol of our commitment to our people's growth and development.
  • Explore DU: The Leadership Center in India
  • From developing a stand out resume to putting your best foot forward in the interview, we want you to feel prepared and confident as you explore opportunities at Deloitte.
  • Check out recruiting tips from Deloitte recruiters.
  • At Deloitte, we know that great people make a great organization.
  • We value our people and offer employees a broad range of benefits.
  • Learn more about what working at Deloitte can mean for you.
  • Our people and culture
  • Our diverse, equitable, and inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively.
  • It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our client most complex challenges.
  • This makes Deloitte one of the most rewarding places to work.
  • Learn more about our inclusive culture.
  • From entry-level employees to senior leaders, we believe there's always room to learn.
  • We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship.
  • From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career.
  • As used in this posting, "Deloitte" means Deloitte LLP. Please see www.
  • deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.
  • All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.
  • Deloitte will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.
  • See notices of various ban-the-box laws where available.
  • Requisition code: 66994

Similar jobs:

Active
  • All Jobs
  • Active
Novi Security Assurance Third Party Management Lead
Boston Semi EquipmentSacramento, CA
Experience with managing/leading the third party risk management lifecycle: (a) vendor identification, (b) evaluation and selection, (c) risk assessment, (d) risk mitigation, (e) reporting and record keeping, (f) ongoing monitoring, and (g) off-boarding.
Full-time
Manager, Third - Party Risk Management
AutodeskSacramento, CA
We are seeking a talented and motivated individual as our Manager of Third-Party Risk Management (TPRM).
Third - Party Risk Management Process (TPRM) Transformation Director
Australian Investors AssociationSacramento, CA
The Third-Party Risk Management Process (TPRM Process) is a cross functional risk type process for identifying, assessing, managing, mitigating, and tracking risk associated with Deutsche Bank's portfolio of Third Parties.
Temporary
Americas Managed Services - Third Party Risk Management Product And Innovation
EySacramento, CA
CISA, CISSP, CISM, CBCP, CIA, CIPP, CGEIT certification is desired; non-certified hires are required to become certified to be eligible for promotion to Manager.
Risk & Reg FS - ERM / ORM - Senior Manager
PwCSacramento, CA
Anti-corruption and anti-bribery;
jobsearcher.com/blog
Do Your Candidates Really Need a College Degree?

As a hiring manager tasked with making major decisions, it's easy to target a college degree as a way of saying yes, this candidate is qualified. I mean, how many times have we seen candidates without degrees try to squeeze their way into positions that they aren't qualified for. In fact, many hiring managers (maybe like yourself) believe that college degrees make candidates more job-ready. However, the current job market has shifted so much recently that it begs the question

Third Party Business Risk & Vendor Manager
U.S. BankSacramento, CA
Third party risk management and/or vendor onboarding experience
Americas Managed Services - Third Party Risk Management Product And Innovation
EYSacramento, CA
Ideally, youll also have A bachelor's or master's degree in business, supply chain management, finance, information systems, engineering, or a related disciplineCISA, CISSP, CISM, CBCP, CIA, CIPP, CGEIT certification is desired; non-certified hires are required to become certified to be eligible for promotion to Manager.
Full-time
Third Party Compliance Manager
CircleSacramento, CA
7+ years relevant experience in compliance, third party risk management or related discipline
Analyst, CAD Asset Surveillance
SitusAMCSacramento, CA
Associated topics: cad, design engineer, engg, engineer iv, h/w engineer, hardware designer, ic, layout, pcb, schema
jobsearcher.com/blog
Hiring Taking Too Long?

We all know one of the biggest downfalls of a successful recruiting and hiring process is the amount of time it takes to hire someone. The time it takes to hire is sometimes completely out of line with applicant's expectations, creating a huge gap between candidates and businesses. Meanwhile, most recruiters and hiring managers don't even notice that they're taking too long. They have been fighting the symptoms of a too-long-hiring process without addressing the problem at the root. Here, we will expose some of those symptoms and offer solutions to help shorten your hiring process.

Temporary Risk Analyst - Remote (California)
Sierra BancorpSacramento, CA
Responsible for day-to-day management of Bank's Third Party Vendor Risk Management Program including pre-contract screening, on-boarding, InfoSec contract provision review, risk assessment (RA), and vendor termination and offboarding.
TemporaryRemote
Sr. Risk Management Analyst
The Judge GroupSacramento, CA
This role must be a champion of our overall enterprise risk management approach and provide ongoing risk management support for the organization.
Security Analyst
Global PharmatekSacramento, CA
A typical day would involve working with the Director, GRC on achieving the team s goal to scale the Third-Party Risk Management (TPRM) program.
Assistant General Counsel, Risk & Compliance
Verint SystemsSacramento, CA
+ Counsel and provide strategic guidance regarding regulations and best practices related to trade compliance, anti-bribery / anti-corruption, and data privacy and data protection.
jobsearcher.com/blog
5 Common Interview Mistakes

Everyone's interview process is unique in some form or fashion. Like most, your interview process is crafted so you can get the most information out of your candidates to increase hiring confidence and make the right hiring decisions. However, there are often small problems in interview processes that could ultimately affect the success of hiring decisions.

Risk Management Specialist
The Judge Group IncSacramento, CA
Assists ERM leadership to implement and educate on the policies, standards, guidelines, tools, models, and procedures required to support our operational risk management program.
Information Security Risk Analyst - HYBRID / REMOTE
UMB BankSacramento, CA
Prior work experience in third party/vendor management, bank operations, accounting, procurement, legal, internal audit risk or risk related roles.
Remote

Latest Blog Posts:

jobsearcher.com/blogHow to Get a W2 From Previous EmployersWhen tax time rolls around, the last thing you want to worry about is having to track down a W-2 from your former employer. Many times you won’t have to because the IRS requires companies to send these forms to all current and former employees who have earned more than $600 in the last year. Unfortunately, there are employers who don’t do what they’re supposed to. There are even times where something else may happen that prevents the W-2 from getting where it’s supposed to go.
jobsearcher.com/blogHow to Ask Someone to be a Reference + Email TemplatesOne part of the job-hunting process that frequently gets overlooked is putting together a list of good references. Most of the time we focus on creating the perfect resume, writing an awesome cover letter, and getting our hands on letters of recommendation. We think about what outfit we’ll wear to the job interview, how we’ll answer those tricky questions, and what our career plan looks like. But, in fact, having multiple references lined up who will speak favorably about you to a potential employer is critical to landing a job. This aspect of job searching really can’t be ignored. 
jobsearcher.com/blogJob Rejection Email Response with ExamplesGlassdoor estimates that, on average, there are about 250 applicants for every job vacancy out there. If you’ve ever applied for a job, the odds are that you’ve received the dreaded job rejection email.
jobsearcher.com/blogHow Far Back Should a Resume Go, Exactly?If you’re reading this article, then chances are you’re looking for a new job and want to whip your resume into shape. But lots of questions can arise as you begin to do that. After all, most of us aren’t career coaches or resume experts. One common question that job hunters frequently ask is: how far back should a resume go? As in, should you list all of your work history – even if it stretches on for years – or should you be more selective?
jobsearcher.com/blogStructured vs Unstructured InterviewsThe goal of an interview is to evaluate candidates based on their skills, personality, and knowledge. You want to choose the BEST candidate from your candidate pool, so the interview is something you can't mess up. As you begin planning your interview process, one of the major decisions you'll face is whether the interview should be a structured vs unstructured interview. So let's take a dive into the differences and sort out which circumstances warrant which interview process.
jobsearcher.com/blogHow to Describe Your Personality with ExamplesImagine you’re in an elevator with the CEO of your dream company and you get to talking. The conversation is going well and you start to imagine yourself working for their company when the CEO turns around and asks you “tell me a bit about yourself.” Would this catch you off guard or would you be able to give a clear and succinct description of who you are?  
jobsearcher.com/blog4 Ways to Make Your Job Posting More InclusiveAccording to a Glassdoor survey,