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ACAMS certification, or CFE, or CRCM certification. The Anti-Money Laundering (AML) Investigations Sr. Manager will manage various AML processes, which might include suspicious activity investigations, currency transaction reporting, global sanctions screening, enhanced due diligence or other AML processes.
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ACAMS and /or CFE certification would be an advantage. Regulatory Reporting & Analytics. Be a thought leader and deep domain specialist in one of many towers (e.g. KYC, AML, Sanctions and Fraud), provide best-in-class industry view, support existing engagements, diagnostic, due diligence, client co-design workshops, transformation engagements and drive existing client portfolios into "the New.
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Knowledge as a global domain expert in one or more of the following offerings within DRC (KYC, AML, Sanctions, Fraud, Controls and Risk Management) Excel in developing strong client relationships, drive client dialogue both at CCO/CFO/COO and at CAMLO level, and in shaping and delivering value-led compliance projects.
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Well versed in global industry leading ecosystem technologies & tools, automation, AI and analytics plus already have a proven track record of implementing digital compliance solutions. Lead and shape winning proposals for large scale RFPs and sole sourced engagements in managed services.
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If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email or speak with your recruiter.
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Minimum of 7 years' experience in risk and compliance. Accenture is a global professional services company with leading capabilities in digital, cloud and security. Risk Management & Internal Controls.
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Inclusion and diversity are fundamental to our culture and core values. Excellent leadership and communication skills with extensive experience in managing a high-performance team and delivering large scale transformation projects.
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Lead sales growth and mining in existing R&C accounts for specific Market Units and industry segments. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities.
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We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a Sales Practitioner (Expert), you will originate a pursuit strategy to close specific sales opportunities for the Risk & Compliance (R&C) Operations offering.
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You have extensive R&C industry experience and domain knowledge and are a recognized leader in the R&C space. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.
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We work with risk & compliance cross-industry but currently having a high focus on the Financial Services industry where the regulatory change agenda and end customer demands results in an extensive change agenda.
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You feel highly motivated to work with the R&C agenda with our clients and have the ability to craft, sell and deliver change. Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
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Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. For details, view a copy of the Accenture Equal Employment Opportunity and Affirmative Action Policy Statement.
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Accenture is committed to providing veteran employment opportunities to our service men and women. Create value propositions in deals, leading client orals, workshops and other key sales effectiveness activities from origination to win stage.
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Co-innovate and lead transformation agenda for our leading clients. Experience in process diagnostics, blueprinting and are savvy with PowerPoint and Excel. Minimum of 2 years of experience delivering at least 2 large scale end-to-end R&C sales cycles or transformations for global clients.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.