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Minimum 8 years' experience at a law firm and or corporate legal department with a focus on product safety or product liability, product warranty, regulatory compliance and general commercial litigation.
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We are seeking a highly skilled and experienced Mid-Senior Level Compliance Professional with expertise in model risk management for financial crimes software, specifically including sanctions filters.
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The Compliance Anti-Money Laundering (AML) Risk Management Director is a senior management level position responsible for establishing internal procedures to prevent money laundering and assist in all matters concerning financial crimes in coordination with the broader AML team.
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In this role, the Tax Manager / Senior Manager will be responsible overseeing tax planning and compliance functions for ultra-high net worth individuals and their families, with a particular emphasis on clients in the financial services sector, such as hedge funds, private equity, and other investment-related individuals.
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Strong accounting and credit risk analysis skills (leveraged loan and high yield structures a plus, as is experience with commercial real estate structures), financial modeling/forecasting, and understanding of derivative structures.
$170,000 - $220,000Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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We work closely with other Treasury-Finance teams (Liquidity Management and Capital Markets), Stripe's Information team (Data Science and Data Engineering), Stripe's Money Movement & Storage (MMS) product and engineering teams to build great capital and financial risk infrastructure.
$223,600 - $335,400 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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GRPA acts as a Second Line of Defence and provides technical regulatory capital support and guidance to functions and businesses on a full range of transactions and prudential regulatory capital issues, including the establishment of interpretations and governance processes to mitigate regulatory risk.
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Experience working with one or more technology platforms in the financial services compliance or financial crime domains (e.g., Nice Actimize, Oracle Mantas, Pega, Fircosoft, Refinitiv Work-Check One/ LSEG.
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The Chief Risk Officer for Finance (Finance CRO) organization provides risk management oversight of the Global Finance function, including effective risk challenge and mitigation of risk for capital, liquidity, interest rate risk and Treasury investments, and ensures compliance with all risk-related regulatory requirements.
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As a member of the Risk & Regulatory Advisory team, you will advise financial institutions on a broad range of credit risk management topics including organization and governance; credit process optimization; risk rating model design, build and implementation; credit regulatory assessments; and Current Expected Credit Losses (CECL) process and tools.
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The Private Client Relationship Manager, along with a Private Client Financial Advisor or High Net Worth Wealth Advisor, and Certified Financial Planners®, create the Citizens Private Client team.
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Drive standardization and continuous improvement within our Contract Logistics Controlling team for the Americas, ensure compliance with Kuehne+Nagel financial guidelines, and oversee the development of Local Financial Analysts and Support staff.
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As a Private Client Relationship Manager, you will be responsible for acquiring, broadening, deepening and retaining affluent and high-net-worth relationships. As a Citizens Private Client Relationship Manager, you will engage directly with our affluent and high-net-worth clients to exceed their expectations by thinking long term, always doing the next right thing and collaborating with other colleagues.
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At Larson Maddox, we give essential guidance to leading firms by connecting them with the best In-House Counsel talent for their Regulatory & Legal ne. Our client, a global FinTech who specialize in Mortgage Securitization and Servicing is seeking to hire a Chief Compliance Officer to provide Compliance leadership and direction to firm.
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Minimum twelve years of recent, relevant experience in consulting or industry focused on: commercial lending, credit or financial analysis, credit risk management, underwriting, portfolio management, financial analysis, and reporting; previous supervisory experience and experience and responsibility for driving business and managing revenue.
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inclusion regulatory compliance risk high net financial wilkes barre jobs Title: manager Company: Wells Fargo in Newark, NJ
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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.
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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?
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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.
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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.
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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).