Chartwell is one of North America’s preeminent providers of federal and state regulatory compliance consulting to money services, payments, and financial technology businesses entering or expanding into regulated areas of North America. The company also services banks and institutional investors. Chartwell’s employees are home‐based and spread throughout the U.S.
- SAR related processes Quality Control
- Preparing SARs with minimum of errors following internal control procedures.
- The company is a small business, and everyone chips in where needed, e.g. identifying future hires, contributing to Chartwell’s internal Compass publication, etc.
- U.S. citizenship or permanent residency.
- Extensive experience in writing Suspicious Activity Reports.
- Experience with SAR related processes Quality Control.
- Experience in ACH and Reg E disputes fraud.
- Working knowledge of Verafin and other transaction monitoring systems.
- Diligent, focused, with high productivity and ability to provide high quality work under time pressure to meet specified timelines.
- Self-motivated with the ability to work independently and as a member of a team.
- High self-initiative and a team player.
- Excellent verbal and written communication skills.
- Quick, efficient, highly organized and able to get up to speed rapidly.
- At ease multi-tasking under deadlines and working outside comfort zone.
- Proficient in Microsoft Word, Excel, and PowerPoint.
- Excited about working in a small but established company with an entrepreneurial spirit.
- Plusses, but not required: consulting experience, experience with virtual currency, deposit, non-U.S. AML and regulatory compliance, lending and mortgage regulations applicable to banks, AML Banking, fraud prevention, consumer compliance, State MSB licensing, and financial safety and soundness.
Place of Work:Work will be conducted from home and includes approximately 10% travel during certain times of the year.
Certifications:CAMS required, CRCM, CCCS, CCBCO, CFE and related are preferred, but not required.
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)