Senior BSA Analyst

About the Role:

Responsible for various functions related to BSA/AML/OFAC compliance with primary focus on Enhanced Due Diligence / High Risk Reviews. Sr Analyst will work closely with the FCRM Manager over High Risk Customers to conduct all elements of periodic Enhanced Due Diligence Reviews of the Bank’s highest risk and most complex customer relationships.

Responsibilities

• Conduct periodic High Risk /Enhanced Due Diligence Reviews
  • Liaise with account officers to gather enhanced due diligence documentation
  • Use judgment and experience to determine reasonableness of customer due diligence
  • Conduct negative news research
  • Review and analyze financial statements
  • Analyze complex activity over multiple accounts and multiple customers in a relationship
  • Paint clear picture of the risk profile of a relationship
  • Determine whether any potential suspicious activity should be reported
• Full understanding of FFIEC BSA/AML Manual regarding higher risk customer types, associated risk factors, necessary due diligence, and red flags
• Assist in writing and updating FCRM procedures
• Communicate potential suspicious activity to the FCRM Managers and/or Director
• Assist auditors and bank examiners with BSA inquiries
• Review and appropriately act on new, revised or proposed laws, policies and procedures
• Adherence to the Bank’s BSA/AML policy and procedures, and professional ethical standards.
• Any and all other duties as requested by management.

About You:

These specifications are guidelines based on the minimum experience required to perform the essential functions of the job. Individual abilities may result in some deviation from these guidelines:

• Minimum of 10 years in financial services, operations, performing audits, or any equivalent combination of experience and/or education
• Minimum of 3-5 years of experience in Financial Crimes, BSA/sanctions/fraud or any combination thereof
• Minimum of 1-2 years of experience in quality control or other senior analyst level positions in Financial Crimes, BSA/sanctions/fraud
• BSA/AML Certification (CAMS, AMLCA, CFCS, etc.) preferred
• Proficiency in Microsoft Word and Excel

Stellar Benefits:

We believe that empowering people goes far beyond the workplace. That’s why we’ve designed our benefits to help foster your health and prosperity, so you can best support yourself, your loved ones and your communities

• Health Care Coverage, no waiting period
• Dental/Vision
• STD/LTD
• Annual Performance Bonus Eligible
• 401K with company match
• Paid Vacation
• Volunteer days
• Tuition Assistance
• And More

What it Means to Be Stellar:

Stellar Bank came to be in 2023, when Allegiance Bank and Community Bank of Texas joined forces. What emerged was a financial institution like no other. Stellar bankers set the standard for responsive, relationship-based community banking. We have the resources, dedication and personal focus to out-bank the big banks and out-service the small banks. Our customers see us as a vital part of the team. We are their financial experts who go above and beyond to help them form a plan and get it done

Join Stellar Bank and, yes, you’ll be providing outstanding banking. But you’ll be achieving something much greater. At Stellar, we empower people to thrive. This is our purpose. This would be your purpose. Here you’d be part of a supportive culture where relationships bond, individuals grow, communities prosper and careers flourish. You can make a difference at Stellar – for yourself and for everyone around you.

Stellar Bank does not discriminate on the basis of race, color, religion, national origin, sex, disability, familial status or any other characteristic protected by applicable federal, state, or local laws, regulations and ordinances

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)