Member Service Representative (Administrative)
We are seeking a Member Service Representative for the Member Service Center (MSC) Department.
The job incumbent is responsible for complying with all policies, procedures, and processes involving the Bank Secrecy Act (BSA) which relate to their specific position, duties, and responsibilities. Specific BSA components will include the Customer Identification Program (CIP), Customer Due Diligence (CDD), Currency Transaction Reports (CTR), Suspicious Activity Reports (SAR), Office of Foreign Asset Control (OFAC), and a working knowledge of job specific “Red Flags” to identify potential suspicious activity. It is mandated that each employee receive on-going BSA training on an annual basis.
If you have customer service experience, you should apply right away!
Skills & Knowledge:
Schedule: Monday-Friday 8:30 am-5:30 pm, Saturday 9:00 am-12:00 pm (Rotating)
Level of Work: 1B
Credit Human provides employees with many benefits from insurance coverage to college tuition reimbursement.
To get to know Credit Human and learn more about our benefits, visit our careers page at www.credithuman.com/careers.
Credit Human conducts employment background checks that may be used for decisions related to employment with Credit Human. Standard background checks performed on final candidates include NCUA Administrative and Prohibited Orders, ChexSystems, past employment verification, criminal history checks on convictions, and outstanding arrest warrants within the past seven years. Degree verifications are conducted if listed on the employment application. Additional background checks relevant to the role may include a motor vehicle registration check, credit check, and/or fingerprint card. Applicants must be currently authorized to work in the United States on a full-time basis.
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) Customer Service