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Fraud Resolutions Manager (Administrative)



We are seeking a Fraud Resolutions Manager for the Fraud Services Department.

The Fraud Resolutions Manager is accountable for developing and implementing action plans for servicing and managing membership dispute resolutions which originate as reports of unauthorized or fraudulent activity associated with membership accounts. Additionally, they are accountable for performing proactive market analysis on industry fraudulent activities and trends to provide guidance to the organization to assist in the effective detection and prevention of fraud activities that could negatively impact Credit Human members. The incumbent manages a team of skilled specialists to maintain a high level of integrity; ensure work efficiency; gather, sort, and analyze relevant documents and evidence to identify inconsistencies with transactions flowing through the core system and stay up to date on the latest fraud trends that affect our membership's ability to utilize their accounts and shares. The manager in this role is responsible to communicate and build relationships with all functional business departments for the products they support

If you have fraud management experience you should apply right away!

Highlights:

  • Developing an understanding of all Fraud Services processes and procedures, along with the systems applications and applicable regulation that governs the unit
  • Documenting procedures and processes through the use of flowcharts/schematics
  • Tracking and trending on metrics applicable to key result factors/indicators for the Fraud Services unit
  • Establishing a monitoring and scorecard system to audit operational quality
  • Provide timely appraisal to assess and provide feedback to subordinates about their work effectiveness

Experience:

    Required

  • 5 years of experience within a financial institution

  • 2 years of  Fraud Management with a financial institution of comparable size

  • Experience with implementing continuous improvement initiatives affecting time, quality, or expense control using technology as the leverage point

  • Customer service focus in a team environment
  • 1 or more  years of supervisory experience

    Education:

        Required

    • Bachelor's degree or equivalent work experience, preferably in Business or a related field

     

    Skills & Knowledge:

        Required

    • Strong written and verbal communication skills
    • Excellent analytical and problem-solving skills
    • Strong research skills
    • Establish and maintain good working relationships with team members
    • Ability to work independently when necessary
    • Strong leadership skills
    • Organized, efficient and detail oriented
    • Must be proficient in Microsoft Office products, including Outlook, Word, Excel
    • Willingness to learn other assigned duties
    • Knowledge of accounting; Debits/Credits/General Ledger

     

      Schedule: Monday-Friday, 8:30 am-5:30 pm 

      Level of Work: 2C

      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) Compliance / Risk

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