software engineer

vice president

analyst

associate

relationship banker

JPMorganChase

I was hired through a temp agency, in between jobs, coming from 12 years of prior banking experience and to be honest quite the step down from what I had previously been doing but the job market being what it was/is I had to have some type of income coming in my house. Training at the citadel building was for 3 weeks for the data keyer position, which was A LOT of info to learn plus certification was needed to pass the class. We were on the job about 1 month when the position abruptly(supposedly) went back over seas so we were offered a lesser paying position of mail extractors. OK, so we felt stuck, so we said yes. Training was 3 days, then we were released to the floor to work. Quickly we went from a class of 18 to 3 in less than 6 months! Totally deceived us on what the position really entailed.

Basically they want 0 errors ALL THE TIME in addition to you working as fast as possible ,sitting all day, no talking and laser focused because they are always behind in trays of mail. Most of the managers suck big time, don't know what they are doing but are so afraid of losing their job they will throw anybody else under the bus. There are some there that were nice and cool but the majority if they have been there a few years, are not at all welcoming to new people, so save your breath trying to make friends, hell they don't even want to say good morning to you! 

Typical day, use generic looking id to sign in lobby, up to locker room, retrieve stamps(no food-purses-phones-jackets/hoodies allowed on the production floor), back up another floor to the sign in book in order to make your shift time(managers are usually posted up checking to see who is late, 1 min=write up,you sign in(who still uses a paper log book?), find an open seat, hunt all over the floor for supplies like an insane person because the clock is ticking and this goes against you due to loss of productivity, work work work, break, lunch back to work, end of shift meant tidying your area and taking your trash which your were responsible for down the hall around the corner to the retention room, back to desk to pick up your stuff, sign out, back to the locker room to leave all Chase items because you could not take anything home. Same routine all day every day except on Sun when you were required to go to the group huddle where they talked about stupid stuff but it did give you a break from working, LOL

It was okay, until I got this new supervisor transferred in from another site. From then on I had nothing but trouble! Because the lead(old bald head lying guy)over the site and her girlfriend all used to work together so it was reunion for the 3 musketeers! Every month, it was oh maybe next month we can on board you into full time but your quality(error count) needs to get better. I got this script the whole time I was there. Now even though the previous position(which paid more money)was supposedly gone back over seas they STILL NEEDED ME TO KEY AT TIMES BUT PAYING ME THE EXTRACTOR WAGE! So unfair but what was I gonna say NO?? Never mind I am pushing close to 20,000 pieces of mail per month but 1 freaking error prevents you from hiring me full time with benefits since I was NOT gonna do ANY brown-nosing!!! No one is that good I would argue but if they like you they would give you an easy position like in the scannables area so your productivity could be easily 200-300% because you are only scanning paper ALL FREAKING DAY! No real decision making or reading instruction involved.

They have people here working as temps for as long as 2 years which is a shame and something needs to be done about it because they are getting over (money wise by not paying benefits) Complain about ANYTHING AND YOU WILL BE REPLACED QUICKLY! This place is open 365/24-7 and a revolving door, people are quitting left and right but they are constantly hiring new people(all part timers). To see people so excited because they have finally found a job and with a name like Chase you are thinking this is a place you can put some time in and have great opportunities. But to see it sink in and when they realize what a dead end place it is and that If people really knew what type of people they hire and how they conduct business, Chase would be closed tomorrow. 


In closing If you are looking for a healthy respectful work environment please keep looking but if you are into ghetto, fake ,phony,racist, back-stabbing, smile in your face while plotting your demise as they fake your errors to compile so-called ammo to use against you to get you out of a job this is your new home.  Just a side note, my assignment was ended suddenly with no warning after a year and a half, but a guy who threatened to come back and do damage to some people and the building, they let him come back to work! This was the type of guy that you were leery to be around , very strange! Every workplace has THAT guy and he was it. So much so that if anything would have ever happened in that building you just knew it would be him. And here is the kicker! He was in charge of security for the floor when we had emergency drills soooooo he knew all about the security points in the building! But they let HIM come back to work! Typical Chase mindset.

P.S. I had to adjust this because it kept saying inappropriate language, LOL so this is a nice cleaned up version.

• Extensive IT industry and experience in Oracle Database Administration, from project initiation to testing to deployment and troubleshooting, performance tuning and support. Worked on all the facets including , installation, configuration, migration, sizing and space management, backup and recovery, cloning, upgrades, RAC, standby, replication, patching, performance tuning and troubleshooting, strategic planning, database security, TAR support, Unix shell scripting and documentation, auditing and implementation of technology solutions.
• Very good experience as Oracle DBA in production, development and test environments.
• Experience in Migration and upgradation Projects. Hands on experience in upgrading from Oracle 10g (10.2.0) to 11g R2 using TTS upgrade.
• Implemented Oracle RAC in different UNIX platforms with multi nodes (2 and 3).
• Installation of Oracle 11g RAC software with ASM & OCFS2 File systems has been implemented.
• Installation of Oracle 10g RAC software with ASM & OCFS2 File systems has been implemented.
• Installation of Oracle 11g Stand alone software with conventional File systems has been implemented.
• Experience in creating development, test, stage, production, RAC and standby databases for OLTP, DSS and Data Warehousing using customized shell scripts.
• Worked in 24x7 on-call production database support team.
• Expertise in installation and configuration of oracle 9i, 10g , 11g on various platforms like IBM-AIX, SUN SOLARIS, HP-UX, RedHat Linux and Windows.
• Experience in implementing DR (Disaster Recovery) & High availability solutions using Dataguard (10g & 11g), Standby Database (9i, 10g, 11g) and oracle 9i, 10g, 11g RAC.
• Proactive monitoring in identifying bottlenecks in the application and database using Statspack, AWR, ADDM and 10g &11g OEM Grid Monitoring.
• Hands on experience with Oracle Gateway (DG4ODBC, DG4DRDA...), in order to interact with other databases.
• Experience in development and design of ETL methodology for supporting data transformations & processing in a corporate wide ETL Solution using Informatica PowerCenter.
• Expertise in database backup/recovery strategy (BCV mirroring, RMAN, Export/Import & Datapump), Performance Tuning, Capacity Planning, Standby database (Logical, Physical), Oracle configuration management, database cloning, refresh, and patch management.
• Worked with latest 10g &11g features Data pump, Flash-Back Recovery, AWR, AAS, ASH, ASM, ADDM, Grid Monitoring, and Recycle Bin.
• Performance tuning experience, specializing in Operating System Tuning, SQL Tuning, Application Tuning and Database/Instance Tuning.
• Experience in performance-tuning services like EXPLAIN PLAN, TKPROF, STATSPACK, SQL TRACE, ORADEBUG, 11g, 10g OEM Grid Monitoring, custom scripts troubleshooting Oracle databases using sqltrace.
• Involved in oracle technical support process through Metalink and other procedures.
• Experience in SQL, PL/SQL, Shell Scripting, Partitioning, Data modeling, OLAP, Logical and Physical Database Design, Backup and Recovery procedures.
• Expertise in basic and advanced replication using Oracle Streams.
• Experience in using OEM, TOAD, Data migrations using export/import, Data pump, RMAN, DBMS_FILE_TRANSFER.
• Experience in configuring and trouble shooting shareplex replication.
• Maintaining Database Security using security compliance auditing, capacity planning.
• Expertise in loading data from flat files using external tables, SQL*LOADER.
• Sound Knowledge and experience in Oracle Golden gate for implementing streams, data replication process.
• Have knowledge on Oracle Apps R12 and have experience in maintaining R11i databases.
• Possess top quality skills in project management, customer support & system maintenance and a Team player with good analytical and communication skills, ability to quickly adapt to new environment.

I applied at Chase in hopes of getting my "foot in the door" and then doing something with my degree. I worked in 3 depts. and all were call center based (the 2nd job is nothing to mention).  I started 2009 and tried to get off the phones, but it was very hard and such a huge company. For some people they luckd out & movd in2 a role/job they liked, but for others like me it didn't come soon enough.  The first job I entered at Chase was in collections and it was challenging. in that dept. they would sometimes do job postings thru a program called JEP roles. These are jobs you can apply for &are automatically set up for 1 yr. in the role so you learn something different/new. The problem is I had friends that entered in2 the program (have their degrees) and Chase just keeps extending the role past 1 yr. which means...they do this so they don't have to pay a degreed person and keep the pay minimal. So it has it's pros/cons. The last job I had was Branch Operation Support. This job supports all policies/procedures at the Branch Offices to all Branch employees making sure they stay in compliance. It is very fast paced, muliti-tasking, always changing in policy/procedure. In this dept. you cater to the Branch employees bcuz they are helping customers. The problem in this dept. is management wants you to answr a questn w/in 2 mins. and you have to keep going back to your Banker to let them know you are still researching info.  Well while u are doing this you are trying to reach out to a senior co-workr for help thru a chat room which sux bcuz you sometimes don't get an answer there. Then you have to try to get a Team Leader and they are scarce too. Then after this you try to find a Mangr. & they are not always available either. At this point it sometimes leads to a poor call score and your average hold time being very long which affects your score too & then the banker RATES you poorly bcuz they think YOU'RE NOT KNOWLEDGEABLE OR TOO SLOW AT ANSWERING.  Poor management going on bcuz this dept. is very understaffed and the CALL ANSWER RATE is poor with Bankers holding like 10-15mins. to get thru. There is overtime galore which is great BUT GETS OLD!!!! Bcuz of understaffing they pressure you to work overtime. When I first started in this dept. I always wondered why soooo busy and sooo much OT is available? High turn-over in this dept. too. Management finds a way to blame it on the employees of course saying they are NOT using all their resources. Yep that sucked! I used to like the job before I left. They introduced a new tool that identifies the banker & U so u can see each others profile. The Banker can rate you from 1-10 1 is worse & 10 being greatest. Management focuses on your "bottom boxes" (the lowest rated). There are times that the manager will not agree with the way the Banker rated you, BUT BUT BUT since there is NO DISPUTE PROCESS it goes against you and the bad rate cannot be removed off your score.  NIce huh? The CEO is wonderful and always sends employee-wide emails thankg every1 for their hard work and makes sure that all diversity w/in the company goes recognized. Honestly he's the best CEO I've ever come across with any company. I think what kept me there was the CEO bcuz of the great corp. culture he has going on.  Chase has potential to be a better place to work for and does not really consider degreed people first either. Good for experience short term, but not long term. This is why I left.

A typical day was preparing for training new hires and implementing them on my team. Developing and motivating the team I already have for sales and continued customer service. Managing staff issues with attendance, attrition, and projected sales.

Chase has an excellent training staff. They are extremely thorough; they always follow up management with new/updated training materials and classes for me and my advisors.

Quality assurance was also something extremely important to Chase. Giving me an opportunity to monitor my advisors to continued development was an essential tool for me. Any person who struggled, I was able to pull a call and review it with an employee. We discussed what could be done differently. And I also used it as a tool to recognize outstanding customer service or great sales tactics by my advisors. 

I learned a lot about training people, managing my time, strong customer service and more sales tactics that were friendly, while aggressive enough to be lucrative. I learned different ways to motivate people that did not always wanted to be motivated. I enjoyed working at this company, I felt for a long time I was important and could make a future here.

My co-workers in the same position, were exceptional people. Always willing to help and were true leaders in my environment.

My particular job, I was well paid and had terrific benefits. We rotated weekend and holiday management coverage because it was a 24-hour call center.

Upper management, in my opinion did not always have a grasp of the morale of the average associate, because numbers were more important and it showed in the attrition reports. Making suggestions that may improve these issues, unfortunately fell on deaf ears. This was a challenge because, I loved my job and liked very much helping customers and my advisors. However making money was more important, than the human factor. For example, if enough people called out, I was asked to call those people back to ask them to come back for a few hours. If a child is sick, a death in the family, or even a car broke down were the excuses given; I was still required to call and ask if arrangements could be made so the number of hours allotted for that work day could be met. 

From the standpoint of a corporation, I understand this. The business of a 24-hour call center requires a certain amount of people to answer calls in a given day. From the viewpoint of the employee, they felt more like a number than a human being. This was the hardest part of my job. Sitting on the fence of management, while understanding the morale of my employees because of a company's "bottom line".

This was a company that prided themselves of being "Top 100 Companies of Working Families". While I was scheduled for 40-hours a week. But with all my duties and projects, I worked about 50-60 hours a week. This award is contradictory because when I made it clear that my work schedule conflicted with my home life and made an impact on my children, so I asked to work an earlier shift or I may have to look elsewhere for a job. I was asked to leave. Instantly, I turned into one of my employees. After working there a year and half, my issues were of little consequence. If could not meet their demands for working the hours designated, then their answer was leave.

So I did. I am not independently wealthy and working to occupy my time. I work to provide for my family. Too many companies fail to realize this. Allowing employees to take advantage is not conducive to running a successful business, however there should be a balance.  Caring about employees, will ensure a loyal and hard working employee.

This is a job in a call center. Most people I've met in the company have started in the fraud analyst department like me. 

I came into this job with an open mind, and I thought I knew what I was getting into. I have never worked in a call center before, much less a cubicle. It is more stressful than I thought it'd be. You have to be resilient in showing up to work every day and taking the challenges the job brings you. A positive attitude and not letting a bad phone call ruin your day is key.

You are taking a high volume of back to back phone calls for your entire shift, dealing with card members that are scared, frustrated, downright angry, or actually rather pleasant to work with. Most phone calls are spent verifying customers to even access the account, which can be very frustrating and time consuming for the customer. 

When it comes down to it, the job is closing cards down and sending out new ones, or clearing cards up so the card member can continue to use it as normal. A lot of the time customers are experiencing declines on their card because Chase's detection system thinks the activity could be fraudulent. More often than not customers are thankful for Chase's attempts to reach out to customers and protect their accounts, but there are a good amount of people that are already ticked when they're on the phone for being declined while in line at the grocery.

There are policies and procedures to follow when working card holder's accounts, and those procedures are IMPORTANT. I was lucky to enter the company in a time where new hires receive 13 weeks of training to make sure you understand your job and are ready to move up to the floor and be an efficient employee. 

Your day on the job is heavily monitored. It's all about numbers. How many phone calls you take, your talk time, your time finishing up accounts before taking the next one, your log-in and log-out times on the phones, and your scheduled break adherence. This is the one part of the job that is stressing me out. 

Your calls are reviewed for policy and procedure, however your trainers genuinely want to help you learn from your errors, so there's no need to be worried about being attacked when your calls need to be personally reviewed. Trainers want to help you do your best and tailor a plan to your individual needs to help you in areas you struggle with.

What keeps me at the job is the pay. I do not have an education after high school, and I was started with an hourly wage that was way higher than I expected to receive. The company wants you to stay with them, and in exchange they give you great benefits.

One thing that frustrates me about the benefits is the likely possibility of scheduling your vacation time being denied. They keep track of available hours for employees to take vacation time by how many people are scheduled to be on the floor. All personal and vacation time off must be approved ahead of time, and for new hires that's nearly impossible to get. So you receive a good amount of vacation time, but actually finding time to get it approved is difficult. You'll get occurrences if you take your vacation day without getting it approved, which can lead to getting fired. 

I have to say this is truly a great company to work for, if you don't mind stepping up to the plate to a day filled with back to back phone calls, following procedures, being monitored, and receiving a score card on your performance.

Leadership within Chase is abysmal. You will resent going to work for managers who don’t care, or are too inept to find their way out of a cardboard box. Simple problems devolve into full blown disasters on a regular basis because of bureaucratic red tape and a lack of common sense. 

If you care about the work you do, you will not feel welcomed within this company’s culture. Within the culture for the time I was with the firm, it was encouraged to do the bare minimum which results in a wide array of issues, but most detrimental is that excusing poor behavior, productivity, and accuracy in work completed results in lost funds that could be easily avoidable if the company culture around work ethic and education changed.

If you value having accurate information necessary to complete the work you do daily, you will find that Chase is not the place for you. It is extremely common in all lines of business to have outdated information stored for viewing that in turn leads to losses for the bank, and people left wondering what the “right thing to do” is with their work as all too often not a single person within a department knows the correct answer.

While Chase has some of the absolutely best paid time off and benefits you could look for in a company, (getting a full month off work a year within your first year of working is pretty lovely) you’ll find that you’re selling yourself short in terms of actual salary to have those “benefits”, where working in a similar position at a different, smaller bank could potentially earn you more money and still have a decent amount of paid time off with good enough benefits. 

The good news is 99.9% of the time, Human Resources is on the employees side, not the employer. If you see someone calling someone a direct slur, see someone touching someone inappropriately or anything else similarly inappropriate for that matter you can go to HR and they’ll get it taken care of. Same with Code of Conduct. If you see something illegal happening, you should feel comfortable enough going to one of those two options without fear of retaliation. However; if you’re someone who doesn’t have much of a spine, I wouldn’t suggest working here. If you’re easily offended by micro-aggressions, HR will look at you like your head is on backwards, it’s not right - it’s just the way it is here.

If you think that you’ll start off working a hybrid work from home/in office schedule and eventually move to full time working from home once training is complete, the recruiter is lying to you and you’re going to need to look elsewhere. Chase is run by old, white men. They barely know how to plug their laptop in, and despite having massive turnover they continuously press forward with their idea that jobs that can be performed remotely should still be done in-office. This results in lower annual raises as the firm has to pay for leases they don’t need that are also falling apart on the inside. 

If you’ve ever thought you’d have a decreased chance at filing a workers comp claim by working in an office environment, think again. Most of the leases the firm pays for have floors in such disrepair they have spots you physically cannot walk over or risk tripping. No signs, no attempts to fix, nothing in the entire time I worked there and visited other leased sites.

In summary, if you enjoy being gaslit, lied to, walked over, and made to think *you* are the problem, Chase is just the place for you. 


Started at this company very recently. They hired us in a group of 20+ people, and said the most recent class of Fraud Specialists were hired in a similar group number. They also mentioned that the previous group completed their class 3 months prior to us being hired. Very odd that they were hiring in large numbers but I decided to look past this. First week was great! Everyone was nice and welcoming. They have great starting pay, awesome benefits available from day 1. They made us take 3+ courses on diversity and inclusivity. They seemed to portray to us that they really cared about the employees. After training us for two weeks on the easy subjects of our job roles, they had us take our first calls. Then they trained us for 3 days on the more difficult subjects. Doesn't make much sense to spend two weeks on simple and 3 days on difficult. The trainer we had for our last 3 days of training was horrible and covered nothing that needed to be covered. Trainer left us with more questions than answers. Once we were in production and taking phone calls, we had access to coaches and trainers that were only available through an adobe chat room and would get visibly frustrated when we didn't understand something because we were not properly trained. It would take the coaches 15 minutes to respond to us which meant most of the time spent waiting for a response for help came at the cost of keeping the customer on hold for long periods of time. One of my biggest grievances is that when we were initially hired, they told us they would not monitor when employees got up to use the restroom. After the first few calls we took, they turned around and told us that we were only able to use 30 minutes of personal time per month if we needed to use the restroom outside of break or lunch time. Personal time is an aux we would need to enter if we were going to be off the phone for any personal needs. It's separate from break time, or sick time. 30 minutes per month is not enough time, and for a firm that tries hard to portray that it cares about the well being of employees, they seem to have no problem limiting a normal human bodily function. They also told us they would not track our call handle times for the first three months of employment since we were all new, and within the first month and a half, they were already trying to pull us aside to discuss handle times. I saw 
first-hand that certain leaders also seemed to exclude some of the new hires, and one excluded, in particular was part of the lgbtq+ community. I witnessed a lot of back and forth in terms of day to day info being given for procedures, as well as leaders switching up their statements based on what benefited them. On top of that, they had no manager available or hired for our team when we were hired, so they threw us into production with temporary teams, and also when we finally got a manager, our new hire class was trained on more subjects than the manager so she couldn't answer our questions. I saw the workplace negativity start creeping in almost immediately and decided to leave before anything got worse. When I left, no one from HR contacted me, nor management, and they showed no interest in asking why I left or any kind of employee retention, or opinion survey or exit interview. For a company that prides themselves on diversity, equality, inclusivity, and health and well being of employees as they try and portray, they need to do better in matching their actions to their words.

Working at JP Morgan Chase has been an enjoyable experience and has provided me with learning and experience that I will always carry with me as I continue to progress throughout my career.  It is refreshing to work for a company that values diversity, inclusion, employee satisfaction, and professionalism as I do in my daily life and career.  
During my 10 year tenure with JP Morgan Chase, I have held a few different roles and learned something in every one of them as I progressed.  In every role I have held, it has always been a fast paced environment and getting things done as quickly as possible.  Not only do we pride ourselves in being the best in Customer Satisfaction, we pride ourselves on being able to do it better and do it faster.  That is an underlining thread in all that we do behind the scenes at Chase.  I have learned to move initiatives as quickly as possible and it is important to have the right stakeholders at the table when changes are being made.  I have learned and observed that in many cases energy and effort is wasted due to not having the right players at the table.  In my current Business Analysis role, it is very key to the success of the project to have the correct individuals involved.   One of the challenges of the role, is conflicting priorities in the environment.  JP Morgan Chase is never working on one thing at a time, there are always hundreds of initiatives going on at any given moment.  Through building relationships and creating business justifications I have been successful in getting priority in projects and initiatives that need attention.  
My passion and where I feel I excel as a business professional is in the area of Leadership.  JP Morgan Chase is excellent at providing career opportunities and assisting employees reach their maximum potential.   As a Sr. Leader for the firm managing the call centers, we had many initiatives to expand on an employee’s skill set.  I feel it is always impactful then you have a company that is willing to invest in their talent at all levels.  I truly enjoyed assisting employees with their career development and assisting them in getting to the next level in their careers.  While in many cases there were tough conversations to be had, I have learned that honest feedback is the best gift you can give anyone to be successful in their career.  What is even more impactful is providing the honest feedback, yet also being a strong enough leader to help them correct it.  
Like any worldwide company, Chase has opportunities.  Yet the advantages and culture of the company out weight all opportunities that the firm has.  The culture is truly one of success and family.  While I have failed at times in my career with Chase, one thing has always been true.  I have learned from the failure and been a better leader because if it.  And that is what the Chase culture is all about.  Taking risks, pushing your business to the next level and if there are failures along the way learn from them and make another attempt.

AML/KYC is not an investigative type of work but data entry.
You put the information in the system that the bankers do not have time to do but can complain about and your research is using google to look for clients info because lexisnexis is too expensive.  

Since JPM is cost cutting, they are moving cost center to cheap areas, i.e. AZ.  and likely India like Goldman Sacks opening cost center/hubs in Salt Lake City, Utah, whats next Yuma Arizona? . The "we need to automate" is the buzz word for cost cutting  since Account Opening and KYC is merge as a function for Onboarding Officers, JPM save's money.  

Management -They are pouching from other banks, i.e. VP's that did not make the ED, jumps ship to JPM, just my observation, it shows they don't care if you ask them career development, crickets or you hear unclear answer, but they talk metrics.  Its about the metrics, metrics, and relationship w/ bankers, and year end bonus.  
Management don't lead in this environment, they are "Relationship Manager". I have not seen a TL disagree on any stupid ideas from Account Opening to bankers, even to the Managing Director.  you have to smile and pretend you like them.  It has the worst in gossiping about each other and no JPM culture is establish.  

I can't complain about the starting pay and time off, but be wary, team leads/VP takes it negatively if you take more than two weeks.    Starting pay $75K, w/ MBA and zero financial experience. Great Tuition Assistance program , medical/dental, employee stock purchase and 401k etc...

Ensure you know sharepoint, word, excel, pivot tables and such, typically back office work.

- training is a joke and not taken seriously since it does not reflect the day to day task that you do, trainers are trainers because they have been in the position for 5 -7 years, no concept of Critical Thinking or approach to teaching plan or best practice, lecture and read the slides. most of the time you are shadowing someone and be told you type this here and there. 

- Morale is low because team leads are not mature or experience enough, they help people they like or suck up by giving watered down compliments, nobody cares about your military war stories, so please stop.  Since starting in Jan 2015, almost 45% has since left to another firm for similar type of work but better work environment.  

- hardest part of the job is not able to say what you mean since it can be taken out of context and hurts someone's feelings, since TL will always take side on the banker or QC to "maintain relationship".
another hardest part of the job is to watch and be bombarded by the PR in your office space and elevator, about how great we are and our CEO.  lastly, be wary about bankers who pretend ignorance to just open accounts, very shady texas bankers, scrutinize their paperwork.

- Enjoyable part of the day is going home.  again dead end job, nice entry into the organization and move on to what you think has a  career path in finance...you have to pay the piper

08/2004–01/2010

Assumes full responsibility for overseeing trust and investment management accounts valued at over $500m in market value while continuously identifying specifying and reconfirming investor objectives. Supervised financial activities at Wealth and Assets Management of line of business (LOB). Present monthly, quarterly, and annual financial reports to managements and institutional investors. Managed portfolios worth over $2 billion with monthly disbursement of $160 million and reconciled multiple of corporate accounts and LOB financial statement.

Key Accomplishment

•	Finalized annual Departmental Performance, reconciled multiple institutional investors’ accounts with Wealth and Assets Management exceeding $800MM.
•	Execute due diligence and coordinated lead managed equity and debt transactions in excess of $750MM in
Mortgage transaction for institutional investors. 
•	Reviewed monthly and annual financial statements of Wealth and Assets Management, analyzed and linked financial results to operational performance. Finalized Department Income Statement. Run commentary and footnotes on income statement, balance sheet, cash floor statement, variances and actual in excess of $2 billion
•	 Prepared IRS forms 5500 for clients.
•	Involved in financial planning, budgeting, procurement and investment activities of LOB.
•	Accomplish financial reports and management reports with Oracle/Hyperion, EPM and Essbase, HFR, financial Accounting (SAP FI).
•	Recommend and championed enhancements in transaction processing system, e.g. funds movement transactions Recommendation reduced significantly overall errors, eliminated 5 redundant processes, dropped 4 hours processing time and save the company from late fees.
•	Generate management tools to measure and analyze financial information of past, present, and expected   operations and costs (e.g. Income statement, balance sheet, financial ratios, key performance indicators, and forecasting and integrated budget model and management reports).
•	Designed and maintain Cash Management System including bank accounts, bank services and electronic funds transfers resulting in value-added services with minimal cash balances and fees.
•	Directed financial and back office functions including: financial control, SEC reporting & SARBOX compliance; treasury, risk management, banking & investor relations, budgeting, and coordination with outside auditors & tax accountants. Other responsibilities included: information technology, and sourcing procurement, and warehouse operations.
•	Spearheaded the integration of three portfolio departments into a single operating unit while reducing costs by $1.5 million and streamlining the accounting, budgeting and financial reporting functions.
•	Developed and evaluate proposals with financial institutions in adding value solution to financial services.

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