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Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world (as ranked by S&P Global, April 2018) with total assets of over $2.9 trillion (106.2 (JPY) as of March 30, 2018) and 150,000 colleagues in more than 50 countries. In the U.S., we’re 13,000 strong, working together to positively impact every customer, organization, and community we serve. We achieve this by delivering on our values, putting people first, fostering long-term relationships built on honesty and mutual understanding, and inspiring the best in each other. This is all part of our inclusive, high-performing culture supported by Total Rewards that include our cash balance pension plan. Join a team that’s working to fulfill its vision to be the world’s most trusted financial group.
Sr. Fraud Investigator, Vice President
Reporting to the Corporate Investigations Manager (Director) of Enterprise Fraud Management. The Investigator will complete financial crime investigations to ensure that potentially suspicious transactions are appropriately identified within specified timeframes and that decisions to file or not to file Suspicious Activity Reports (SARs) are adequately supported. This is a non-supervisory position, distinguished from the higher level investigators by the complexity of cases, number of concurrent cases assigned, experience and general level of supervision required by the Investigations Manager.
70 % - Conducts both internal and external investigations resulting from suspicious activity or crimes against the Bank. Recommend policy and procedural enhancements to identify and prevent further risks to the Bank. Apply investigative techniques, interview, interrogate, validate factual information, and prepare clear and concise reports of fraud/loss events. The expectation is that the investigator will close 15 - 20 cases every month consistently. Internal investigations may be conducted on both non-officers and officers (below Managing Director level) of MUFG Union Bank. 10 % - Compile information; prepare suspicious activity reports (SAR) within reasonable timeframes, and in accordance with Corporate Investigations policy and procedures, requiring only minor corrections from supervisory reviews. Knowledge of criminal and commercial laws and procedures, Uniform Commercial Codes, Penal Codes and State and Federal Regulations. Identify control weaknesses and make recommendations to minimize losses. 10 % - Act as a Team Leader in the development and training of Fraud Investigator's. Review 'marked for closure' cases of junior Fraud Investigators for accuracy. 5 % - Provide reporting and/or information to other business partners including Risk Event Notifications and Risk Event Reports. Coordinate investigations with financial institutions and law enforcement personnel. 5 % - Coordinate and deliver fraud countermeasure training and education.
Typically requires a Bachelor’s Degree in Criminal Justice, Business or related experience, with 8+ years of investigative or related experience with specific emphasis on AML, BSA and fraud prevention at a financial institution, regulatory agency or law enforcement agency.
In-depth Knowledge of Criminal and Commercial laws and procedures, Uniform Commercial codes, penal codes and Bank regulations and standards.
Excellent oral and written communication skills.
Excellent interpersonal skills
Ability to identify various white-collar crime, general fraud and money laundering schemes.
Related professional certifications such as CAM, CFE or REID required.
Familiarity in using in-house software and Core monitoring systems.
Experience either in the preparation of or actual use of SARs for law enforcement purposes
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities duties and skills required of personnel so classified.
We are proud to be an Equal Opportunity / Affirmative Action Employer and committed to leveraging the diverse backgrounds, perspectives, and experience of our workforce to create opportunities for our colleagues and our business. We do not discriminate in employment decisions on the basis of any protected category.
A conviction is not an absolute bar to employment. Factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered in all employment decisions. Additionally, it's the bank's policy to only inquire into a candidate's criminal history after an offer has been made. Federal law prohibits banks from employing individuals who have been convicted of, or received a pretrial diversion for, certain offenses.