Log In
Sign Up
Will become familiar with Anti Money Laundering (AML)/Fraud systems; and become a subject matter expert in regards to their data usage, workflow, and documentation in order to facilitate supporting their functionality and daily operation.
Principal duties and responsibilities:
Facilitate database changes and user problem resolution with optimum speed and efficiency
Resolve problems and answer questions related to data handling processes; implement additional error handling; contact and work with vendor support when necessary
Obtain an in-depth understanding of business needs and related data requirements
Create and maintain technical documentation (including, but not limited to, ETL process, ERD, etc.);
Closely monitor performance; identify problems and implement solutions; ensure the database is running at optimum speed and efficiency;
Research and recommend optimal design criteria; publish standards and work with development staff; standardize environment and improve efficiency;
Other duties and tasks as assigned.
Position Requirements:
3 years experience in System Analysis, Design, and Database Development of MS SQL Server in Windows 2008/2012/2016 environments. Strong T-SQL programming skills are a must.
Experience with SSIS to develop ETL solutions.
Experience with other RDBMS solutions is a plus.
Strong analytical and problem solving skills/background, consistently strong work ethic, independent initiative, and interpersonal skills.
Strong project management and time management skills
Expert oral and written communication skills
Exhibits excellent teaching and training skills
Excellent knowledge of MIS applications is a plus
Excellent understanding of bank operations business processes is a plus
Strong understanding of or the ability to quickly gain such; of applicable laws, regulations, and guidance in the subject area as well as the desire to keep up with changes in a complex environment
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)
