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Consultant
Union Bank
San Diego, CA, United States
Job Details - this job has expired, please see similar jobs below
Responsible for planning, conducting and directing the analysis of credit reporting systems and disputes processing to ensure data accuracy and integrity in Metro 2® transmissions. Provides technical expertise in Metro 2® data furnishing and disputes processes. Plans and executes systems testing and mapping to Metro 2® specifications. Provides consultation and designs training materials for Metro 2® credit reporting and disputes processing personnel.
Major Responsibilities:
• Analyze credit reporting systems (FDR, MSP, SIL, ORS, etc.) for compliance to Metro 2® standard; understand system mapping and triggers that impact Metro 2® file creation and act as system Subject Matter Expert (SME) for credit reporting.
• Test and analyze credit reporting systems (FDR, MSP, SIL, ORS, etc.) changes and assist in implementation with business units.
• Analyze Metro 2® files for compliance to the standard, accuracy of creation based on system data, integrity of system data and consistency between fields reported; assist in defining controls and parameters for various reporting scenarios.
• Review and analyze Metro 2® transmission errors and illogical reporting combinations to determine corrective and preventive actions required for the systems, processes and/or procedures to prevent future similar errors.
• Assist in remediating credit reporting and disputes issues as needed.
• Establish or enhance QA processes for credit reporting systems to ensure data accuracy and integrity in source systems, including method of review, scoring, optimal review efficiency and resulting actions.
• Mentor Credit Reporting Analysts in investigations as needed.
• Analyze credit reporting dispute (FCRA/FCBA) processes and procedures to ensure a thorough, complete and accurate investigation is conducted; implement changes as needed for compliance, accuracy and consistency as well as performance improvement.
• Create training materials (guidance, instructions, manuals, etc.) for credit reporting dispute handling and processing; perform on-the-job training activities (shadowing, side-by-side, demonstrations, etc.) to support overall training needs. Create job aids as required.
• Analyze credit reporting disputes for reporting system and/or dispute handling process potential root causes to prevent future similar disputes; implement preventive and corrective actions based on root cause and trend analysis.
• Establish or enhance QA processes for credit reporting disputes to ensure disputes are responded to accurately, including method of review, scoring, optimal review efficiency and resulting actions.
• Mentor Credit Bureau Research Analysts in proper response to issues received.
• Assist in creating and monitoring of credit reporting and dispute metrics.
Qualifications
• Typically requires 5+ years of in-depth business knowledge of Metro 2® credit reporting, FCRA and e-OSCAR®.
• Advanced communications skills level for composing and writing original business letters, detailed business specifications, recommendations, reports, internal policy and presentation to management.
• Demonstrates strong leadership and consulting skills.
• Strong credit reporting and/or dispute experience with FDR and MSP systems.
• Must understand practical application of the Metro 2® standard to credit card, mortgage and other financial products.
• Technical background is a plus.
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.