Seacoast National Bank
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<div class="isg-job-description“>Description
This is a TEMPORARY position, estimated to last 25-30 weeks in length.
Hours: Minimum of 30 Hours per Week
Duration: Temporary Assignment (Project Based)
Position Overview
The Temporary Loans Validation and Testing Specialist will support the Bank’s Loans Workstreams during Conversion Readiness. This role focuses on validating corrective actions made to source data or mapping updates, as well as preparing or reviewing corrective action on individual loans to cure issues identified.
Key Responsibilities
- Validate corrective actions made to source data or mapping updates
- Prepare or review corrective action on individual loans to cure issues identified.
Required Skills and Qualifications
- Strong Attention to Detail with the ability to Identify Variances between Multiple Screens or Data Sources.
- Understanding of Loan Documentation, terms, and structures to calculate or identify deficiencies and corrective action.
- 2-3 years prior Banking experience required; experience with Testing, Quality Assurance, or Data Validation is helpful.
- Proficiency in capturing Screenshots, labeling evidence, and organizing documentation.
- Comfortable working with multiple browser windows, test systems, and online interfaces.
- Reliable, Organized, and able to work independently with minimal supervision.
- Strong Communication Skills for reporting issues and documenting test results.
- Adhere to Seacoast Bank’s Code of Conduct
Work Expectations
- Minimum of 30 Hours per Week with consistent availability during core project hours.
- Ability to meet daily targets and maintain steady progress during Mock Conversions and Cutover Readiness Windows.
- Maintain confidentiality of all Customer Information and adhere to all Security and Compliance Requirements.
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For further information, please review the Know Your Rights notice from the Department of Labor.
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)
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