Assistant Loss Prevention Manager

Office Location

Abilene, Texas, United States

Responsible for supporting the day‑to‑day operations of the debit card program and the Loss Prevention department while ensuring the work standards established for Loss Prevention are of the highest standard and in compliance with bank policies and government regulations. This includes advising, supervising, coaching, training Loss Prevention staff, and assisting the Loss Prevention manager. Frequent contact with bank officers, bank employees, and bank customers by phone and/or written communication.

Results of work are rarely checked; consequence of errors is substantial, involving loss of time, money, and goodwill.

• Supports the day‑to‑day operations of the Loss Prevention department.
• Assists with managing and training Loss Prevention employees.
• Assists with document and research requests from bank employees, auditors, compliance, and examiners.
• Works with vendors to ensure the debit card program is compliant and that changes are tested and implemented following network brand and bank policies and procedures.
• Assists with submitting the Visa Quarterly Report.
• Works with the fraud vendor on innovative technologies or changes to improve cardholder experience.
• Understands how the various fraud monitoring systems work to help write or change rules preventing fraudulent transactions from being approved.
• Assists with researching and posting missing ATM deposits.
• Reviews and analyzes large checks and ACHs flagged for review in Yellow Hammer Fraud Detective.
• Communicates with appropriate bank employees via email regarding Yellow Hammer Fraud Detective items that require customer contact.
• Reconciles the bank’s official check accounts.
• Processes debit card and Zelle disputes in accordance with Regulation E, Visa Zero Liability, and bank policy.
• Reviews miscellaneous debit card related reports.
• Monitors and analyzes suspicious debit card and Zelle activity using various systems.
• Contacts customers via phone and/or written communication to verify suspicious debit card or Zelle activity.
• Assists bank employees with debit card and Zelle related questions.
• Fulfills debit card supply orders and adjusts branch card stock vault inventories as requested.
• Performs other duties as assigned.
• Requires strong attention to detail, critical thinking, problem‑solving skills, judgment, organization, and a high level of initiative and ownership.
• Expected to assist Loss Prevention with meeting work deadlines when an employee or manager is out of office.
• Physical effort is average, requiring visual attention and mental concentration for extended periods while using computer equipment for most of the workday.
• Actively participates in the service culture, supports the organization’s values, and follows established bank policies and procedures.

• High school diploma or equivalent is required.
• Seven years’ banking experience with a focus on the essential functions performed by the Loss Prevention department is preferred.
• Two years’ supervisory experience is required.
• Professional appearance and demeanor.
• Working knowledge of Regulation E is preferred.
• Analytical thinking skills, attention to detail, and sound judgement are paramount.
• Excellent interpersonal and customer service skills, both verbal and written, are required.
• Intermediate computer skills and proficiency in Microsoft Windows and Microsoft Office Suite.
• Reliable attendance and ability to work extended hours to meet deadlines is essential.
• Ability to look beyond the obvious to resolve more difficult banking transactions.
• Ability to maintain a high level of confidentiality is required.
• Ability to work in an environment with constant interruptions, handle stress, establish priorities, and meet deadlines.
• Ability to work effectively in a team environment under minimal supervision.
• Ability to lift and carry up to 50 lbs. or assist with.

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)