Sr. Analyst, Global Client Payments

• →Own daily reconciliations of bank activity against liability records, and clear exceptions within published turnaround targets
• →Own month-end reconciliation close and deliver complete, accurate results on deadline
• →Own creation and resolution of unpaid items, and keep aging within target
• →Review reconciliations completed by other analysts, and catch errors before they impact clients
• →Own presented-item and stop-payment decisions, exercising judgment within defined control requirements
• →Own standard operating procedure (SOP) documentation, keeping it current and audit-ready
• →Identify and implement process and AI-enabled improvements that reduce manual effort or improve accuracy
• →Partner cross-functionally on unresolved items, and escalate with a recommendation, not just a problem
• →Lead within the team by driving shared work to delivery and keeping peers unblocked
• →Raise peer capability through onboarding support, knowledge sharing, and coaching

Supporting diversity and inclusion is a cornerstone of our company — we don’t want people to fit into our culture, but to enrich it. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US Veteran status, or any other factor protected by law. If you require any reasonable adjustments during the recruitment process, please let us know.

• Reduces compliance risk by clearing exceptions and unpaid items within published turnaround targets
• Enhances client experience through accurate, timely reconciliation that reduces notices and penalties
• Improves month-end close reliability through complete, on-time delivery
• Prevents errors from reaching clients by catching breaks in peer reconciliations
• Improves decision quality by applying critical thinking across all reconciliation work
• Strengthens the control environment through current procedures and audit-ready evidence
• Increases operational scale by using AI to surface opportunities to improve reconciliation processes
• Raises team capability through documentation, process improvement, and AI best-practice sharing

This role exists to raise the bar for the team, not just maintain current state or restore capacity. The right candidate doesn’t just do the job well; they introduce new practices, make the people around them better, and leave the process more capable than they found it.

What bar-raising looks like in this role

• Structured thinking that makes complex problems legible. This person doesn’t just resolve exceptions; they diagnose why the exception occurred, whether it signals a broader pattern, and what process change would prevent recurrence. When they escalate, they bring a clear problem statement, the relevant data, and a recommended path forward. When they document a process, someone else can follow it without asking a follow-up question.
• Introduces new practices, not just better execution of old ones. They don’t wait to be asked to improve something. They see a manual step in month-end close, assess the control risk, and come with a proposal. They identify an AI workflow that eliminates a recurring data-prep task and pilot it with sign-off. They set a new standard for what “good” looks like in reconciliation.
• Raises the floor of the team, not just their own ceiling. Their onboarding support, knowledge sharing, and documentation make junior analysts measurably more independent. Peers escalate less to the manager because this person is a reliable first resource. The team’s collective output improves because of how they show up.
• Drives better decisions through better information. They surface insights from reconciliation data that inform business decisions upstream — patterns in unpaid items, jurisdictions with recurring exceptions, or trends that signal a process control failure before it becomes a customer issue.