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Gaming Fraud Risk Analyst Jobs in Alabama (NOW HIRING)

Tennessee Valley Authority

Special Agent

Huntsville, AL · On-site +1

$67K - $147K/yr

Conducting fraud risk assessments and delivering fraud awareness briefings to TVA employees ... Proficiency in Excel to analyze and organize large data sets; Word for investigative reports;

Hibbett Retail, Inc.

Senior Accountant

Birmingham, AL

$69K - $87K/yr

... fraud risk. SUPERVISORY RESPONSIBILITIES * This position doesn't have any supervisory ... Analytical problem-solving skills, focused on driving execution, action oriented. Hibbett's Privacy ...

Hibbett Retail, Inc.

Store Manager

Mobile, AL

... fraud risk. SUPERVISORY RESPONSIBILITIES Manages subordinate supervisors and non-management ... Analytical thinker with demonstrated business acumen. * Ability to problem solve and juggle ...

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Gaming Fraud Risk Analyst information

What does a gaming fraud risk analyst do?

A Gaming Fraud Risk Analyst is responsible for identifying, investigating, and preventing fraudulent activities within online or offline gaming platforms. They analyze player behavior, monitor transactions, and use various tools and data analytics to detect suspicious activities such as account takeovers, payment fraud, or cheating. Their role helps gaming companies maintain fair play, protect user accounts, and comply with legal regulations. They also collaborate with other teams to improve fraud prevention strategies and minimize financial losses.

What are the key skills and qualifications needed to thrive as a gaming fraud risk analyst, and why are they important?

To thrive as a Gaming Fraud Risk Analyst, you need strong analytical skills, attention to detail, and a solid understanding of gaming industry regulations, often supported by a degree in finance, business, or a related field. Familiarity with fraud detection software, data analysis tools like SQL or Python, and knowledge of anti-money laundering (AML) systems are typically required. Critical thinking, problem-solving, and effective communication are valuable soft skills for investigating suspicious activity and collaborating with other departments. These skills are essential to accurately identify fraudulent behavior, minimize risks, and protect both the company and its players.

What are some common challenges faced by gaming fraud risk analysts in the gaming industry?

Gaming Fraud Risk Analysts often encounter challenges such as staying ahead of rapidly evolving fraud techniques and distinguishing between legitimate user behavior and suspicious activity. They must analyze large volumes of transactional and behavioral data, which requires attention to detail and proficiency with analytical tools. Collaboration with engineering, customer support, and compliance teams is essential to implement effective anti-fraud measures and respond quickly to emerging threats. Continuous learning and adaptability are key, as fraud methods and gaming technologies frequently change.
What are popular job titles related to Gaming Fraud Risk Analyst jobs in Alabama? For Gaming Fraud Risk Analyst jobs in Alabama, the most frequently searched job titles are:
What job categories do people searching Gaming Fraud Risk Analyst jobs in Alabama look for? The top searched job categories for Gaming Fraud Risk Analyst jobs in Alabama are:
What cities in Alabama are hiring for Gaming Fraud Risk Analyst jobs? Cities in Alabama with the most Gaming Fraud Risk Analyst job openings:
Gaming Fraud Risk Analyst jobs near you

Senior Compensation Analyst

Hibbett Retail, Inc.

Birmingham, AL

$77K - $101K/yr

Full-time

Re-posted 26 days ago

Job description

00015 Store Support CenterLE_301 Hibbett Retail, Inc.
SUMMARY
The Senior Analyst, Compensation is responsible for supporting the establishment and maintenance of the compensation function for both field and corporate employees. This individual will help support the organization's compensation infrastructure by providing the necessary analytics and compensation metrics needed to support organizational objectives. As a senior level professional this role will assist in driving the compensation strategy of the organization, under the guidance of the Senior Manager, Compensation Business Partner. Including, but not limited to working on strategy projects like job architecture, documenting procedures, creating guidelines, market analysis , compensation metrics, annual merit process, creation and maintenance of salary structure and incentive programs.
ESSENTIAL DUTIES AND RESPONSIBILITIES
  • Aid in the establishment and maintenance of the organization's compensation philosophy and architecture, which includes creating and maintaining job profiles, job grading, market pricing, and executing formalized job progression structure.
  • Support the enhancement of pay programs based on competitive benchmarking and industry standards, ensuring pay programs are market competitive.
  • Administer the annual compensation and incentive processes to include planning, updating guidelines and tools, system testing, preparing communication materials and consulting with HR business partners and management on the process and recommendations.
  • Assures through audits, reports, and personal contact that the organization's compensation programs are consistently administered in compliance with company policies and government regulations.
  • Research projected salary increases each year and provide insight into the salary budget proposal.
  • Participate in salary surveys as well as collect and analyze salary information to help determine our competitive positioning in the market.
  • Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges.
  • Partner with Human Resources Business Partners, Talent Acquisition and Hiring Managers to evaluate job duties and responsibilities for new positions and provide benchmarking information and recommendations.
  • Conduct equity reviews and drive the overall compensation strategy of competitive pay, equity, and pay for performance.
  • Support in the preparation of presentations and data analysis for Board and Senior Leadership Team meetings.
  • Ensure compliance with compensation laws and regulations while staying up to date with current and upcoming competitive market trends in our industry.
  • Assist with ad-hoc and annual analytical projects from management and senior leadership involving large amounts of data, identifying key themes, and highlighting areas of opportunity, including assessment of Compensation Metrics to assess larger strategy objectives.
  • Leverage system functionality and optimize capabilities within the compensation modules of the company's human capital management system (Workday).
  • Analyze data and processes to provides suggestions for enhancement to current plans and programs.
  • Conduct FLSA (Fair Labor Standards Act) analyses and make recommendations for the FLSA status of new and existing positions.
  • Liaise with Finance and Payroll on compensation administration when appropriate.
  • Stay knowledgeable about compensation trends and strategies and work to innovate and improve the compensation programs at the organization including finding ways to automate and be more efficient.
  • All other duties as assigned.
  • Protects the company's assets and financial information by ensuring the accuracy and effectiveness of internal control procedures and informing management and/or appropriate officials of potential fraud risk.
  • Measurable Outcomes: Ensure timely, accurate reporting and analysis of employee compensation related to employee performance to meet strategic HR objectives set by the organization.
SUPERVISORY RESPONSIBILITIES
  • This position doesn't have any supervisory responsibilities.
QUALIFICATIONS
  • Bachelor's degree or equivalent experience.
  • 5 - 7 years of related experience.
  • Compensation experience in Retail preferred.
  • Experience with Workday, or comparable Enterprise Resource Planning (ERP) system, preferred.
  • Thorough knowledge of human resource laws, regulations, and best practices pertaining to compensation and total rewards.
  • Excellent analytical, organizational, and time management skills. Attention to detail and dedication to accuracy.
  • Statistics knowledge around pay equity preferred but not required.
  • MS Office Suite, with intermediate to advanced knowledge of Excel.
  • Professional Human Resources or Compensation certification a plus (SHRM-SCP, SHRM-CP, SPHR, PHR, CCP, CBP, etc.)
  • Working knowledge of industry-standard tools including survey platforms (Salary.com, etc.)
  • Strong analytical skills and ability to interpret and communicate data; demonstrated experience performing complex reporting and analysis.

Hibbett's Privacy Policy

Candidates will have an option during the application process to withdraw their application prior to completion of the application. Throughout this online job application process, you will be asked to provide personal information about yourself. Please review Hibbett’s Privacy Policy to understand how the information you provide will be utilized and safeguarded.

By clicking the Apply button, I acknowledge that I have read and understand the Hibbett's Privacy Policy. Further, I consent to the use of the same as my Electronic Agreement for purposes hereof. I acknowledge that I have a right to withdraw such consent at any time by contacting Hibbett.

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About Hibbett

Sourced by ZipRecruiter

From one store in 1945 to more than 1,000 today We know where we've been, where we're going, and who we are. See the evolution of Hibbett over the years from our very first store to now.Our Mission is to inspire self expression, from toe to head , one customer, one outfit and one community at a time.

Industry

Retail

Company size

5,001 - 10,000 Employees

Headquarters location

Birmingham, AL, US

Year founded

1945

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