Sr. Lead Fraud Program Manager

We need to output HTML fragment with sections: About the role? The posting includes overall purpose, essential functions, minimum qualifications, preferred qualifications, physical requirements, pay, benefits. Also location/hybrid model maybe part of About the role? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Thus we need to decide which sections to include. The posting includes: - Overall Purpose (could be "About the role") - Essential Functions (Responsibilities) - Minimum Qualifications (Qualifications) - Preferred Qualifications (maybe Skills? but could be Qualifications) - Physical Requirements (maybe not a standard heading; could be omitted if not in list? The instruction says we can use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical Requirements not listed; maybe we can incorporate into Requirements or Qualifications? But we should not invent sections not in list? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It does not forbid other headings, but suggests those as examples. Probably we should stick to those headings where applicable. Physical Requirements could go under Requirements or Qualifications? Might be better to include a "Requirements" section that includes both minimum qualifications and physical requirements? But the instruction says use

  • for any list of duties/requirements/benefits. So we can have a Requirements section with lists. We also have Pay info: base pay scale for location groups. So we should include a Pay section. Benefits: described in detail. So include Benefits section. Schedule: not mentioned besides hybrid work model for certain locations. Could be considered Schedule? The posting says "Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model". That's schedule info. So we can include Schedule section. We should not include sections with placeholder text. All have content. We need to remove boilerplate: EEO statements, legal, etc. Also remove duplicated lines like "Candidates responding to this posting must independently possess the eligibility to work in the United States at the date of hire." appears twice; we should keep only once? Probably keep once in a short p. Also remove "The above job description is not intended to be an all-inclusive list..." etc. Also remove "Pursuant to the San Francisco Fair Chance Ordinance..." etc (EEO). Also remove "Early Warning Services takes into consideration a variety of factors..." (compensation details) maybe part of Pay? It's about pay determination; could be included in Pay section as prose. We need to preserve all substantive information: overall purpose, essential functions, minimum qualifications, preferred qualifications, physical requirements, pay, benefits, schedule/hybrid model, location eligibility, visa ineligibility. We must not invent or summarize away detail. So we need to keep specifics like numbers of years, etc. We need to format using

    headings,

    for prose,

    • for lists. We need to decide how to structure lists. Potential sections: - About the role (Overall Purpose) - Responsibilities (Essential Functions) - Qualifications (Minimum Qualifications) - Preferred Qualifications (maybe Skills? but we can have a Skills section? The instruction list includes Skills as possible heading. Could put preferred qualifications under Skills. But we also have minimum qualifications; maybe combine under Qualifications with two sublists? But we need to follow instruction: use
      • for any list of duties/requirements/benefits. So we can have multiple lists. We could have:

        About the role

        Overall Purpose ...

        Responsibilities

        • Lead the design, execution, and continuous improvement of major components of the Fraud Risk Program.
        ... etc

        Qualifications

        Minimum Qualifications:

        • Bachelor’s degree in Business, Finance, Computer Science, Risk Management, or related field.
        ... etc
        Maybe also a separate

        Preferred Qualifications

        but that is not in the example list but could be considered Skills. However instruction says we can use those headings as examples, not exclusive. Safer to include Preferred Qualifications as a separate section with heading

        Preferred Qualifications

        . It's not prohibited. Similarly Physical Requirements could be its own section

        Physical Requirements

        . Pay section:

        Pay

        with prose containing the pay scales and note about discretionary incentive plan and benefits. Benefits section:

        Benefits

        with prose describing healthcare, 401k, PTO, parental leave, etc. Schedule section:

        Schedule

        with prose about hybrid work model for certain locations. Also include location/visa info maybe in About the role or a short p. We must not repeat job title as heading. We must not include Job ID/requisition numbers. We must remove boilerplate: EEO statements, legal, etc. We need to ensure we don't include any filler like "commensurate with experience". Not present. Now craft HTML. Let's extract substantive content. From posting: - At Early Warning, we’ve powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze®, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses. Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment. Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship. - Overall Purpose The Sr. Fraud Program Manager is responsible for leading and maturing key components of Paze’s Fraud Program to safeguard customers and protect the integrity of the platform. This role operates at a strategic and executional level — owning large, complex, cross-functional fraud initiatives while influencing enterprise stakeholders across Product, Engineering, Risk, Compliance, Legal, and Operations. The Sr. Lead partners closely with Fraud leadership to translate strategic objectives into scalable program structures, technical requirements, governance, and measurable outcomes. This position serves as the most senior individual contributor within the Fraud Risk Program function and may mentor other program managers. - Essential Functions (list): Lead the design, execution, and continuous improvement of major components of the Fraud Risk Program. Translate fraud strategy into executable roadmaps, epics, features, and technical requirements. Own delivery of large, complex, technology-intensive fraud initiatives spanning multiple interrelated workstreams. Establish program governance frameworks, operating rhythms, KPIs, reporting mechanisms, and risk controls. Proactively monitor fraud performance metrics relative to targets; identify emerging risks and drive mitigation strategies. Lead program-level risk identification, issue resolution, and change control across cross-functional teams. Partner with Product, Engineering, Architecture, Security, Compliance, and Legal to align fraud risk capabilities with business strategy and roadmap priorities. Drive vendor oversight for fraud-related third-party solutions, ensuring performance, compliance, and risk standards are met. Develop and formalize fraud risk standards, policies, controls, and documentation aligned to regulatory requirements and industry best practices. Influence decision-making at senior leadership levels through data-driven recommendations and executive-ready communication. Mentor and provide guidance to other Fraud Risk Program Managers to elevate program delivery practices. Support the company’s commitment to enterprise risk management and protection of systems and data integrity. - Minimum Qualifications: Bachelor’s degree in Business, Finance, Computer Science, Risk Management, or related field. Typically, 12+ years of experience in banking, payments, fraud risk, or related risk management roles. 5+ years of experience leading large, complex, cross-functional fraud or payments programs. Demonstrated experience delivering technology-intensive initiatives in partnership with engineering teams. Advanced knowledge of fraud risk management tools, controls, governance models, and industry best practices. Strong executive communication skills with the ability to influence senior stakeholders. Proven ability to operate autonomously in ambiguous, fast-moving environments. Strong analytical and problem-solving skills with a data-driven mindset. PMP, Agile, Scrum, or equivalent program management certification (or equivalent experience). Background and drug screen. - Preferred Qualifications: Experience in digital banking, payments networks, or wallet ecosystems. Deep familiarity with fraud analytics, decision engines, or risk platforms. Experience scaling fraud programs in high-growth environments. SAS, SQL, or comparable analytical coding experience. Demonstrated experience mentoring or leading other program managers. - Physical Requirements: Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling, and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation. - Pay: The Base Pay Scale For This Position In Phoenix, AZ/ Chicago, IL / Washington, DC in USD per year is: $129,000 - $161,000. New York, NY/ San Francisco, CA in USD per year is: $154,000 - $193,000. Additionally, candidates are eligible for a discretionary incentive plan and benefits.This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate’s education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes. - Benefits: Some of the Ways We Prioritize Your Health and Happiness Healthcare Coverage – Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.401(k) Retirement Plan – Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.Paid Time Off – Flexible Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.12 weeks of Paid Parental Leave