Governance and Risk Analyst II- Operations
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![]() United States, Mississippi, Tupelo | |
![]() 201 South Spring Street (Show on map) | |
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Description
Summary In today's rapidly evolving financial and regulatory landscape, managing Operational risk and compliance is more critical than ever. The Governance, Risk and Compliance (GRC) Analyst plays a key role in ensuring operational excellence and risk mitigation across business functions. This position is responsible for evaluating, monitoring, and enhancing operational processes to ensure alignment with strategic objectives, regulatory requirements, and industry best practices within The analyst will proactively identify, assess, and mitigate operational risks while ensuring process resiliency, compliance, and business continuity. The ideal candidate has a strong understanding of operational controls, compliance frameworks, and risk management methodologies. Essential Job Duties
Core Competencies
Minimum Qualifications
This position is ideal for an individual who thrives in a structured, compliance-driven environment and enjoys driving operational improvements through risk management strategies. The above statements are intended to describe the general nature and level of the work being performed by people assigned to this work. This is not an exhaustive list of all duties and responsibilities. Cadence Management reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Cadence Bank is an affirmative action/equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with disability. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. 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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