NASA Federal Credit Union

Analyst

• Assist the Assistant Vice President of Loan Servicing in ensuring servicing rules are accurately identified, interpreted, implemented, and maintained.
• Proactively monitor industry servicing standards, rule updates, and partner/investor communications.
• Serve as a liaison between Consumer and Mortgage Loan Servicing and external partners.
• Ensure servicing logic is rules-based, accurate and aligned with investor expectations.
• Support Loan Servicing Management in preparing for audits and reviews.
• Collaborate with the AVP of Loan Servicing on rule updates driven by investor, partner, and process changes.
• Work closely with the Consumer and Mortgage Loan Servicing Managers and Technology Department.

Loan Servicing Controls Analyst – Non-IT

Manager

• Support the daily operations of the Card Services team.
• Lead staff and support member service excellence.
• Assist with escalated card-related issues.
• Ensure efficient processing across card services functions.
• Mentor and train Card Services Associates.
• Monitor call volume and track productivity in phone queues.

Card Services Assistant Manager

Compliance

• Act as a regulatory compliance resource and consistently apply sound review and recommendation techniques as they relate to policies, procedures, and regulations
• Maintain awareness of laws and regulations affecting the Credit Union, and research and evaluate the impact on the Credit Union
• Collaborate with others on the creation and revision of forms, disclosures, policies, and procedures
• Conduct compliance testing and provide summary reports
• Participate in compliance-related risk assessments
• Prepare reports by collecting, analyzing, and summarizing information
• Communicate with external legal and compliance professionals when needed

Regulatory Compliance Analyst – Banking

IT Support

• Build and maintain strong, collaborative relationships with first and second-line stakeholders to align objectives
• Clearly communicate issues and drive practical, value-added outcomes
• Develop, execute, and continuously improve an integrated, risk-based internal audit plan aligned to the three lines of defense model
• Plan and conduct audits in accordance with generally accepted internal audit standards
• Coordinate audits conducted by third-party firms
• Produce clear, concise reporting on audit activities, key findings, and recommendations to support transparency and informed decision-making
• Remain cognizant of and adhere to Credit Union policies and procedures, and financial institution regulations
• Develop and maintain the internal audit plan to assess the effectiveness of internal controls and processes
• Identify areas for improvement to enhance operational efficiency
• Maintain audit schedule, manage records, provide updates and present final reports as requested
• Schedule and coordinate internal audits conducted by third-party audit firm
• Prepare and execute additional risk-based audits to supplement internal audits conducted by third-party audit firm
• Analyze data obtained from audits and risk assessments for evidence of deficiencies in controls, duplication of effort, extravagance, fraud, or lack of compliance with laws
• Document results and obtain management responses to audit findings
• Track completion of required actions related to audit findings and conduct follow-up reviews and audits to monitor management’s interventions
• Develop and provide audit finding remediation tracking reports and metrics
• Develop and maintain Internal Audit policies and procedures
• Enhance and streamline leading audit practices and processes
• Demonstrate high standards of conduct and ethics, as well as the ability to use appropriate judgment and discretion.

Internal Audit Manager

Recruitment

• Accountable for pipeline management for assigned requisitions, including sourcing, screening, interview coordination, and offer support, while meeting established time-to-fill and candidate experience standards.
• Manages multiple requisitions and competing priorities with attention to detail and sound judgment; maintains accurate documentation in the Applicant Tracking System (ATS) and meets service-level expectations with minimal supervision.
• Ensures required pre-employment and post-offer screenings are completed accurately, on time, and in compliance with internal policy and applicable regulations.
• Partners with hiring managers and leaders to define role requirements and selection criteria; facilitates meetings; validates job descriptions; and develops job-related screening questions and interview guides.
• Provides ongoing consultative support and proactive updates to hiring teams; attends department/branch meetings and conducts on-site visits with hiring teams as needed to align on progress, priorities, and next steps.
• Tracks, analyzes, and reports recruiting performance metrics for assigned openings in alignment with NASA FCU goals and service-level expectations, including time-to-fill, time-in-stage/pipeline health, source effectiveness, interview-to-offer and offer acceptance rates, and quality-of-hire indicators such as 90-day retention and performance at 6 months; identifies trends, recommends process improvements, and documents results.
• Represents NASA Federal in the community to build talent pipelines.

Recruiter II

Human Resources

• Owns recruiting strategy, forecasting/workforce planning cadence, requisition prioritization, selection standards, and candidate experience; develop Hiring Manager capability (interviewing, selection, bias mitigation); manages external partners as needed.
• Designs and delivers a manager curriculum (new manager essentials, performance management, feedback, difficult conversations, conflict prevention, documentation basics); builds toolkits and reinforcement plans with HR Generalists; aligns training to HR trends and business goals.
• Builds/maintains onboarding standards (day 1/30/60/90), manager check-ins, and new hire success metrics; partners with HR staff to automate where possible.
• Supports internal mobility, career paths, and succession planning processes; creates practical manager guidance for growth conversations.
• Owns the process of reviewing and updating job descriptions.
• Owns the succession planning framework and cadence (e.g., annual/biannual talent reviews); defines readiness criteria and role criticality; facilitates leader calibration with HR Generalists; ensures successors have documented development plans; tracks bench strength and progress for priority roles and report outcomes to the VP/CAO.
• Oversees HR communications cadence (HR News/Staff Weekly Updates pertaining to assigned areas)
• Produces dashboards (volume, cycle time, themes, repeat issues); provides HRIS-enabled insights to leadership while protecting confidentiality.
• Provides budget recommendations for assigned areas.
• Develops staff; sets priorities, service standards, and cross-functional operating rhythms.

Loan Servicing Controls Analyst – Non-IT

Card Services Assistant Manager

Regulatory Compliance Analyst – Banking

Internal Audit Manager

Recruiter II

Director of Human Resources