Jamie Browne’s Post

🌟 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐑𝐨𝐥𝐞𝐬: 𝐀 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐄𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧 🌟 Discover how the expanding significance of Compliance Officers across various industries marks a game-changer for business strategies. Dive into our latest article for exclusive insights and learn why embracing this shift is crucial. #compliance #recruitment #compliancemanagement

Been into IT Management & Infra Operations... Always a fight with Info Security & this article gives insight on the reason why & process to overcome...! Good Read

Nurturing Compliance Officers: A Win-Win Approach to Onboarding Are you bringing a new compliance officer on board? We've been working with organisations and their new hire. Imagine this: Your new compliance officer has experience, but not quite the depth needed to lead your company's compliance efforts. That's where we come in. Our specialised mentoring program provides guidance, support, and expert knowledge to help your new hire thrive in their role. Here's why it works: 👍For the employer: Rest easy knowing your compliance operations are in capable hands. Our mentors ensure your new officer is making informed decisions from day one. 👍For the employee: Gain confidence with a trusted advisor at your side. Have a tricky question? Need to double-check a decision? We're here to help you grow into a compliance leader. 👍ROI that makes sense: When you consider the costs of recruitment and potential missteps, our mentoring program is a smart investment in your company's regulatory future. 👍Incentivised growth: As your new hire's expertise expands, so does their value. We believe in rewarding growth, which is why a pay raise is built into the program upon completion. We're not just filling positions – we're cultivating the next generation of compliance excellence. Our approach ensures a smooth transition, minimises risk, and sets the stage for long-term success. How do you support your new hires' growth? Share your onboarding strategies in the comments! #ComplianceLeadership #MentoringMatters #OnboardingExcellence #RegulatorySuccess

6 Signs that the CEO wants their Compliance Leader to quit... Does your CEO hates compliance or dislikes you personally? - Here is how to tell. 1️⃣ They're avoiding you They are not responding to your emails, cancel your 1:1s or repurpose them by inviting other people. 2️⃣They don’t read your emails and reports You often have to repeat things and remind them about what you already wrote to them. 3️⃣ They exclude you from conversations and go around you when they need input They invite one of your team members and subordinates to join meetings or they email and ask for feedback from other team members. 4️⃣ They don't acknowledge your wins They blend your accomplishments with other people's contributions or include qualifications, when they speak about what you’ve delivered. They probably don't know what you do. 5️⃣ They interfere impulsively with your daily tasks and rarely give you new projects or feedback They have petty criticism about minor issues. No matter how hard you try, it’s never good enough. They don't want you to improve. 6️⃣ They require you to document all your projects and log your activities If your CEO becomes more demanding about formalities, deadlines and status updates, it is often an indication that they do not trust you and prepare the ground for someone else to take over. If more than 2 of these red flags are present, it’s a good time to update your resume and start looking around. Consider joining the FinTech Startup Compliance Pro Certification to make sure your new role is the right fit for you and you are fully equipped to be the high performing compliance leader! We have several step-by-step trainings guiding you through all phases of the job search and interview processes as well as will provide you a complete set of tools helping you setup and manage all aspects of the FinTech compliance program. Here is a list of the soft-skills trainings included: - Changing jobs in FinTech Compliance. Strategies for resume building, interview conversations, assessing whether this company is a right fit for you. - Getting ahead in FinTech.How to find and secure board seats and paid advisory roles with FinTech startups. - Building authority. How to select your expert niche within and your signature know-how within FinTech - Networking, relationships with media, industry experts, and influencers, creating a following or future clients’ pipeline. LinkedIn strategy for personal brand. Compliance leaders today are expected to master the highest possible level of prioritization techniques, decision-making and attitude towards risks, and this is exactly going to be the main focus of the FinTech Startup Compliance Pro certification, where you get access to all my templates and workshops and coaching, and you will get to apply these techniques right away. Join TODAY so that you can get your new job within the next 90 days or less! 👇👇👇 https://lnkd.in/dQ8A7HSV

I am passionate about Compliance! Are you? Over the past two decades, I've dedicated my career to ensuring compliance in various capacities. While most days I find immense joy in being a compliance officer, I also encounter challenges in instilling the same enthusiasm in my colleagues. Many individuals fear compliance and fail to grasp how it can significantly reduce stress and anxiety in their roles. To help your team embrace compliance, consider implementing the following strategies and share your experiences with me. Let's work together to make compliance a core part of organizational culture! #Compliance #RiskManagement #WorkplaceCulture 1. Education and Training:   - Provide comprehensive and engaging training programs that explain the importance of compliance. Please stop having training where you read the slides! Give some true "meat" or guidance in your training!   - Use real-life examples to demonstrate how compliance protects the university and its employees. 2. Positive Reinforcement:   - Recognize and reward employees who exemplify compliance.   - Share success stories where compliance led to positive outcomes. 3. Clear Communication:   - Ensure that compliance policies are clearly communicated and easily accessible.   - Use simple language and avoid legal jargon to make the policies understandable. 4. Supportive Culture:   - Foster an open culture where employees feel comfortable asking questions and reporting concerns without fear of retaliation.   - Encourage leaders to model compliant behavior and emphasize its importance. 5. Practical Tools and Resources:   - Provide easy-to-use tools and resources that help employees comply with regulations.   - Offer checklists, templates, and other aids to simplify compliance tasks. 6. Feedback Mechanisms:   - Create channels for employees to provide feedback on compliance processes and suggest improvements. If you only have a paper survey distributed annually, you are missing out on the true feedback that you need to hear.   - Regularly review and update compliance programs based on employee input. In my monthly meetings I have a section on every agenda devoted to them to go over departmental issues that we are not aware of. 7. Transparent Processes:   - Be transparent about how compliance issues are handled and resolved. If you are up front with your employees on how things were mitigated you can reduce the gossiping at the water cooler.   - Share information about investigations and outcomes, while respecting confidentiality. 8. Integration into Daily Work:   - Integrate compliance into daily operations rather than treating it as a separate task.   - Make compliance part of the regular workflow, so it becomes a natural aspect of the job. I recommend placing an hour on your calendar to devote to compliance related duties daily. By making compliance an integral and positive part of the workplace culture, employees are more likely to embrace it and see its value.

In the intricate realm of compliance implementation, C-Quel stands out as a beacon of integrity and excellence. While the availability of compliance knowledge is widespread, the real challenge lies in its effective implementation. C-Quel addresses this challenge with an unwavering commitment to honesty and passion, crucial parameters for ethical compliance. With 23 years of experience, C-Quel has a proven track record of overcoming resistance and instilling these values among its team members, ensuring a successful compliance journey for its clients. Partnering with C-Quel not only shields organizations from hefty penalties and potential legal repercussions but also adds both tangible and intangible value. By choosing C-Quel, organizations can transform compliance from a mere regulatory requirement into a strategic advantage. Join hands with C-Quel for true and ethical compliance implementation and elevate your organizational integrity. www.cquel.com info@cquel.com

Ten key traits that define an effective compliance professional: 1. Expertise: Deep understanding of relevant laws and regulations. 2. Analytical Skills: Ability to assess risks and develop compliance strategies. 3. Attention to Detail: Meticulous in monitoring and reviewing processes. 4. Integrity: High ethical standards and sound judgment. 5. Communication: Clear in conveying compliance requirements and policies. 6. Problem-solving: Innovative in addressing compliance challenges. 7. Collaboration: Works well with all departments to foster a compliance culture. 8. Leadership: Inspires trust and promotes ethical practices. 9. Adaptability: Stays ahead of regulatory changes. 10. Continuous Improvement: Committed to learning and enhancing compliance programs.

Hire the Ideal Compliance Expert for Your Unique Needs Finding the perfect compliance expert means aligning their expertise with your organization's specific requirements and culture. Here's how to do it effectively: 1. Identify Your Needs Scope of Work: Define whether you need regulatory compliance, internal audits, or both. Expertise Level: Decide if you need a generalist for broad needs or a specialist for complex issues. 2. Evaluate Credentials and Experience Certifications: Look for relevant certifications like CCEP or CRCM. Track Record: Check their experience and successes in your industry. 3. Cultural Fit Company Culture: Ensure they align with your company’s values and work well with various departments. Soft Skills: Seek attributes like integrity, attention to detail, and strong interpersonal skills. 4. Interview Thoroughly Scenario-Based Questions: Use industry-specific scenarios to test their problem-solving skills. Cross-Departmental Input: Involve multiple departments in the interview to assess collaboration ability. 5. Use Technology Digital Platforms: Leverage job compliance portals and LinkedIn for sourcing candidates. Assessment Tools: Utilize tests or practical assignments to evaluate their skills. 6. Consider Interim Solutions Consultants: Hire a compliance consultant for immediate needs and evaluate long-term requirements. 7. Ongoing Development Training Programs: Provide continuous professional development to keep them updated with evolving compliance landscapes. By following these steps, you'll find a compliance expert who not only meets your technical needs but also fits seamlessly into your organizational culture. Start your search now at www.syncuppro.com and hire the ideal compliance expert for Your Unique Needs! #ComplianceHiring #ExpertRecruitment #FindTheBest #ComplianceExpert #RegulatoryCompliance #InternalAudit #ComplianceSpecialist #IndustryExperience #CulturalFit #InterviewTips #TechForHiring #DigitalRecruitment #AssessmentTools #ConsultantSolutions #ProfessionalDevelopment

How many of these skills do you have? Then how many do you shine at?

The Compliance Management Framework (CMF) is a structured approach to ensure that an organization adheres to relevant laws, regulations, and internal policies. The core points include: 1. **Identification and Assessment**: Recognizing applicable legal and regulatory requirements and assessing their impact on the organization. 2. **Policies and Procedures**: Developing and implementing policies and procedures to ensure compliance. 3. **Training and Communication**: Educating employees about compliance requirements and ensuring effective communication across the organization. 4. **Monitoring and Reporting**: Regularly monitoring compliance and reporting any breaches or issues. 5. **Response and Remediation**: Addressing compliance breaches promptly and taking corrective actions to prevent future occurrences. 6. **Continuous Improvement**: Regularly reviewing and updating the compliance framework to adapt to new regulations and organizational changes. This framework helps organizations maintain legal and ethical standards, mitigate risks, and build a culture of compliance.