Secondary Market Manager

Why work for Visions?

Flexibility, security, competitive wages, and benefits ranging from medical to retirement – we've got it all. We offer opportunities for advancement, development, and tuition reimbursement. We're a company that's growing more and more every day – and you can, too.

About Us

We're a community-minded organization with more than 50 years of experience. We serve members across three states, and our culture is one built on giving back. We're more than just money – we're people helping people. If you want to be part of something greater, something different, and something growing – then come work at Visions. We're more than banking. You can be, too. #ClaimYourSeat

Position Purpose/Summary: The Secondary Market Manager will provide leadership related to the Secondary Market functions to support the strategic objectives and goals of the credit union. Oversee the administration and operation of Secondary Market policies, programs, and systems. Works collaboratively to achieve timely approval, closing and delivery of loans to the secondary market by established deadlines, while remaining compliant with all regulations, guidelines, and secondary market standards. Responsible for the oversight and maintenance of the Federal Home Loan Bank investment portfolio.

Education & Experience: We pride ourselves in our advocacy for education, growth, and opportunity for experience at Visions Federal Credit Union. This position requires a minimum of a bachelor’s degree (or equivalent education and experience in mortgages to include the secondary market) along with a minimum of three years of mortgage experience, three years of experience in mortgage compliance and secondary market/investor activities. Must register with the National Mortgage Licensing System & Registry as a Mortgage Loan Originator (MLO) and maintain annual registration requirements.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)