Assistant Credit Manager jobs in Charleston, SC

Position Purpose

The Assistant Branch Managers assist with the guidance and management of a retail branch, ensuring that we are providing quality service to members in account transactions, loan applications, and new accounts. Assistant Branch Managers exhibit proficient and service-oriented, problem-solving skills within established policies and guidelines. Additionally, they assist the Retail Branch Manager in the management of branch staff and oversee day-to-day operations of the branch while maintaining a positive level of service by adhering to company standards. This position leads and advises Member Advisors in the efficient handling of member needs and accurate transactional processes as well as facilitates ongoing coaching for Member Advisors to assist in reaching all other operating standard goals. This role is accountable to complete all assigned compliance and information security training and comply with the credit union’s policies and procedures related to the Bank Secrecy Act and Office of Foreign Assets Control (OFAC).

Duties & Responsibilities

Assumes responsibility for guiding, coaching, training, and monitoring branch staff to achieve and maintain a consistent and high level of performance.

• Lead, supervise, coach, mentor, and train Member Advisors.
• Proficient and participate in assisting with Member Advisor duties as needed to provide excellent member service.
• Assist the Retail Branch Manager in meeting Branch Credit Life, Disability, GAP, Warranty, Credit Card, Checking, Consumer Loans, Business Loans and Mortgage goals as defined by the organization.
• Assist the Retail Branch Manager in developing and implementing strategies to ensure branch meets all objectives as outlined in the monthly goals.
• Ensure staff have training and mentoring to be able to effectively recognize in branch cross sales opportunities, develop relationships and additional business through On-boarding/Re-boarding outbound calls.
• Has formal coaching sessions with each of his/her staff monthly and will also coach as need during the month. Coaching sheets will be sent monthly to the Retail Branch Manager.
• Ensures that the branch is compliant with all governing regulations, especially the Bank Secrecy Act (BSA), OFAC and the Patriot Act requirements.
• Understands and complies with all state and federal regulations and laws and monitors all staff compliance.
• Understands the UCC requirements for negotiability and acceptability, counterfeit, fraudulent check, and currency activities.
• Understands procedures for cash drawer control set up.
• Analyze and improve teller accuracy and understanding the effects of overage and shortages.
• Acts as the Vault teller, which includes ordering currency, verifying currency received, maintaining vault security and balancing vault cash daily. The Assistant Branch Manager will also cross train and have staff to assist with these duties.
• Controls expenses such as overtime, supplies, branch cash requirements. Ensures the branch and grounds are properly maintained.
• Responsible for security in the branch.
• Understands the complete operation of all security equipment and ensures the security system is tested monthly. A quarterly security meeting must be held with staff.
• Ensures the branch facility, branch equipment, and software is up to date and ready to serve the members, contacts appropriate parties for any maintenance, service, and repairs.
• Schedules adequate staff to ensure efficient branch operation. Ensures that there is an adequate supply of currency, cashier checks and debit cards in the branch.
• Completes reports, records, and other documentation as required.
  
  

Skills & Qualifications

Assumes responsibilities for related duties as required or assigned.

Education/Certification & Experience:

• High School Diploma
• 1 to 3 years of Financial Services Industry Experience
• SAFE Act Compliance: Since we operate as a federal credit union, at the time of hire an MLO is not subject to formal regulatory licensing. However, an MLO must make the appropriate information available to the NMLS Registry (see the SAFE ACT Procedures section of the Home & Real Estate Lending procedures manual). An MLO must also authorize the Registry and our credit union to obtain information related to sanctions or findings in any administrative, civil or criminal actions, to which the employee is a party, made by any governmental jurisdiction. An MLO must also attest to the correctness of all required information submitted on their behalf by our credit union. And finally, an MLO must authorize the Registry to make available to the public information as required by the law.
  
  

Skills/Abilities:

• Effective employee management and leadership skills
• Performance driven sales and service delivery
• Process improvement skills
• Ability to mitigate risks
• Ability to communicate effectively and courteously
• Self-motivated and goal oriented
• Ability to coach and team build
• Ability to use diplomacy with members and maintain confidentiality
• Excellent telephone etiquette, organizational and time management skills
• Satisfactory credit record, bondable.
  
  

Qualifications

Behaviors

Preferred

Enthusiastic: Shows intense and eager enjoyment and interest

Dedicated: Devoted to a task or purpose with loyalty or integrity

Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Team Player: Works well as a member of a group

Motivations

Preferred

Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Goal Completion: Inspired to perform well by the completion of tasks

Growth Opportunities: Inspired to perform well by the chance to take on more responsibility

Self-Starter: Inspired to perform without outside help

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)