- Act in a supervisory capacity. Conduct staff meetings; delegate responsibilities and accountabilities to assure a smooth running center; follow-up on all expectations of staff, give positive reinforcement, recognize and reward staff when warranted, identify and take corrective action in the event of sub-standard performance.
- Initiate and direct service and sales activities. Participating in setting and communicating center service and sales goals, and lead in achieving same; develop service and sales strategies and implement into daily actions; track and assess results; conduct weekly sales meetings; daily briefing/debriefing; ensure that MSR staff maintain an active member follow-up program.
- Participate in training and development. Responsible for center training programs, product knowledge, service and sales techniques and center audit and security procedures; communicate and train promotional programs, to include employee briefings, videos, and marketing materials; review and monitor training progress and development for all staff members; develop and maintain personal and professional skills through internal / external training programs.
- Facilitate monthly coaching and conduct development activities for staff career path.
- Perform operational duties. Conduct staff meetings on operational and regulatory matters, assuring compliance with credit union policies and procedures, as well as financial regulation compliance to include BSA (Bank Secrecy Act) and CFPB (Consumer Financial Protection Bureau; also ensuring regulatory BVS assignments are completed by center staff; accountable for controllable center budget items; maintain FTE allotments; conduct surprise teller and vault cash counts; insure SCCM compliance; perform center audits.
- Develop and maintain positive member and staff relationships. Establish Weekly productivity plans for center.
- Provide consultative member service. Conduct member profiling methodology to determine needs. Provide product and service information; explain features and benefits; resolve errors and member complaints.
- Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act.
- Bachelor's Degree in Business, Finance, Accounting, or related field of study.
- 3+ years' in financial services or retail delivery to include:
- 2+ years' management of staff or team leadership.
- Bachelor's Degree in Business, Finance, Accounting, or related field of study.
- 5+ years' in financial services or retail delivery to include:
- 3+ years' management of staff or team leadership
- Leadership Skills.
- Professional interpersonal relationship skills.
- Knowledge of Credit Union Policies, Procedures, and Audit requirements.
- Ability to think Analytically.
- Ability to effectively communication
- Ability to function in and create a team environment.
- Ability to organize, supervise, and delegate effectively.
- Ability to motivate self and others.
- Ability to manage numerous tasks simultaneously.
- Ability to manage time effectively.
- Strong sales and sales management ability.
- (preferred) Experience using Jack Henry Symitar/Episys.
- None
- Standing - Occasionally
- Walking - Occasionally
- Sitting - Frequently
- Lifting - Rarely (40 Lbs)
- Carrying - Rarely
- Pushing - Rarely
- Pulling - Rarely
- Balancing - Rarely
- Stooping - Rarely
- Kneeling - Rarely
- Crouching - Rarely
- Crawling - Rarely
- Reaching - Occasionally
- Handling - Occasionally
- Grasping - Occasionally
- Feeling - Occasionally
- Talking - Frequently
- Hearing - Frequently
- Repetitive Motions - Frequently
- Eye/Hand/Foot Coordination - Occasionally
- Noises louder than normal speaking volume - Occasionally
- Temperature Changes - Rarely
- Atmospheric Conditions - Rarely
-
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Description
Company DescriptionEnt Credit Union exists to improve the financial quality of life of the people we serve. This mission drives us every day, but we are more than our mission. We're also individuals using our unique abilities to make our organization, and the communities we serve, better than they were yesterday. We're a not-for-profit that puts people above profits and actively invests in our community. Our rapidly growing team is expanding our reach to serve more people throughout Colorado. To spread our mission far and wide, we need people like you. If you're interested in a paycheck with a purpose, apply with us today. Our people make the difference, and we truly believe you are our greatest asset.
Job Description
Ent Credit Union is Colorado's premier financial institution and is currently expanding service offerings across the state. We are seeking quality financial service professionals to lead our service centers. Service Center Managers are responsible for delivering a unique and personal experience to our member-owners that is centered around meeting all of their financial needs. As a leader, you will coach, mentor and develop employees to support a high level of engagement and growth opportunities. You will direct all aspects of center operations, hire and train staff as necessary, manage risk, drive consultative sales interactions, ensure regulatory compliance, and facilitate activities that align with the strategic direction of the credit union.
Essential Functions
Minimum Formal Qualifications:
Service Center Manager:
Technical or Specialized Knowledge/Skills:
The pay range for the following positions:
Service Center Manager:
$69,222.40 to $90,875.20 per Year (S15)
Service Center Manager Senior:
$82, $107,785.60 per year (S-16)
Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity.
This position is eligible for a monthly incentive plan.
We anticipate this position to close on 4/26/2024. Please submit your application at your earliest convenience to be considered.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Benefits Summary Sheet
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 c)
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