HOPE Overview
Recognized as one of the largest, and most successful Black and Women owned credit unions in the nation, HOPE continues to build its brand and impact by expanding access to financial services and engaging in advocacy to mitigate the extent to which factors such as race, gender, birthplace and wealth limit one's ability to prosper. Since 1994, HOPE has generated more than $3.6 billion in community development financing that has benefitted more than 2 million people in Alabama, Arkansas, Louisiana, Mississippi, Tennessee and nationwide. This work has supported small business owners struggling to gain access to capital, families seeking to own homes and individuals looking for a better way to manage their hard-earned money with a financial institution they can trust. This work has not gone unrecognized.
In 2022, HOPE was named one of Fast Company's 10 most innovative companies reflecting current events. The recognition honors companies for innovative work on the most pressing issues of the day including COVID-19 response, the climate crisis, mental health and economic inequality.
About the Role
The Area Sales Manager will have established sales relationships and sales contacts within the territory being managed. These strong relationships will bring new business opportunities to the company. The Area Sales Manager will plan, organize and implement a sales strategy for his/her assigned region. This position is located in Jackson Mississippi and Gulfport Mississippi.
Responsibilities
•Monitors sales activities and sets performance goals accordingly.
•Will be a producing manager position and will be expected to effectively manage a personal production pipeline.
•Analyzes sales statistics to formulate policy and assist Mortgage Loan Officers in promoting business.
•Will be the face of Mortgage for Hope in their geography and expected to attend affordable housing events, hold seminars, developrelationship with Community Organizations in order to promote business and further the company mission.
•Meets with key clients, assisting Mortgage Loan Officers with maintaining relationships, negotiating and closing deals.
•The Area Sales Manager will manage the branch and Hope affinity relationships in their local market.
•The Area Sales Manager will be responsible for identifying possible Partnership Branches and determining whether they will fit the culture and company standards.
•Responsible for hiring Mortgage Loan Officers that fit the profile. Will train, mentor and coach direct reports.
•Sales team development to meet expectations and metrics based on company policy. Developing and finding the "A" talent within the team. Ensuring team adheres to industry specific regulations with zero tolerance on fraud.
•Provides monthly and quarterly reporting to National SVP on metrics and regional statistics showing team performance, goals and objectives.
Competencies/Skills
•High School diploma or GED required. Bachelor degree preferred
•(10) years in Mortgage Industry with at least 5 years in Mortgage Origination management.
• Leadership abilities to motivate and manage a team of mortgage advisors or sales representatives
• Analytical skills to assess market opportunities, identify potential leads, and develop strategic sales plans
•Proven leadership and motivational ability.
•Exceptional sales and presentation skills.
• Negotiation skills to structure mortgage deals and terms that meet both customer needs and company objectives
• Proficiency in using mortgage software and CRM systems to manage customer information and track sales activities
•Strong operations and computer systems exposure.
•Proficient in Microsoft programs, Word, Excel, Outlook etc.
•Ability to work in a fast-paced fluid environment.
•Excellent communication skills both written and verbal.
•High level of integrity and confidentiality required.
• Strong understanding of mortgage products, regulations, and industry trends
• Excellent communication and interpersonal skills to build and maintain relationships with clients, brokers, and internal stakeholders
• Leadership abilities to motivate and manage a team of mortgage advisors or sales representatives
• Analytical skills to assess market opportunities, identify potential leads, and develop strategic sales plans
Work Environment
• Employee spends much of the time in the office environment, generally accessible to internal colleagues and external customers
• Employee spends time traveling to remote locations
• Noise level in the work environment is usually moderate
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
Competencies

• Accountability -Accepting responsibility that results in anticipation/prevention of problem areas from actions, and problem solving inside and outside the department/organization.
• Customer Focus -Knowing the (internal and externa!) customer business needs and acting accordingly; anticipating customer needs, and giving high priority to customer satisfaction and customer service.
• Negotiating - Exploring alternatives by means of persuasion to reach favorable outcomes in situations where decisions involve other parties.
• Problem Solving - Having the ability to identify problems and issues of varying issues of varying complexities and to find effective solutions with few guidelines.
• Results Orientation -Being persistent and showing perseverance on achieving concrete and tangible results out of personal responsibility; getting optimum results from situations and being ready to take action and show tenacity in case of obstacles or resistance.
• Decision Making -Drawing correct and realistic conclusions and making timely decisions based on available information.

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)