Assistant Branch Manager

As an Assistant Branch Manager, you will support the manager in leading the branch team to meet and exceed performance targets while delivering an exceptional customer experience and ensuring operational excellence. The Assistant Branch Manager works under the direction of the Branch Manager and plays a key role in coaching, developing, and managing the performance of other branch teammates. This position is also responsible for helping customers by discovering financial needs, originating new deposit and loan products while also supporting customers’ transactional needs.

Functions:

• Promote and model the Banks’ sales process and management routines in conjunction with the Branch Manager.
• Originate new consumer and business depository accounts.
• Originate consumer lending products including home equity loans and lines of credit (NMLS registered).
• Identify business opportunities and make quality referrals to the proper business partners and internal teammates.
• Assist in coaching and developing branch teammates’ sales, service and operational skills.
• In conjunction with the Branch Manager, participate in the recruiting, selection, performance, development and termination of all branch teammates.
• Meet or exceed individual sales and service objectives - measured by team benchmarks and personal productivity metrics.
• Take a lead role in maintaining operational soundness for the team which may include balancing cash drawers/vaults, processing CTR reports and transactions, opening and closing procedures, etc.
• Demonstrate strong problem resolution and customer service skills to provide an elevated ease of doing business and strong experience among the customer base.
• Enjoy working in a team environment with constant collaboration and shared objectives.
• Maintain compliance with all bank regulations that apply to your position and stay current on regulation changes including Bank Secrecy Act, Regulation CC, Regulation E, Bank Security and other regulations that apply to your position.
• Create a positive impact within the communities you serve by investing time in Community Reinvestment Act (CRA) activities and financial literacy initiatives.

Qualifications:

• High school diploma or GED required.
• Bachelor’s degree, Associates degree or equivalent work experience preferred.
• 2-3 years of banking experience or demonstrated sales experience in business, retail or other industries.
• 1 year(s) of demonstrated leadership or coaching experience in a high-performance sales and service environment preferred.
• 1 year(s) of cash handling experience preferred.
• Proven track record of exceeding activity and goal expectations in a consultative sales environment.
• Strong organizational skills with enhanced attention to detail and follow-through.
• Excellent written and verbal communication skills with the ability to solve problems and nurture client relationships even in contentious situations.

This position requires S.A.F.E. registration at the time of employment. The Nationwide Mortgage Licensing System (NMLS) web site (mortgage.nationwidelicensingsystem.org) can provide information about the requirements for registration.

The above statements are intended to describe the general nature and level of the work being performed by people assigned to this work. This is not an exhaustive list of all duties and responsibilities. Cadence Management reserves the right to amend and change responsibilities to meet business and organizational needs as necessary.

Cadence Bank is an affirmative action/equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with disability.

Education

• High School or better

• Bachelors or better

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)