Branch Manager

Responsible for the overall management and operation of a branch. They ensure the branch runs smoothly and efficiently while providing excellent customer service to members.

ESSENTIAL FUNCTIONS AND BASIC DUTIES

1.Relationship Manager: As a Relationship Manager, the Branch Manager is responsible for building and maintaining strong relationships with existing and potential members. They engage in networking activities, attend community events, and actively seek out new business opportunities. They also ensure that the credit unions products and services meet the needs of the members, and identify cross-selling opportunities to deepen member relationships.

2.Personnel Management: The Branch Manager is responsible for the supervision and management of the branch staff, including recruitment, training, and performance management. They provide leadership and motivation to ensure that the team achieves their goals and delivers high-quality service to members. They also oversee the scheduling of staff to ensure adequate coverage during business hours.

3.Compliance and Security: The Branch Manager ensures that the branch complies with all banking regulations and security policies. They oversee the implementation of security measures, such as cameras, alarms, and access controls, to protect the branch's assets and prevent fraud. They also ensure that the branch adheres to all compliance requirements, such as KYC (Know Your Customer), AML (Anti-Money Laundering), and BSA (Bank Secrecy Act).

4.Financial Competency: The Branch Manager must have a strong understanding of financial products and services, as well as the ability to analyze financial statements and data. They oversee the branch's financial performance, including revenue, expenses, and profitability, and develop strategies to increase revenue and reduce costs. They also ensure that the branch operates within budgetary constraints and meets established financial targets.

5.Achieving Goals: The Branch Manager sets and achieves goals for the branch, such as increasing revenue, improving customer satisfaction, and enhancing operational efficiency. They develop and implement strategies to achieve these goals, monitor progress, and adjust course as necessary. They also report regularly to senior management on the branch's performance and progress towards goals.

PERFORMANCE MEASUREMENTS

In summary, a Branch Manager is responsible for the overall management and operation of a branch, with a focus on relationship management, personnel management, compliance and security, financial competency, and achieving goals. They ensure that the branch operates efficiently, provides excellent customer service, and meets or exceeds financial targets.

QUALIFICATIONS

EDUCATION/CERTIFICATION: High school graduate or equivalent. Additional collect coursework in buisinee or finance preferred. 

REQUIRED KNOWLEDGE: Understanding of the Credit Union’s field of membership. Knowledge of Credit Union philosophy, services and products. Understanding leadership functions. 

EXPERIENCE REQUIRED: At least three – five years of management experience preferred. 

SKILLS/ABILITIES: Strong interpersonal, leadership, and supervisory skills.

Well organized.

Ability to operate related computer applications and related business equipment.

Attention to detail.

Ability to maintain an effective and efficient workflow.

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

TALKING: Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly.

AVERAGE HEARING: Able to hear average or normal conversations and receive ordinary information.

REPETITIVE MOTION: Movements frequently and regularly required using the wrists, hands, and/or fingers.

AVERAGE VISUAL ABILITIES: Average, ordinary, visual acuity necessary to prepare or inspect documents or products, or operate machinery.

PHYSICAL STRENGTH: Sedentary work; sitting most of the time.  Exerts up to 10 lbs. of force occasionally.  (Almost all office jobs.)

WORKING CONDITIONS

NONE: No hazardous or significantly unpleasant conditions (such as in a typical office).

MENTAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

REASONING ABILITY: Ability to apply logical or scientific thinking to define problems, collect data, establish facts, and draw conclusions.

Able to interpret a variety of technical instructions and can deal with multiple variables.

MATHEMATICS ABILITY: Ability to compute discount, interest, profit, and loss; commission markup and selling price; ratio and proportion and percentage.

Able to perform very simple algebra.

LANGUAGE ABILITY: Ability to read periodicals, journals, manuals, dictionaries, thesauruses, and encyclopedias.

Ability to prepare business letters, proposals, summaries, and reports using prescribed format and conforming to all rules of punctuation, grammar, diction, and style.

Ability to conduct training, communicate at panel discussions and make professional presentations.

INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected.  They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions.  Well-constructed job descriptions are an integral part of any effective compensation system.  

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included.  Peripheral tasks, only incidentally related to each position, have been excluded.  Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions.  In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all inclusive.  Additional functions and requirements may be assigned by supervisors as deemed appropriate.  

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals.  However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts.  The organization maintains its status as an at-will employer.  Employees can be terminated for any reason not prohibited by law.