What are the responsibilities and job description for the Treasury Management Client Services Coordinator position at Peapack-Gladstone Bank?
Position Responsibilities:
This position provides support to the Treasury Management Sales Team by providing excellent service to clients and bank partners. Assists with day-to-day administrative tasks as well as creation of sales presentations, pro-formas, new client on-boarding and problem solving.
Candidates for this role must have strong communication skills, be enthusiastic, technologically savvy, able to recognize sales and deposit growth opportunities and be willing to exceed our clients and prospects expectations in every interaction.
- Provide superior level of customer service to clients and servicing via phone & support ticket system
- Proactively takes initiative to improve the customer experience and team efficiency
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Builds strong relationships both internally and externally; ability to interact effectively with all levels throughout the organization
- Remain calm under pressure, even when juggling multiple inquiries
- Other tasks as assigned.
Qualifications:
Required:
- High School diploma or equivalent
- 1-2 years of customer service experience, preferably in a financial services environment.
- Ability to interact effectively and tactfully with all clients and colleagues from other departments both in person and over the telephone
- Proficient in Microsoft® Office
- Excellent verbal and written communication skills
- Detail oriented with strong organizational skills
- Must be an independent thinker who can exercise discretion in performance of duties and who has ability to make decisions independently
- Demonstrated integrity and ability to maintain confidentiality
Desired:
- College Degree
- Previous experience and/or understanding of Treasury Management products, services and systems.
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)
