What are the responsibilities and job description for the OVERDRAFT PRIVILEGE MANAGER position at Stock Yards Bank and Trust?
As a Overdraft Privilege Manager, your day will be filled with opportunities to oversee the day-to-day supervision of the ODP employees, DDA and SAV collection duties, non-ODP and ODP accounts.
Responsibilities
Daily responsibilities include, but are not limited to, the following:
- Overall management of the ODP Department to ensure all daily processes and procedures are completed accurately and timely
- Monitors daily incoming work to ensure required service levels are being maintained and all tasks assigned to the team are completed timely
- Manage the time tracking of ODP team members including work schedules, vacation schedules, and other time out of the office to ensure adequate coverage
- Continually educate team members on resolution methods for internal/external requests
- Make outbound calls for Opt In/Opt Out maintenance
- Monitor, set up, and make payments to Repayment Plans
- Perform maintenance on Daily Reports
- Monitor overdrawn DDA and SAV accounts and communicate closure recommendations
- Responsible for the Departments daily TMS entries
- Report charge off accounts and payments to Early Warnings and Cash Pro
- Make professional phone calls to overdrawn customers to reach resolution
- Branch support and maintenance for Overdraft Access
- Utilize vendor software for customer letters and notifications
- Review processes for efficiencies to include developing job aids, maximizing current research tools and streamlining processes to increase daily volume capacity
- Performs other duties and responsibilities as assigned
- Oversee Department Metrics to include preparing the monthly Management Reports
- Complete an annual review of the department’s procedures
Other Functions:
- Exercise duties and responsibilities in a manner that demonstrates self- accountability and supports a team environment.
- Manage relationship with Overdraft Privilege Software Vendor
- Participate in strategic planning with the Deposit Division Manager.
- Assist in training activities for new employees and current employees, as needed
- Serves as backup for all positions within the ODP department
Job Requirements
The successful candidate will have the following qualifications:
- High School Diploma or GED Equivalent
- At least 3 years of Banking Operational Experience
- Banking operations background or experience.
- Analytical thinker with attention to detail
- Self-starter with ability to manage time efficiently while functioning in a multi-task environment
- Ability to communicate effectively in writing and verbally\
- Strong planning and organizational skills
- Ability to interact with all levels of management
- Dependable with a professional appearance and demeanor
- PC proficient in Excel, Word, Outlook
- Daily supervision of the Department
Benefits
- 401(k) with a company match of up to 6%
- ESOP employer match
- Medical insurance
- Dental insurance
- Vision insurance
- Cancer / Disease insurance
- Accident insurance
- Flexible Spending Accounts
- Health Savings Accounts
- Bank paid Life / AD& D insurance
- Voluntary Life / AD&D insurance
- Bank paid Short-Term and Long-Term Disability insurance
- Employee Stock Purchase Plan
- Employee Assistance Program
Physical Requirements
The physical demands described here are representative of those that must be met by an employee in order to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This position requires sitting the majority of the time. All work occurs indoors and within regular working hours. The noise level in the work environment is usually moderate.
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)
