What are the responsibilities and job description for the VP - Business Banking Manager position at Summit Credit Union?
Description
Summary
This individual is responsible for cultivating relationships that translate into new business for the credit union, providing education and advice, and overseeing and managing the financial services offered to business members. The individual will work closely with businesses to understand the members' banking needs to deliver customized solutions such as loans, lines of credit, and treasury management services. The manager ensures member satisfaction, builds long-term relationships, and identifies opportunities for business growth. They also collaborate with other departments, supervise one or more relationship managers, and stay informed about financial regulations and market trends to guide members effectively. Strong communication, analytical skills, and a deep understanding of business finance are key to success in this role.
Expected Outcomes
- Inspirational leadership cultivates a dynamic team, driving growth and fostering a culture of recognition and development.
- Performance metrics demonstrate attainment of key business objectives, including loan and deposit growth, fee income, and portfolio quality.
- Highly engaged team members provide excellent service to all members.
- Engagement and retention of employees is strong.
- Employees' professional growth and development is elevated through day-to-day direction, coaching, training and development.
- Strategic planning drives business goals, fosters innovation, and aligns resources and budgets. Decisions are driven by data.
- Member experience and profitability is strengthened through the implementation and promotion of Business Services initiatives and the fostering of a service to sales culture.
Capability Requirements
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)
