Branch Manager

Responsibilities

• Model a high energy, service and sales culture within the branch and credit union.
• Coach, develop and mentor staff.
• Work as needed with the Financial Sales Coach to improve the branch's sales performance.
• Provide leadership to staff to maximize their performance, help advance their growth and development, and achieve the credit union’s goals through collaboration and supervision.
• Instill an energetic, strong service and sales culture through coaching the staff in deepening existing member relationships and acquiring new ones. Continually strive to improve the way we serve our members.
• Manage administrative and operational aspects of designated branches.
• Assist in branch services and operations and serve as a backup for all departments, as needed, to serve our members.
• Build strong relationships with new and existing members that lead to referrals and sales. Identify member needs and align products and services that help achieve their financial goals and those of the credit union.
• Coach a strong service, cross‑selling, and referral culture within the branch. Mentor and motivate staff; measure and monitor results; hold staff accountable for achieving goals.
• Oversee day‑to‑day branch operations.
• Work closely with the Financial Sales Coach to achieve all metrics and goals related to the branch.
• Participate in various community activities to promote and represent the credit union philosophy.
• Collaborate with Senior Management to manage and analyze the security and safety of the branch, and to alert staff of any changes to the policies and procedures.
• Promote the credit union by volunteering and networking throughout the communities that we serve.
• Provide recommendations to improve branch efficiencies.
• Provide formal reviews for the branch staff.
  
  Responsible for hiring, training and administering disciplinary action related to branch staff, when necessary.
• Perform other duties and responsibilities as assigned or deemed necessary in order to meet the credit union’s goals and objectives.

• Passionate and enthusiastic.
• Ability to acquire the knowledge of the credit union movement, policies, procedures, and all branch services and products.
• Will engage in local community groups and activities.
• Able to travel locally.
• Knowledge of federal and state regulations relating to financial operations management.
• Availability to work weekends and extended hours, as needed.

This position requires a Bachelor’s Degree in Business or experience in a financial institution. Must have a thorough knowledge of financial operational activities and an understanding of financial products as would normally be obtained from years of progressively responsible experience in a managerial position within a financial institution.

Employees must comply with government and other regulations affecting the credit union industry including but not limited to the Bank Secrecy Act and The USA Patriot Act.

• Payroll – paid weekly.
• PTO – 16 hours per quarter after being added on the 1st of quarter after 90 days of service.
• Vacation – 1 week after 6 months of service, then 2 weeks annually.
• Holiday Pay – immediately hours paid for hours missed.
• Floating Holiday – 8 hours for a day in the month of your birth month after 90 days of service.
• 401(k) Plan – contributes after 30 days of service; match 3% after 1 year; additional match of 1/2 of contributions up to 2%.
• Health Insurance – available on the 1st of month after 30 days of service; employer pays 75% of premium for employee.
• HSA with high deductible health plan – match dollar for dollar up to $1,000.
• Dental – available on the 1st of month after 30 days; employer pays 75% of premium for family.
• Vision – available on the 1st of month after 30 days; employee paid.
• Life Insurance/LTD/AD&D – life insurance twice the salary, employer paid.
• Fitness Plan – after 90 days of service, YMCA or Planet Fitness membership, employer pays 75% of premium.

Normal office working conditions with no disagreeable elements.

The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.