Market President I

**What is the Role**

The Market President serves as the first in command in the local market reporting directly to the Divisional President. They assist in the overall administration of the bank, with responsibility over all locations in the market. Coordinates activities of the bank in accordance with policies and objectives established by the Divisional President and Cadence Ban. In the absence of the Divisional President, may act in their place for the local market.

**How You Will Make An Impact**
- Plans, organizes and controls all day-to-day activities of their market of the bank; assists the Divisional President in overall administration of the bank, and serves as second in command over their market in the absence of the Divisional President.
- Coordinates activities in accordance with Cadence Bank's policies and procedures.
- Oversees operational problems and develops procedures to ensure compliance with Cadence Bank's corporate procedures for their resolution as well as ensures efficient operation of each location of the market.
- Assures adherence to audit/compliance procedures and maintains responsibility for annual audit results.
- Assists in developing annual budget and maintains responsibility for attaining growth and high quality bank loan portfolio, core deposits and overall operational and financial goals.
- Develops and manages an individual loan portfolio, calling on existing and potential customers to develop loan business. Interviews, obtains credit information, makes decisions within credit limit or makes recommendation to Loan Committee.
- Participates in Business Development Program, making customer and prospect calls with a goal to grow loans and deposits and other bank services as well as provides a high level of customer relations, service and problem resolution.
- Administers and oversees Community Development activities and the bank’s involvement for their market.
- Assists staff in achieving loan and deposit growth goals.
- Monitors existing loans and deposit portfolio to maintain quality and profitability, ensuring past due loans, charge-offs and nonperforming assets and documentation exceptions are all at acceptable levels. Ensures compliance with bank policies and government regulations.
- Provides strong leadership by maintaining a viable organizational structure by dispensing advice, guidance and direction, creating a positive work environment that promotes good communication, rewards high level of staff performance, encourages employee development and plans for management succession.
- Keeps abreast of local, national, financial, political and legislative events. Serves on the Management Team of the Region.

**Characteristics**
- ** **Regular and reliable attendance.
- Works cooperatively with others.

**Experience**: Required
- Sales and business development oriented. Has a good network of business contacts
- Excellent verbal and written communication skills. Strong negotiating skills.
- 5 year(s): Working in financial institution operations and management is desirable.
- 5 year(s): Working in a financial institution, as a commercial lender.

**Education**: Preferred
- Bachelors or better in Business Administration or related field

**Skills**: Preferred
- Management

**Behaviors**: Required
- Team Player: Works well as a member of a group
- Leader: Inspires teammates to follow them
- Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
- Dedicated: Devoted to a task or purpose with loyalty or integrity

**Motivations**: Required
- Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
- Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

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)