UX/RPA Designer

2 weeks ago

Duluth, United States Georgia United Credit Union Full time
Description

UX/RPA Designer is responsible for performing and coordinating analysis and design of business systems, products, and processes, identifying experience and design issues, and identifying and implementing new services, software, robotic processes, and experiences that benefit members, team members, and the credit union. This person will support the Director in championing the user experience process to build a clear, repeatable way of bringing existing and new services and experiences to market that removes friction and creates a distinction between the end user and member. Assist in creating an environment where team members and members can easily do business with us and where products, services, processes, and experiences are compliant, functioning as desired, and innovative. This person will assist in the administration of both the KanBan Board and the RPA software, as well as the management of RPA submissions

Qualifications
Behaviors Detail Oriented - Capable of carrying out a given task with all details necessary to get the task done well
Innovative - Consistently introduces new ideas and demonstrates original thinking
Team Player - Works well as a member of a group
Education Bachelors (required)
Experience Design thinking, business analyst, lending, or operations experience preferred. (required)
Experience with Symitar is required. (required)
3 - 5 years: Minimum 3-5 years in a Business Analyst, Lending, or Operations role with Symitar experience. (required)
Advanced technology skills with Symitar, lending systems, Visio, and MS Office, including Word, Excel, PowerPoint, Internet, and Email. (preferred)
Skills Time Management (required) Attention to Detail (required) Active Listening (required) Critical Thinking (required) Initiative (required)

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)

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