Vice President of Regional Branch Operations
2 weeks ago
The Vice President of Regional Branch Operations plays a pivotal role in overseeing a network of branch locations, typically managing between 6 to 15 branches within a designated area. This leadership position reports directly to the Senior Vice President of Retail Operations and is accountable for the core management functions of planning, organizing, leading, and controlling the operational and retail activities across the assigned branches. The VP is instrumental in driving business development initiatives and fostering a positive community presence for Hope Credit Union. This role also involves providing guidance, support, and mentorship to branch staff.
Key Responsibilities
- Supervise all retail and operational functions of the designated branches.
- Engage in business development and various member service activities.
- Ensure that the level of member service in the branches aligns with organizational standards.
- Conduct general management tasks, including staff oversight, performance evaluations, promotions, and terminations, while also providing coaching and mentorship.
- Act as a representative for the region in management meetings, addressing issues with other business lines within the credit union.
- Influence budgeting, cost control, planning, scheduling, and procedural enhancements, while striving for excellence in operational efficiency and service improvement.
- Monitor compliance with policies and procedures across branches.
- Identify opportunities for business growth to enhance Hope's market presence.
- Perform administrative tasks such as attending meetings and generating reports.
- Process consumer loans and assist with membership account openings.
- Provide support to branches in the absence of branch management.
- Address complex operational and service challenges escalated beyond the scope of front-line staff.
- Participate in training sessions and operational meetings with branch management and personnel.
- Guide and train employees as necessary.
- Monitor consumer loan volume across the assigned branches.
- Evaluate profitability and losses of the branches.
- Assess membership growth within the assigned locations.
- Track deposit growth across the branches.
- Ensure compliance with branch regulations.
- Minimize risks associated with fraudulent activities.
- Maintain high levels of customer service to enhance customer retention.
- Proficient in effective sales management strategies.
- In-depth knowledge of banking or credit union operational procedures.
- Strong negotiation and interpersonal communication skills.
- Exceptional written and verbal communication abilities.
- Effective presentation skills coupled with strong business insight.
- Proficient in computer applications.
- Experience in consumer lending.
- Demonstrated leadership and supervisory capabilities.
- Bachelor's degree, preferably in business.
- Typically requires 5+ years of management experience in banking or credit union settings.
- Regularly required to sit, stand, and walk.
- Must be able to use hands for various tasks, reach with arms, and communicate effectively.
- Ability to lift and/or move up to 10 pounds regularly and up to 25 pounds frequently.
- Reasonable accommodations may be made for individuals with disabilities to perform essential functions.
- Majority of time spent in an office setting, accessible to the public and potential customers.
- Noise levels in the work environment are generally moderate.
- Reasonable accommodations may be made for individuals with disabilities to perform essential functions.
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 c)
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