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Head of Card Services
2 months ago
Position Overview
The Head of Card Services plays a pivotal role in overseeing the management, expansion, and enhancement of Citadel's debit and credit card offerings.
This position is essential for steering the strategic vision and financial performance of our card services, ensuring that our offerings remain competitive, lucrative, and aligned with member expectations and regulatory standards.
Key Responsibilities
1. Spearhead the development and refinement of credit and debit card products, features, and advantages to satisfy market needs and elevate member satisfaction.
2. Optimize cardholder acquisition, retention, activation, and usage rates by analyzing portfolio performance metrics and implementing necessary adjustments.
3. Formulate and oversee the annual budget and forecasts, encompassing revenue, fee income, and expense management.
4. Conduct thorough analysis and research on market trends, member behaviors, and the competitive landscape to inform strategic decisions.
5. Collaborate closely with Risk and Compliance teams to ensure compliance with regulatory standards.
6. Partner with Marketing teams to devise effective marketing strategies and campaigns aimed at promoting our card products, acquiring and retaining members, and boosting card utilization.
7. Work alongside Sales Channels (branch, online) to ensure efficient distribution and promotion of card products.
8. Prepare and deliver regular reports and presentations to management, highlighting portfolio performance, key initiatives, and strategic recommendations.
9. Cultivate and maintain relationships with key stakeholders, including internal departments, external partners, and vendors.
Qualifications and Educational Background
- Bachelor’s degree in business, finance, marketing, or a related discipline.
- A minimum of 7 years of experience in card portfolio management within the banking or financial services sector.
- In-depth knowledge of card products and payment systems, industry trends, regulatory requirements, and the competitive landscape.
- Exceptional communication and interpersonal skills, with the ability to influence and collaborate with internal stakeholders.
- Strong analytical and problem-solving capabilities.
- Proven ability to manage multiple priorities and perform under pressure.
Performance Metrics
Performance will be evaluated based on the Citadel corporate scorecard, as well as departmental and individual objectives.
Work Environment
This role will be based in an office setting, with the majority of tasks performed on a computer. Some events may occur outdoors. Reasonable accommodations will be provided.
Physical Requirements
The physical demands and work environment characteristics described herein are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee will regularly lift and/or move up to ten pounds. The employee will regularly sit; talk; hear; use hands to finger, handle, or feel; and reach with hands and arms. The employee will occasionally stand. Special vision requirements include close vision and the ability to adjust focus. The noise level in the work environment is usually moderate. Travel to local and, on occasion, out-of-town meetings and events is required.
Equal Employment Opportunity Statement
Citadel is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, or other protected status, such as race, religion, color, national origin, sex, or age. We maintain a drug-free workplace and may perform pre-employment substance abuse testing.
Compensation Disclosure
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 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.
