Job Details Description *This position will be primarily on-site, at our St. Cloud Heritage Branch and at the St. Cloud Campus, but will also acquire remote access.* Position Overview: The Branch Manager is responsible for the day-to-day leadership and operational support for the branch. This role collaborates amongst all member channels in order to execute a strategic and local growth plan. Additionally, the Branch Manager is responsible in partnering with direct reports on their individual development to ensure short-term and long-term success of the employee and the organization. Duties and Responsibilities: - Manage branch employees and ensure operational excellence within the branch services - Train and develop employees to successfully meet role expectations and expertise - Responsible for driving team performance and engagement by conduction ongoing dialogs with employees and in completing staff reviews - Provide onsite leadership, motivation and direction of organizational vision and goals - Manages the activities and operations of all branch functions - Provide onsite leadership, motivation and direction of organizational vision and goals - Collaborate amongst all channels to execute a strategic local growth plan that promotes organizational soundness - Establish and implement member relations business plan - Drive team performance and engagement by conducting frequent team meetings and individual employee dialogs; ensuring employees are informed of organizational news, changes in operational policy and procedures, and are focused on member service - Partner with direct reports on their individual development to ensure short-term and long-term success of the employee and the organization; - In collaboration with the Director of Branch Services, prepare and manage budget to meet branch goals, revenue, and expense objectives - Lead the recruitment and training process of new employees - Promote awareness of Affinity Plus in the community we serve by actively participating in community organizations and activities - Participate in local and statewide leadership development meetings - Other duties as assigned Qualifications and Skills: - 5+ years of progressive leadership experience - S./B.A. degree in business, finance or related field preferred or equivalent work experience - Consumer and Real Estate lending experience preferred - Knowledge and understanding of State and Federal laws pertaining to Credit Union industry - Ability to think strategically in the development and implementation of branch plans which align with organizational goals and culture - Ability to effectively coach, lead and motivate employees to achieve results - Ability to manage costs and optimize resources - Strong analytical skills required with a high degree of accuracy - Aptitude to work independently as well as part of a team and ability to collaborate with others - Strong verbal and written communication skills - Time Management skills and the ability to prioritize workload based on department and member needs - Flexibility to adapt and succeed in a dynamic environment - Driven and motivated about growing and expanding membership in order to have a stronger impact on people that live, work and participate in this community Workplace Environment: - Sitting 70-75% and Standing 25-30% - Working at a computer 90% of the day - Bending, twisting, kneeling, stooping or crouching when appropriate, on occasion - Repetitive movements, including but not limited to typing, mousing, phones, etc. - Lift, carry, push or pull up to approx. 30 pounds (supplies, etc.) Required Work Schedule: A minimum of 40 hours per week and as needed based on need of the organization Qualifications Skills Behaviors : Motivations : Education Experience Licenses & Certifications 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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