Foreclosure Manager jobs in Tulsa, OK

Job Duties:

• Complete thorough case review and proceed accordingly to ensure compliance with the federal non-judicial foreclosure process and HUD guidelines.
• Maintain up-to-date entries in all appropriate required systems to ensure accuracy of the data.
• Receive and resolve correspondence from borrowers, interested third parties, and foreclosure commissioners.
• Provide regular reporting to management regarding case review, portfolio assessment, and completion of metrics.

Qualifications / Skills

• High school diploma, GED, or foreign equivalent is required (Associates Degree is preferred)
• Legal/Paralegal background a plus
• 1 years loan servicing experience
• Understanding of foreclosure and evictions process
• Strong problem solving & critical thinking ability
• Exceptional written and oral communication
• Competent in organization, multi-tasking, and prioritization
• Ability to work well as an individual contributor as well as be part of a team
• Detail oriented with attention to accuracy
• Highly dependable (attendance, daily responsibilities/tasks, and project deadlines)
• Proven Microsoft Excel, Word and Outlook experience
• Positive attitude and professional image at all times

CompuLink Benefits:

• Medical/Dental/Vision - 100% Paid Medical, Dental, & Vision Coverage for Employee Only Coverage
• 401k with Employer Match
• Paid Time Off – Vacation Time, Sick Leave, 11 Paid Holidays annually
• Compensation Range: $17-$22/hr

This position requires the successful completion of a federal background check to include criminal background check, credit check, and fingerprinting.

CompuLink is an equal opportunity employer that takes affirmative action to employ, and advance in employment, individuals without regard to race, color, religion, sex, national origin, protected veteran status, disability, sexual orientation, or gender identity.

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)