Stock Loan Manager manages the stock loan application process and ensures that all loans are in compliance with federal regulations. Develops new business prospects and maintains existing relationships to increase sales and services. Being a Stock Loan Manager assesses probability of future business when completing a stock loan for another firm. Requires a bachelor's degree in area of specialty. Additionally, Stock Loan Manager typically reports to a director. The Stock Loan Manager supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. To be a Stock Loan Manager typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes. (Copyright 2024 Salary.com)
As a Loan Processor, your day will be filled with opportunities to set up new and renewed consumer and business loans, letters of credit and lease packages
Responsibilities
Daily responsibilities include, but are not limited to, the following:
This position consists of a range of responsibilities that could include a variety of the following:
Job Requirements
The successful candidate will have the following qualifications:
Benefits
Physical Requirements
The physical demands described here are representative of those that must be met by an employee in order to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This position requires sitting the majority of the time with limited walking and standing. All work occurs indoors and within regular working hours. The noise level in the work environment is usually moderate
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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