Student Union Manager jobs in Fayetteville, NC

Assumes responsibility for guiding, coaching, training, and monitoring branch staff to achieve and maintain a consistent and high level of performance.

• Ensures branch meets Credit Life, Disability, GAP, Warranty, Credit Card, Checking, Consumer Loans, Business Loans and Mortgage goals as defined by the organization.
• Develops and implements strategies to ensure branch meets all objectives as outlined in the monthly goals.
• Ensure staff have training and mentoring to be able to effectively recognize in branch cross sales opportunities, develop relationships and additional business through On-boarding/Re-boarding outbound calls.
• Effectively manages personnel, ensuring optimal performance.
• Ensures that the branch is compliant with all governing regulations, especially the Bank Secrecy Act (BSA), OFAC and the Patriot Act requirements.
• Assumes responsibility for running the branch smoothly

Assumes responsibilities for related duties as required or assigned.

Skills & Qualifications

Education/Certification & Experience:

• One (1) to three (3) years of supervisory experience
• Three (3) to five (5) years of financial institution operations experience.
• Bachelor's degree or equivalent work experience.
• In depth knowledge of retail operations.

Skills/Abilities:

• Effective employee management and leadership skills
• Performance driven sales and service delivery
• Ability to communicate effectively and courteously
• Self-motivated and goal oriented
• Ability to coach and team build
• Ability to use diplomacy with members and maintain confidentiality
• Excellent telephone etiquette, organizational and time management skills

Qualifications

Behaviors

Preferred

Enthusiastic: Shows intense and eager enjoyment and interest

Dedicated: Devoted to a task or purpose with loyalty or integrity

Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Team Player: Works well as a member of a group

Motivations

Preferred

Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Goal Completion: Inspired to perform well by the completion of tasks

Growth Opportunities: Inspired to perform well by the chance to take on more responsibility

Self-Starter: Inspired to perform without outside help

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)

Behaviors

• Dedicated: Devoted to a task or purpose with loyalty or integrity
• Team Player: Works well as a member of a group
• Functional Expert: Considered a thought leader on a subject
• Enthusiastic: Shows intense and eager enjoyment and interest

Motivations

• Entrepreneurial Spirit: Inspired to perform well by an ability to drive new ventures within the business
• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
• Goal Completion: Inspired to perform well by the completion of tasks

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)