Job Description

The Assistant Service Center Manager works closely with the Service Center Manager and is responsible for coordinating daily activities within their assigned service center. In addition, this position is charged with fostering a unique member experience while maintaining a high level of employee satisfaction. Their primary focus is employee engagement-centered around the coaching and mentoring of center staff, facilitating performance evaluation meetings/staff development plans, and their own professional development to further their career path in operations leadership.

Essential Functions

• Facilitate monthly coaching for professional development and also quarterly performance evaluations for center employees.
• Act in a supervisory capacity. Conduct staff meetings; delegate responsibilities and accountabilities to assure a smooth running center; follow-up on all expectations of staff, give positive reinforcement, recognize and reward staff when warranted, identify and take corrective action in the event of sub-standard performance.
• Initiate and assist the manager with service and sales activities. Participating in setting and communicating center service and sales goals, and lead in achieving same; develop service and sales strategies and implement into daily actions; track and assess results; conduct weekly sales meetings; daily briefing/debriefing; ensure that MSR staff maintain an active member follow-up program.
• Participate in training and development. Responsible for center training programs, product knowledge, service and sales techniques and center audit and security procedures; communicate and train promotional programs, to include employee briefings, videos, and marketing materials; review and monitor training progress and development for all staff members; develop and maintain personal and professional skills through internal / external training programs.
• Perform operational duties. Conduct staff meetings on operational and regulatory matters, assuring compliance with credit union policies and procedures, as well as financial regulation compliance to include BSA (Bank Secrecy Act) and CFPB (Consumer Financial Protection Bureau; also ensuring regulatory BVS assignments are completed by center staff; accountable for controllable center budget items; maintain FTE allotments; conduct surprise employee drawer and vault cash counts; insure SCCM compliance; perform center audit.
• Develop and maintain positive member and staff relationships. Establish Weekly production plans for center.
• Provide consultative member service. Conduct member profiling methodology to determine needs. Provide product and service information; explain features and benefits; resolve errors and member complaints.
• Prepare and execute performance improvement plans when required. Work closely with HR Business Partner to ensure organizational consistency.
• Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act.

Qualifications

Minimum Formal Qualifications for this Position

• Bachelor's Degree in Business, Finance, Accounting, or related field of study.
• 1+ in financial services or retail delivery (required) to include:
• 1+ years' management of staff or team leadership experience. Required.

Each year of relevant work experience may be exchanged for a year in a relevant degree program or vice versa. For example, a requirement of a bachelor's degree in accounting and 2+ years of account experience could be substituted for a high school diploma and 6 years of relevant accounting work experience or a master's degree in accounting and 0 years of work experience.

Technical or Specialized Knowledge/Skills:

• Leadership Skills.
• Professional interpersonal relationship skills.
• Knowledge of Credit Union Policies, Procedures, and Audit requirements.
• Ability to think Analytically.
• Ability to effectively communicate.
• Ability to function in and create a team environment.
• Ability to organize, supervise, and delegate effectively.
• Ability to develop talent.
• Ability to ensure the accountability of staff.
• Ability to manage time effectively.
• Ability to drive engagement.
• Ability to independently pursue self development.
• (preferred) Experience using Jack Henry Symitar/Episys.

Certifications Required:

• None

Environmental, Physical and Psychological Requirements

• Standing - Occasionally
• Walking - Occasionally
• Sitting - Frequently
• Lifting - Rarely (40 Lbs)
• Carrying - Rarely
• Pushing - Rarely
• Pulling - Rarely
• Balancing - Rarely
• Stooping - Rarely
• Kneeling - Rarely
• Crouching - Rarely
• Crawling - Rarely
• Reaching - Occasionally
• Handling - Occasionally
• Grasping - Occasionally
• Feeling - Occasionally
• Talking - Frequently
• Hearing - Frequently
• Repetitive Motions - Frequently
• Eye/Hand/Foot Coordination - Occasionally
• Noises louder than normal speaking volume - Occasionally
• Temperature Changes - Rarely
• Atmospheric Conditions - Rarely

Additional Information

The pay range for this position is: $55,016 to $65,748 per Year (S14)

Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity.

This position is eligible for a monthly incentive plan.

We anticipate this position to close on 01/29/2025. Please submit your application at your earliest convenience to be considered.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Benefits Summary Sheet

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)