The Assistant Branch Manager position assists the branch manager in motivating their team to acquire, expand, and retain member relationships and leading staff to maximize the service/sales encounter. This position is a management development position. Incumbents must have the potential and desire to eventually manage a branch or other department within the organization. They assume responsibility of the operation of the branch in the branch manager’s absence. They must be able to observe and coach tellers and financial specialists in appropriate sales and service behaviors.
1) Achievement in Balanced Scorecard Results- 50%
a. Responsible for meeting specific goals for coaching, sales and member satisfaction.
b. See current year scorecard for details.
2) Leadership Expectations- 40%
a. Work closely with HROD and senior management to select and retain highly engaged employees.
b. Interpret and communicate overall organizational purpose, critical measures, strategies and progress as it relates to the department and individual team member goals and success. Cascade information. Provide open and transparent communication with team members and departments across the organization.
c. Responsible for developing a staff of highly engaged employees as measured by the annual employee engagement surveys.
d. Provide broad based recognition by recognizing positive behaviors, achievements, and results exhibited by team members and all staff at all levels across the organization in a consistent and professional manner.
e. Review and communicate performance standards and expectations of team members as often as necessary to ensure accountability and effective execution.
f. Provide timely, ongoing and consistent direction, performance coaching and honest feedback through dialogs, mid- year snapshots, year-end appraisals and informal in-the-moment coaching.
g. Examples include, attendance (updating time and attendance information as required), dialogs, performance journals, and documented disciplinary actions and action plans as necessary.
h. Utilize progressive discipline practices to address sub-standard performance in a timely manner. Carry out progressive discipline and documentation with dignity and respect.
i. Invite and accept feedback from others and provide upward feedback.
j. Responsible for own continual individual development and improvement of UW Credit Union’s Leadership development competencies including, communication, thinking and analyzing, business understanding, interpersonal, leadership, management, and self awareness (see Leadership Excellence Competency Model for details on each competency).
k. Consistently meets standards for scored observations and dialogs.
3) Operations- 10%
a. Assist the branch manager to ensure that transactions of tellers and financial specialists are extremely accurate with a minimal amount of errors.
b. Assist the branch manager in helping to ensure that all scheduled audits are carried out in an efficient, timely, consistent, and accurate fashion.
c. Maintain security as directed by the branch manager to ensure that all security procedures are followed, equipment is maintained and tested, and that employees adhere to cash management policies and procedures.
d. Provide back up to the branch manager as necessary.
e. Assist branch manager in ensure that employees apply appropriate skill in controlling loan and fraud losses.
f. Assist branch manager in ensuring proper maintenance, repairs and other facilities needs with assistance of the facility manager and their staff.
g. Responsible for any additional duties and or responsibilities as assigned by senior management.
-Associate’s degree in business administration, finance, marketing or a related field required.
-2 years of experience in the financial industry.
-Demonstrated understanding of retail sales and marketing concepts.
-Ability to learn, understand, and lead complex operations including the lending process, member services and teller operations.
-Exceptional communication effectiveness.