Coaching Manager Jobs in Virginia (NOW HIRING)

Location:

358 N Shore Dr

Pittsburgh, PA 15212

Hours:

Monday - Friday 8:00AM-5:00PM

(Additional hours as necessary to meet the objectives of the department)

Function:

Assumes responsibility for the Business Development and Prospecting of Customers of high net worth branches with Complex Business Customers and Business Products and Services management and operation in an effective and profitable manner. Promotes bank products and services and delivers superior customer service and satisfaction in accordance with the bank's policies, procedures, and philosophy. Performs lending activities (both consumer & small business).

Duties and Responsibilities:

• Acts as Business Development Officer on behalf of branch account department and reflective of assigned goals to grow market share.

  • Demonstrates a high level of independence based around the needs of high-end business customers.

  • Manages Retail Dashboard and pipeline.

• Assumes responsibility for ensuring the efficient and effective operation of the branch by performing the following functions:

  • Demonstrates a proven level of delegation of authority to a staff that has been mentored to a level of superior efficiency.

  • Develops a sales and quality service culture throughout the branch by acting as coach, mentor, and team leader to improve performance, instill a positive attitude, and motivate branch employees with review and execution of Customer Insights expectations as outlined in customer surveys and the Service Standards in Branch Playbook.

  • Utilizes Tableau for proactive outbound call list generation.

  • Works with platform sales team as a coach and support of their outbound calling efforts and refers to the Sales & Service guide for call scripting and best practices.

  • Coaches / Observes platform sales team on CARE Sales conversations, documentation of customer conversations in CARE Power app and usage of various sales tools (i.e LoanFit, CD comparison calculator, etc.)

  • Communicates expectations, goals, and objectives to branch personnel on an ongoing basis with team meetings, individual coaching sessions, et.

  • Reviews and recommends improved operating policies and procedures and ensures the proper implementation and maintenance of approved changes.

  • Makes recommendations for branch personnel regarding employment, performance ratings, salary changes, promotions, transfers, and terminations.

  • Coaches, guides, and mentors branch team members in the more complex phases of their work, including their personal development and career planning.

  • Meets in person or follows up next day with all new-to-bank customers as part of the "Meet the Manager" program.

  • CARE certified within 6 months of hire

• Manages the branch business development:

  • Complexity of business calls including:

    • School District

    • Municipalities

    • Public Funds

  • Performs proactive outbound calls and/or onsite visits with both existing business customer and prospects businesses to grow existing relationships with additional services and/or generate new banking relationships.

  • Prepares and processes applications and documentation for all loans.

  • Prepares necessary loan tracking reports.

  • Gathers details for new deposit account relationships.

  • Takes applications for online banking and completes RDC installs.

• Acts as "first-line" human resource administrator to perform the following functions:

  • Complete STELLAR classes as assigned by Employee Services

  • Completes Leadership Basics as assigned by Consumer Bank Training.

  • Coaches and observes sales platform team members by utilization of the Banker Observation form weekly.

  • Performs ongoing coaching with all team members on the execution of behaviors and expectations outlined in the Branch Playbook.

  • Reviews and coaches to the customer surveys received as part of the Customer Insight (Avannis) program.

  • Completes employee performance reviews and conducts interviews with employees to discuss performance, goals, and objectives.

  • Coordinates with Regional Management and Human Resources on branch staffing needs.

  • Ensures staff development and handles succession planning and other personnel issues.

  • Leads or assigns leadership of branch sales meetings, provides positive feedback regarding sales activity, and reviews branch sales goals on a weekly, monthly, and quarterly basis.

  • Attends required training specific to Business Development, loan and credit decisions, coaching, Manager updates, and market and advisory board meetings as assigned.

• Manages branch profitability by paying particular attention to staffing/ES expenses, loan growth, deposit growth, fee income, efficiency ratios, and all assigned budget items.

• Interacts with line of business partners to further expand existing customer relationships and develop new contacts. Strong relationships with Business Partners to ensure ongoing successful customer impact, including request for proposals.

• Handles certain branch audit responsibilities in the areas of operations, compliance, and security. Oversees a satisfactory annual Operation Assessment Review (OAR)

• Directs delivery of services to the customer and attends to customers with special needs.

• Cross-sells bank services to encourage lending and deposit growth and refer customers to other departments within the bank as appropriate.

• Communicates with branch personnel to provide training and review bank policies, product knowledge, and customer service responsibilities.

• Ensures that the standard of professionalism is met by branch personnel.

• Represents the bank in multiple civic and community functions to enhance image and develop business within all aspects of their market.

• Keeps informed of current developments and trends and federal and state regulations as they relate to all areas of branch operations.

• Maintains prescribed security controls to protect the branch against criminal and fraudulent operations and unnecessary risk or exposure.

• Ensures that branch facilities are in good operational repair and recommends capital improvements.

• Maintains a good working relationship with bank employees in other departments. Demonstrates strong interpersonal skills with the ability to work independently, as well as motivated to work as a team player to contribute to the success of the branch and in turn, the organization.

• Requires S.A.F.E. Act certification. Proof of registration with the registry and verification of a unique identifier as established under the guidelines of the S.A.F.E. Act is required upon hire and/or must be obtained prior to performing the duties of a Mortgage Loan Originator, as defined by the Act. This registration must be maintained annually in accordance with the S.A.F.E. Act.

• Assumes additional duties as required.

Education:

Requires a four-year degree or equivalent, in a business-related field such as finance, business administration, or accounting.

Experience:

Requires a minimum of five to ten years of general business experience with an additional five to ten years banking experience with proven sales successes and businesses relationship efforts.

Physical Demands:

Operates a keypad device: 40% of the day; operates office equipment: 10% of the day; Travels: 50% of the day. Sitting is required 30% of the day; walking is required 20% of the day. Must be able to occasionally lift and/or move up to 30 lbs. Requires travel for Business Development and training up to 50% of the time. Use of manual dexterity skills for typing and data entry up to 40% of the business day. Specific vision requirements include close vision of 18"- 20" for computer work and travel 40% of the business day. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

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)

Salary Range: