The primary purpose of this position is to fulfill our Member’s First Pledge of Valued relationships, Trusted Solutions. One of the primary means to achieve this end is to develop a highly effective team of employees and developing each employee to their highest potential through coaching and leadership. Is responsible for ensuring that outstanding service is delivered to both internal and external members. A key component of this service to external members is to ensure each employee identifies members’ financial needs and suggests appropriate Credit Union solutions.
The position of VP of Relationship Management is responsible for the management of significant relationships secured throughout the credit union. This includes the management of key Member Account relationships, both personal and business, the relationship with key Business Partners, and all Indiana Credit Unions identified as strategic to the credit union’s long-term growth objectives.
The VP of Relationship Management will directly lead a team of key sales staff, which includes, Business Relationship Manager, Indirect Lending Business Development Officer, H.S.A Business Development Officer, Director of Sales Consumer Lending, and other key sales staff as assigned.
Departmental Expectation of Employee
Demonstrate enthusiastic support of corporate mission, core values and long term objectives
Adheres to Financial Center’s Policy and Procedures
Acts as a role model within and outside Financial Center
Maintains a positive and respectful attitude
Communicates regularly with supervisor about department issues
Demonstrates flexible and efficient time management and ability to prioritize workload
Consistently reports to work on time prepared to perform duties of position
Meets Department productivity standards
Performs job duties within our bylaws, regulations, Board of Directors policies, established internal and external service standards and our work procedures
Must possess a high degree of integrity, have the quality of engendering enthusiasm, confidence and loyalty
Strong partnering approach with a commitment to meeting internal and external business partners' unique needs and expectation
Is the FCFCU Sale Process Coach. Ensures effective training and coaching to the sales process.
Ensures 100% utilization and accountability for FCFCU CRM system among all sales staff
Develops organization pipeline. Ensures accountability for 100% utilization by sales teams.
Analyzes and evaluates the effectiveness of sales methods, costs and results
Directly manages major and critical developing client accounts, and coordinates the management of all other accounts
Maintains current or develops new positive peer relationships that may include managers of other credit unions, credit union organizations and societies, state league and supervisory authorities
Works across the organization and its CUSO’s developing and maintaining relationships with key prospects and clients.
Develop each employee to their highest potential by identifying their areas for improvement and appropriately coaching, training or correcting the employees’ performance.
Responsible for exceptional member service to every member, every time by ensuring employees deliver consistently high quality service to both internal and external member that is in alignment with our Service Promises
Recognize employees who perform at a high level
Hold employees accountable for their performance, attitude and behavior
Meet with each employee monthly to review previous month’s performance, set goals for upcoming month’s performance and develop plans to improve employee’s performance
Attends credit union conferences, conventions, seminars and other educational meetings, as appropriate
Leads the efforts to create a positive community brand designed to deepen credit union relationships and participates in community activities that support the initiatives and direction of the organization
Creates annual business plan, identifying key areas of focus for achievement of established growth goals
Directs division budget, maintaining overall responsibility for adherence
Knowledge and Skills Required:
Work requires professional written and verbal communication and interpersonal skills
Ability to motivate teams to produce quality results and simultaneously manage several projects
Ability to participate in and facilitate group meetings
Must be able to deal effectively with employees, members and officials with tact and diplomacy
Must possess leadership skills and have the ability to effectively train, develop, monitor, motivate, and evaluate employees as well as plan/schedule their activities
Demonstrated ability to successfully lead an effective management team and supporting workforce
Job Specific Competencies:
Job-specific competencies are behaviors and skills required of a specific position or work environment. Job specific competencies have been determined through the process of job analysis surveys and reflect the expected skills and behavior that are needed to be successful in each individual position.
The ability to develop and communicate goals in support of the business' mission. Acts to align own unit's goals with the strategic direction of the business. Ensures that people in the unit understand how their work relates to the business' mission. Ensures that everyone understands and identifies with the unit's mission. Ensures that the unit develops goals and a plan to help fulfill the business' mission.
Coaching and Mentoring Techniques
Assesses employees’ unique developmental needs; provides developmental opportunities that maximize employees’ potential and contribute to the achievement of organizational goals; inspires, motivates, and guides staff toward goal accomplishment; develops leadership skills in others through feedback and guidance.
Increases effectiveness by setting individual, team and organization wide goals. Develops goals which direct personal and professional life that are specific, measurable, achievable, realistic and timed. Measures personal effectiveness by the extent to which goals are achieved " is persistent in achieving goals " regularly refers to goals in communicating with others “ uses goals as a means of assessing own performance and that of others
Ability to motivate project members, to set achievable objectives, to maintain a positive outlook, to take responsibility, to make decisions, and to provide constructive feedback.
Building Effective Teams
Blends people to teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Caring About Direct Reports
Is interested in the work and non-work lives of direct reports; asks about their plans, problems, and desires; knows about their concerns and questions; is available for listening to personal problems; monitors workloads and appreciates extra effort.
Dependability and Reliability
Behaving consistently and predictably in fulfilling obligations. Showing up on time. Attending to details. Detecting errors. Knowledgeable and Complies with policies/procedures. Honors commitments
Ethics and Values
Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches.
Relates well to all kinds of people (up, down, and sideways, inside and outside the organization); builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably.
Managing Vision and Purpose
Communicates a compelling and inspired vision or sense of core purpose; talks beyond today; talks about possibilities; is optimistic; creates mileposts and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire and motivate entire units or organizations.
Combination of the completion of a Bachelor’s Degree and five years of experience in a senior-level sales position
Experience in strategic planning and execution
Knowledge of contracting, negotiating, and change management
Knowledge of structuring sales quota goals, use and management of CRM software and pipeline management. Knowledge of realistic and achievable revenue expectations
Candidates with established relationships with key personnel within the Indiana Credit Union industry preferred.
The work requires physical mobility within the work area and minimal travel locally and infrequently to other areas within the United States. Work is performed in an office or meeting room environment but requires frequent hands-on involvement throughout the entire Credit Union area of responsibility to include all offices of Headquarters and all branch locations.