Great employees are essential to maintaining the confidence our customers place in us. FGB believes that our employees are our greatest asset as demonstrated in their professionalism and dedication. We encourage open communication and strive to cultivate an environment in which our employees will contribute new ideas and innovations that will help us excel. As we grow, we want YOU to join our team to help fulfill our mission of serving the banking needs in our local communities.

Our full-time employees are eligible for amazing benefits including medical, dental, vision, and basic life/AD&D insurance, prescription drug benefits, long term disability, and salary continuance (short-term disability). In addition, they get paid holidays, paid vacation and sick leave, a tuition reimbursement program, 401k, section 125 cafeteria plan, and the opportunity to earn FGB stock grants. Apply today to enjoy these benefits and more!

Position Summary

The Loan Review Analyst III (LRA III) will assist the Loan Review Manager (LRM) in the daily tasks of the Loan Review Department, specifically, the department’s responsibility to perform loan reviews of commercial portfolio credits: CRE loans, C&I loans and LOCs, participation loans, syndicated loans, letters of credit, and leases. Regular duties will also include smaller reviews of samples of consumer mortgages, exception tracking and management, and assistance with external audits as needed.

Essential Duties and Responsibilities

1. Review credit analysis completed by other analysts and credit monitoring practices of Loan Officers or Credit Department. Prepare reports to identify and describe noted weaknesses.
2. Review adequacy of assigned risk ratings and provide support for risk rating upgrade and downgrade recommendations.
3. Assess the adequacy of and adherence to FGB Credit Policy, Bank Policy, and federal rules and regulations during credit approval process and subsequent credit management. Effectively communicate assessment in writing for Loan Review document and verbally to Loan Officer, Credit team member, or appropriate department manager.
4. Manage and follow up on the status of Loan Review exceptions.
5. Assist LRM in tracking of specific credit policy exception trends, provide feedback on results, and report possible effects to overall portfolio quality. Contribute solutions for remedy.
6. Partner with the LRM to assess Loan Review Department’s processes and procedures and identify the current methods that need improvement. Contribute solutions to increase the department’s efficiency or effectiveness. Participate or lead the implementation of process and procedure changes.
7. Participate in the compilation of Audit Committee reports and other reports presented to various committees and organizations.
8. Develop system solutions, partnering with IT as needed, to generate proper portfolio reporting and maximize current software capabilities to improve effectiveness or efficiency of portfolio monitoring.
9. Assume all responsibilities in the daily management of the Loan Review Department when the CLRO and LRM is out of the office or called upon for a Bank project outside of the Loan Review Department.
10. Provide assistance and consultation in all areas of loan review and credit management. The LRA III will assist and consult Loan Officers, other lending personnel, auditors, and any Bank employee, as appropriate.
11. Participate in any Bank project where assistance is requested regardless of the project’s relevance to Loan Review Department functions.
12. Trains and oversees junior analysts or interns. Serves as an intermediary between junior staff and the LRM.
13. Serves as team lead on department-wide reviews.
14. Adheres to the BSA Policy and all other Bank Policies.

Minimum Qualifications (Education, Experience, Skills)

• Minimum of four years loan review experience. Credit experience or other comparable experience may be considered.
• Superior written and verbal communication abilities.
• Must have the ability to manage multiple assignments and prioritize appropriately.
• Must be self-managed and detail oriented.
• Must be able to complete daily tasks with limited oversight from LRM.
• Must be able to solve complex problems without oversight from LRM.
• Must be able to serve as a team leader.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions.

While performing the duties of this position, the employee is regularly required to talk and hear. The employee frequently is required to use hands or fingers, handle, or feel objects, tools, or controls. The employee is occasionally required to stand; walk; sit; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl.

The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, and the ability to adjust focus.

The noise level in the work environment is usually moderate.

This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments.

All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities.

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)