Job Summary
The Branch Administrator is a regional position, supervising a minimum of 6 and maximum of 15 branches in a geographic area, reporting to the SVP of Retail Operations. The Branch Administrator is responsible for the four basic management functions of planning, organizing, leading and controlling the retail and operational activities within an assigned group of branch offices. This position formulates and expands business development activities and promotes a positive image for the credit union within the community and geographic area. The position provides leadership, coaching, support and mentoring to subordinates within the group.
Primary and Essential Functions

• Oversee all retail and operational activities of the assigned group of branches.
• Perform business development and all types of member service functions.
• Ensure high level of member service of assigned branches meet company's expectations.
• Perform general management duties including exercising usual authority concerning staff, performance appraisals, promotions and terminations, as well as mentoring and coaching.
• Work on behalf of assigned region to resolve issues with other lines of business within the credit union, representing the region at management meetings.
• Has impact and influence on budgeting, controlling costs, planning, scheduling and procedural change, and is expected to strive toward excellence in suggesting new procedures and processes to increase efficiency and improve service.
• Monitor branch for compliance with policies and procedures.
• Identify business development opportunities to grow Hope's presence in the market.

Secondary Functions

• Perform general administrative duties such as attending meetings, report production, etc.
• Process consumer loans
• Open membership accounts
• Support Branches in the absence of Branch Manager
• Handle complex operation and service issues that are escalated to a higher level than Member Service Representative or branch management.
• Participate in training and meetings on operation issues with branch management and staff.
• Train, oversee, and guide employees as needed.

Accountability for Business Results

• Consumer loan volume of assigned branches.
• Assigned branch losses and profitability.
• Membership growth of assigned branches.
• Deposit growth of assigned branches.
• Branch compliance
• Minimal risk associated with fraudulent activities.
• Acceptable and effective branch customer service levels to increase customer retention.

Competencies/Skills

• Knowledgeable on effective sales management techniques
• Knowledgeable on bank or credit union operations procedures
• Excellent negotiation and interpersonal skills
• Excellent written and oral communication skills
• Good presentation skills with strong business acumen
• Computer literate
• Consumer lending skills and experience
• Proven leadership and supervisory skills

Desired Qualifications

• Bachelor's degree, business concentration preferred.
• Typically, 5 years bank or credit union management experience

Physical Demands

• Employee is regularly required to sit, stand and walk.
• Employee will use hands to finger, handle or feel, reach with hands and arms, and talk or hear.
• Employee must regularly lift and/or move up to 10 pounds and frequently lift and/or move up to 25 pounds.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment

• Employee spends the majority of time in office environment, generally accessible to the public, customers, and potential customers.
• Noise level in the work environment is usually moderate.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the 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)