Function The Regional Manager provides leadership for driving business results and ensures that a positive banking experience is delivered to all customers who use his/her assigned markets. The Regional Manager will develop growth strategies for their assigned markets and be accountable to develop and manage a high performance sales team to meet Citadel's strategic goals. In this role, the Regional Manager is responsible to provide leadership for developing, implementing and maintaining efficient, compliant, customer-centric branch operations in support of the overall retail business plan and strategic vision of the organization. Results will be gauged on three core competencies: business results, strategic impact and staff development. The Regional Manager will be responsible for up to eight retail markets and a minimum of 45 employees. The Regional Manager is responsible for growing their divisional book of business according to the strategic plan which includes total balances up to $2 billion and households of up to 40,000. The Regional Manager will be expected to cultivate relationships with customers and other community influencers that drive market growth. Duties and Responsibilities
- Provides strategic direction and leadership toward the achievement of the organization's pledge, annual goals and objectives.
- Acts as primary coach and advisor for the Market Managers in their division. Ensures they are effective at market development, people management and operational excellence.
- Accountable for divisional sales production, service-level standards, and accuracy to ensure a positive banking experience.
- Participates in the establishment of retail business goals along with the development and implementation of programs.
- Reviews and evaluates performance to sales plans and business objectives to make changes and take required action to drive results.
- Actively participates in leadership meetings and management committees as a key member of the retail leadership team.
- Collaborate with various business units across the organization to seek solutions, improve efficiencies and drive organizational growth. This includes new branch launches and or retrofits.
- Serves as a retail expert on projects to accomplish organizational objectives in alignment with the strategic plan.
- Review market analysis based on demographic, competitive and internal information to make recommendations on current and new markets.
- Responsible for the efficient management of office resources including the submission of annual budget proposals.
- Advocate for each retail branch to ensure that high standards are being met with regards to the physical environment. This includes landscaping, maintenance, furniture, cleaning, etc.
- Prepare staff for internal and third-party audits in accordance with Citadel's policies and procedures. Execute any appropriate follow up efforts.
- Ensures that all retail staff meets the highest standards of safety, compliance, and internal security.
- Responsible to participate in all personnel actions regarding assigned employees. Including hiring, supervision of training, performance evaluations, appropriate disciplinary actions, including termination of staff within his/her division.
- Represent and promote Citadel through involvement in professional associations, non-profit boards, community organizations, local business groups, and philanthropic functions.
- Represent the Citadel Brand.
Qualifications and Education RequirementsWork Experience
- 10+ years of management-level experience in an FI or other industry. Proven history of growing business in designated market area. Knowledge of financial industry, and financial products and services.
- Proficient in the use of Microsoft Office Products.
- Proven history of exceeding business results. Strong analytical and problem solving skills. Demonstrated ability to establish and maintain effective relationships and partnerships with key stakeholders.
- Strong interpersonal, communication, facilitation and presentation skills. Ability to work independently and with minimal supervision. Demonstrated ability to work in a team setting. Must be able to apply innovative and effective management techniques to maximize employee performance. Thorough understanding of corporate and industry practices, processes, standards etc. And their impact on project activities is vital. Superior communication and interpersonal (tact, diplomacy, influence etc.).
Education
- Four year degree with a major in business administration, or relevant education, or professional experience
- Master's degree preferred
Performance Measurements Performance is based on the Citadel corporate scorecard as well as departmental and individual goals. Work Environment The noise level in the work environment is usually moderate. Physical Demands While performing the duties of this job, the employee is regularly required to sit, stand, talk and/or hear for extended periods. The employee will regularly use hands to finger, handle, or feel; and reach with hands and arms. The employee is occasionally required to walk, stoop, kneel, crouch, or bend. The employee will be regularly required to walk and move fluidly within a Retail Office or Corporate Office environment. The employee must occasionally lift up to 20 pounds. The position requires close visual acuity. Community events can occur in a variety of locations including indoors, outside, or at local employers who partner with Citadel. There is frequent local travel to Citadel and community sites. EEO Statement Citadel is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, other protected status, such as race, religion, color, national origin, sex, age. We maintain a drug-free workplace and may perform pre-employment substance abuse testing. 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)