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Credit Department Manager

Posted: 06/23/2024

 

Position Title: Credit Manager

Reports To: Chief Credit Officer

General Purpose:

Perform all facets of credit analysis while maintaining a focus on accuracy and timely delivery.

Responsibilities:

  • Oversees the Credit Department team.
  • Mentor and train Credit Analysts providing constant feedback and timely completion of performance reviews.
  • Spreading of financial information and cash flows on current and prospective customers.
  • Developing loan proposals for credit requests of current and prospective customers. Loan proposals to include a detailed cash flow analysis, collateral analysis and all other analysis pertaining to the strengths and weaknesses of the applicant.
  • Ensuring the timely and accurate completion of loan proposals and spreads completed by credit analysts.
  • Review loan proposals and spreads completed by the credit analysts.
  • Complete various reports to be reviewed by senior management and various committees.
  • Attend loan committee meetings and review minutes for accuracy.
  • Continue to seek improvement of credit and supervisory skills through seminars and training sessions.
  • Assumes additional responsibilities as required.

Qualifications:

Education/Experience

  • Bachelor’s Degree required preferably in Accounting or Finance
  • Minimum of 3 years credit experience required
  • Supervisory experience preferred

Skills

  • Strong written and verbal communication skills
  • Computer skills: especially Microsoft Office
  • Strong attention to detail – with the ability to adapt to a fast paced work environment

 

Benefits:

  • Medical - Full Time
  • Dental - Full Time
  • Vision - Full Time
  • Life Insurance
  • 401K with company match
  • Paid Time Off and Paid Holidays

Isabella Bank is an AA/EEO employer.

 

 

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)

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