What the Role Is
The Market President serves as the first in command in the local market reporting directly to the Divisional President. They assist in the overall administration of the bank, with responsibility over all locations in the market. Coordinates activities of the bank in accordance with policies and objectives established by the Divisional President and Cadence Bank. In the absence of the Divisional President, may act in their place for the local market.
How You Will Make An Impact
- Plans, organizes and controls all day-to-day activities of their market of the bank; assists the Divisional President in overall administration of the bank, and serves as second in command over their market in the absence of the Divisional President.
- Coordinates activities in accordance with Cadence's policies and procedures.
- Oversees operational problems and develops procedures to ensure compliance with Cadence's corporate procedures for their resolution as well as ensures efficient operation of each location of the market.
- Assures adherence to audit/compliance procedures and maintains responsibility for annual audit results.
- Assists in developing annual budget and maintains responsibility for attaining growth and high quality bank loan portfolio, core deposits and overall operational and financial goals.
- Develops and manages an individual loan portfolio, calling on existing and potential customers to develop loan business. Interviews, obtains credit information, makes decisions within credit limit or makes recommendation to Loan Committee.
- Participates in Business Development Program, making customer and prospect calls with a goal to grow loans and deposits and other bank services as well as provides a high level of customer relations, service and problem resolution.
- Administers and oversees Community Development activities and the bank's involvement for their market.
- Assists staff in achieving loan and deposit growth goals.
- Monitors existing loans and deposit portfolio to maintain quality and profitability, ensuring past due loans, charge-offs and nonperforming assets and documentation exceptions are all at acceptable levels. Ensures compliance with bank policies and government regulations.
- Provides strong leadership by maintaining a viable organizational structure by dispensing advice, guidance and direction, creating a positive work environment that promotes good communication, rewards high level of staff performance, encourages employee development and plans for management succession.
- Keeps abreast of local, national, financial, political and legislative events. Serves on the Management Team of the Region.
Who You Are
- Excellent verbal and written communication skills. Strong negotiating skills.
- Sales and business development oriented. Has a good network of business contacts.
- Must have excellent analytical and critical thinking skills and be able to multitask under pressure.
Education
- College degree in business or related fields, MBA and banking school or commercial lending school are desirable but not essential.
- Masters of Business Administration or commercial lending school are preferred, but not essential.
Experience
- A minimum of five (5) years experience, in a financial institution, as a commercial lender.
- A minimum of five (5) years experience in financial institution operations and management is desirable.
Characteristics
- Regular and reliable attendance.
- Works cooperatively with others.
If your experience aligns with this description, please consider applying. Many skills are transferable among industries and a passion for the role and willingness to learn are important considerations. We believe that a diverse workforce creates problem-solving and creative thinking, which is why we're dedicated to adding new perspectives to the team and encourage everyone to apply.
Qualifications
Bachelors (required)
High School (required)
Skills
- Management (required)
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)
#J-18808-Ljbffr
