Ent Credit Union exists to improve the financial quality of life of the people we serve. This mission drives us every day, but we are more than our mission. We're also individuals using our unique abilities to make our organization, and the communities we serve, better than they were yesterday. We're a not-for-profit that puts people above profits and actively invests in our community. Our rapidly growing team is expanding our reach to serve more people throughout Colorado. To spread our mission far and wide, we need people like you. If you're interested in a paycheck with a purpose, apply with us today. Our people make the difference, and we truly believe you are our greatest asset.
Job Description
The Consumer Credit Card Portfolio Manager II is responsible for driving growth and engagement in Ent's consumer credit card portfolio. This role focuses on portfolio lifecycle management, business growth, retention, win-back programs, and data analytics to ensure the portfolio's health and profitability. The Portfolio Manager will collaborate with various teams to optimize portfolio performance and enhance member experience.
Essential Functions
Portfolio Growth and Life Cycle Management: Drive Growth: Develop strategies to increase spending, balances, and revenue for all consumer credit card products. Track Performance: Define KPIs, monitor portfolio performance, and create dashboards for senior leadership. Analyze Portfolio: Conduct regular performance analyses to identify profitable products and segments. Identify Growth Opportunities: Find and target untapped growth segments to boost engagement. Lead Initiatives: Champion product portfolio opportunities, develop business cases, and secure senior leadership support. Report Tracking: Create business tracking reports for sales and member segments to meet targets.
Win-Back Programs and Retention Management Manage Retention: Oversee and develop proactive and reactive retention and win-back programs. Outbound Strategy: Create strategies for outbound telemarketing to promote cross-sell opportunities such as balance transfers and credit limit increases. Analyze and Improve: Conduct analyses and gather feedback to enhance channel effectiveness. Train Teams: Collaborate with contact center and training teams to develop and refine telemarketing processes, training, and scripts.
Portfolio Monitoring and Data Analytics Competitor Analysis: Regularly analyze competitors and develop new products and services to boost interest and revenue. Performance Reporting: Provide reports on campaign performance and overall product health. A/B Testing: Evaluate marketing offers and features through A/B testing to determine effectiveness. Data Analysis: Extract and analyze data, and communicate findings and insights effectively.
Manage Portfolio Governance Oversee Governance: Manage day-to-day and monthly portfolio governance, including budget, estimates, audit compliance, and record-keeping. Performance Reviews: Deliver monthly business performance reviews and develop the review process. Build Relationships: Develop partnerships with key stakeholders to drive product initiatives and improve member experience. Drive Change: Identify and implement opportunities for improving processes and performance, securing support for changes.
Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act.
Qualifications
Minimum Formal Qualifications for the Level II Position
Bachelor's Degree Business, Finance, Accounting, or related field.
5+ years of financial services experience to include:
2+ years of data analytics and governance experience.
1+ years of credit card experience.
Minimum Formal Qualifications for the Level III Position
Bachelor's Degree Business, Finance, Accounting, or related field.
8+ years of financial services experience to include:
4+ years of data analytics and governance experience.
2+ years of credit card experience.
Each year of relevant work experience may be exchanged for a year in a relevant degree program or vice versa. For example, a requirement of a bachelor's degree in accounting and 2+ years of account experience could be substituted for a high school diploma and 6 years of relevant accounting work experience or a master's degree in accounting and 0 years of work experience.
Technical or Specialized Knowledge/Skills:
Experience owning and managing a credit card P&L, including analytics skills.
Knowledge of credit card processing tools and procedures.
Flexible and collaborative approach to problem solving and ideation.
Knowledge of product development and growth.
Superior communication skills, written and verbal.
Project management skills.
Knowledge of card networks, remittance processing, card fraud mitigation.
Knowledge of Reg E, Reg Z, Reg J compliance.
Certifications Required:
None
Environmental, Physical and Psychological Requirements
Standing - Occasionally
Walking - Occasionally
Sitting - Frequently
Lifting - Rarely (40 Lbs)
Carrying - Rarely
Pushing - Rarely
Pulling - Rarely
Balancing - Rarely
Stooping - Rarely
Kneeling - Rarely
Crouching - Rarely
Crawling - Rarely
Reaching - Occasionally
Handling - Occasionally
Grasping - Occasionally
Feeling - Occasionally
Talking - Frequently
Hearing - Frequently
Repetitive Motions - Frequently
Eye/Hand/Foot Coordination - Occasionally
Noises louder than normal speaking volume - Occasionally
Temperature Changes - Rarely
Atmospheric Conditions - Rarely
Additional Information
The pay range for this position is: $90,126 to $118,285 per Year (S17)
The pay range for the level III position is: $106,475 to $139,755 per Year (S18)
Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity.
We anticipate this position to close on 12/03/2024. Please submit your application at your earliest convenience to be considered.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Benefits Summary Sheet - 2024
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)
