Commercial Line of Business Manager II - Indianapolis Indiana

Location: Indianapolis, Indiana
Posted On: 11/21/2024

GENERAL FUNCTION: Manage Sales Team Leads to ensure department advances the Company''s ability to excel in Commercial Banking results. Typically utilized in large affiliates. Commercial Line of Business Managers are expected to solicit participations in the public debt issuance of their clients. Current policy limits participation to those clients that have "investment grade" credit ratings.





ESSENTIAL DUTIES & RESPONSIBILITIES:


* Oversee all credit and non-credit relationships and prospective opportunities with clients housed within cost center.


* Continue to expand product, market and sales depth to deliver revenue and net income growth. Maintain acceptable profitability levels with every customer.


* Maintains primary relationship contact for a portfolio of existing customers.


* Ensures the overall relationship is managed to the highest profit potential for the bank.


* Maintain acceptable level of customer satisfaction through providing superior customer service.


* Identifies and facilitates the cross-selling effort of all the bank''s services, with the primary focus being on the origination and growth of both collected DDA balances and business service charges.


* Underwrite credit requests and approves loans within established lending limits or makes recommendations on loans that require higher approval authority.


* Monitor, on an ongoing basis, information concerning customer performance, abilities, and industry to determine that loan is an acceptable risk.


* Ensure proper reporting, documentation, and review to determine that a loan is an acceptable risk.


* Participate in various community affairs and projects to promote the image of the bank.





SUPERVISORY RESPONSIBILITIES: Responsible for providing employees timely, candid and constructive performance feedback; developing employees to their fullest potential and providing challenging opportunities that enhance employee career growth; identifying and developing the appropriate talent pool to ensure adequate bench strength and succession planning; recognizing and rewarding employees for accomplishments.


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