Job Title: Branch Manager

Department: Retail Sales

Location: Department by Area

Responsible To: Area/Regional Manager

FMLS Status: Exempt

Overview

Hire, train and direct the Retail Sales Team in order to achieve the operation’s growth and production goals while operating within the company’s specific policies and procedures.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Recruit and hire capable Partners.

1. Recruiting/Growth: Personal self-sourced recruiting for the area including individual Loan Officers, Teams and Mergers/Acquisitions. Develop and maintain relationships with Retail Recruiters through the direction of your direct Supervisor for any other recruiting sources for current and future sales personnel needs.
2. Follow-UHM Growth Training Guidelines including acknowledgement of prohibitions (see UHM Team Leader/Branch Manager Manual exhibit)
3. Interview Partner Candidates personally and with Area/Regional Managers
4. Drive Branch Growth through self-generated effort, leads from Supervisors and leads from current Partners. Recruiting Minimum Standards include 5 prospecting calls weekly, 2 morning Coffee/Breakfast meetings weekly, 1 “meet and greet” networking meeting weekly, Growth Tracking System updates, communication and status updates with National Sales Management and weekly internal coaching program (“PCP”) calls.
5. Hiring: Ensure that the documented sales hiring process (UHM Pre-Hire to Transition) is utilized effectively and consistently when working with your Area/Regional Sales Manager to present offer letters and employment agreements.

Loan Officer On-Boarding

1. Complete new LO Set-Up protocols and system registration with Management and IT.
2. Review license status, set up license transfer through Administration or prepare the new Partner for the licensing process. Set timeframes and expectations (30 days or less) and follow-through until completion.
3. Notify HR of special transition financial guidelines; maintain a date log for incentive periods.
4. Validate space, equipment and supplies prior to the start date.
5. Ensure all new Loan Officers and Branch Managers join a formal UHM Transition Training session within 30 days of hire.
6. Set up Loan Officer Compensation Structures by independent plan coaching, plan completion, forwarding updated plans initially and quarterly to Secondary, General and National Sales Managers
7. You are an Ambassador of UHM and responsible for maintaining our positive culture

Coaching and Training

1. Take ownership for the success of all new hires.
2. Ensure that a “Quick Start” is explicitly implemented for all initial sales training
3. Ensure all new Loan Officers join a formal UHM Transition Training session within 30 days of hire.
4. Completing Post-Transition Training for 90 days after initial training, meeting with new Loan Officers weekly during their transition
5. Implement UHM Core Training with the Partner Success Tracker as a part of UHM’s Culture. This process includes productive sales meetings at the Branch level and corporately directed conference calls focusing on skill development. Review call reports as a coaching tool, debrief in detail with Branch Managers and Team Members bi-weekly.
6. Determine the developmental level and objectives for each Loan Officer.
7. Develop new corrective action plans for each Loan Officer utilizing directive and supportive coaching styles.

Implement an effective and ongoing sales support program based on UHM LO Support protocols

1. Team Leaders and Branch Managers are the first wave of support for Loan Officers. In addition to a vast online reference library, Managers will work with Trainers, Transition Coordinators and General Sales Management to ensure Loan Officer inquiries receive a quick response.
2. Utilize UHM Underwriting Efficiency Initiative
3. Utilize Senior Management as needed
4. Understand when a Loan Officer must complete research prior to forwarding a formal request for assistance
5. Complete Limited Scope Exception Pre-Approval first-reviews

Administration – Monitor and control administrative functions

1. Control administrative functions within the department to assure timeliness and accuracy of reports.
2. Work within the sales budget, communicate with the Area/Regional Sales Manager and National Sales Manager of projections versus actual expenses
3. Maintain an accurate and complete file of knowledge on each competitor in the market.
4. Team Leaders and Branch Managers are responsible to track Loan Officer licensing yearly.

Personal Production

1. Producing Managers must follow all standards set forth for the origination staff, leading by example with all corporate initiatives, policies and procedures.

Corporate Support

1. Responsible for maintaining actions within the UHM Code of Conduct at all times
2. At times, a Team Leader/Branch Manager may act as a Liaison’ to the Area/Regional Manager, General Sales Manager, National Sales Manager and Operations Team

SKILLS REQUIRED

• Meet Sales, Team, and Personal Goals
• Negotiation
• Motivation for Sales
• Sales Planning
• Building Relationships
• Coaching
• Managing Processes
• Market Knowledge
• Developing Budgets
• Staffing
• Strong Decision Making
• High Ethical Standards
• Professionalism
• Quality Focus
• Other duties as assigned

EDUCATION & EXPERIENCE

• At least five years of loan origination experience
• At least two years of supervisory experience
• High School Diploma or GED

CERTIFICATES, LICENSES, & REGISTRATIONS

• Must have active NMLS license in good standing

This is not necessarily an exhaustive list of all responsibilities, skills, duties, requirements, efforts or working conditions associated with this job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed.

This job description is subject to review and change. This is not a contract.

This employer participates in E-Verify. If hired, the employer will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.

Union Home Mortgage Corp. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.