Primary Purpose:
Process and close all small business in compliance with bank policies and banking regulations.
Essential Responsibilities:
Process and close loans as assigned.
Maintain and manage loan processing queue on a daily basis.
Provide excellent service to our members and loan administration personnel in the field.
Obeys all applicable federal laws, rules, and regulations relating to Anti-Money Laundering (AML) including the Bank Secrecy Act (BSA) and lending regulations.
Processing Loans:
Prepare loan documents within approval guidelines.
Input loans into Laser Pro and/or CSI.
Prepare attorney’s instructions.
Prepare loan proceeds checks/wire transfers/general ledger entries.
Review final loan documentation prior to and subsequent to closing.
Correct any collateral exceptions in a timely manner.
Minimum Required Skills and Competencies:
Excellent customer service skills
Strong organizational skills
Ability to work independently
Strong computer skills (Word, Excel)
Professional telephone skills
Ability to work under time constraints
Ability to multitask
Experience in consumer loan area of banking to include loan documentation and regulations, specifically real estate secured
Desired Skills and Competencies:
Knowledge of Laser Pro loan documentation software
Physically you can anticipate to:
Express or exchange ideas by means of the spoken word via email and verbally.
Exert up to/carry 25 pounds of force occasionally, use your arms and legs, and sit most of the time.
Vision, hearing, speech, and manual dexterity sufficient to reach/handle items and work with fingers is required.
Have close visual acuity to perform activities such as analyzing data, viewing a computer terminal, reading, and preparing documentation.
Not be substantially exposed to adverse environmental conditions.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential responsibilities.
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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