Hope Credit Union
Vice President Partner Sales
Hope Credit Union, Jackson, MS
Title: Partner Sales VP
Department: Retail
Reports To: Retail Sales SVP
Supervises: Partner Relationship Managers
Job Classification: Full-time, Exempt
HOPE Overview
HOPE (Hope Enterprise Corporation, Hope Credit Union and Hope Policy Institute) provides financial services; leverages resources; and engages in advocacy that strengthens the financial health and wealth of people in under-resourced Deep South communities. Since 1994, these efforts have benefitted more than three million people in Alabama, Arkansas, Louisiana, Mississippi and Tennessee, and influenced billions in persistent poverty communities across the nation. Learn more at .
Job Summary
The Partner Sales Vice President will lead the strategic management and development of relationships with Select Employer Groups (SEGs) through a team of dedicated Partner Relationship Managers. This role will ensure the Partner Relationship Managers meet production and SEG development goals. The Partner Sales VP will be responsible for creating partner sales standards, policies, and procedures, fostering a consistent and effective approach to partner relationship management. Leadership will be critical in achieving HOPE's strategic goals through successful partner engagement and collaboration.
Responsibilities
Competencies/Skills
Desired Qualifications
Work Environment
Physical Demands
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
The above job description is meant to describe the general nature and level of work being performed by employees occupying this position; it should not be construed as an exhaustive list of all responsibilities, duties, and skills required for the position.
All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.
Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an "at-will" basis.
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)
Department: Retail
Reports To: Retail Sales SVP
Supervises: Partner Relationship Managers
Job Classification: Full-time, Exempt
HOPE Overview
HOPE (Hope Enterprise Corporation, Hope Credit Union and Hope Policy Institute) provides financial services; leverages resources; and engages in advocacy that strengthens the financial health and wealth of people in under-resourced Deep South communities. Since 1994, these efforts have benefitted more than three million people in Alabama, Arkansas, Louisiana, Mississippi and Tennessee, and influenced billions in persistent poverty communities across the nation. Learn more at .
Job Summary
The Partner Sales Vice President will lead the strategic management and development of relationships with Select Employer Groups (SEGs) through a team of dedicated Partner Relationship Managers. This role will ensure the Partner Relationship Managers meet production and SEG development goals. The Partner Sales VP will be responsible for creating partner sales standards, policies, and procedures, fostering a consistent and effective approach to partner relationship management. Leadership will be critical in achieving HOPE's strategic goals through successful partner engagement and collaboration.
Responsibilities
- Strategic Leadership:
- Develop and implement comprehensive strategies for driving SEG growth and associated memberships.
- Provide leadership and direction to Partner Relationship Managers to achieve membership growth.
- Team Development and Management:
- Recruit, train, and mentor Partner Relationship Managers to build a high-performing team.
- Foster a collaborative, sales-driven culture within the partner sales team.
- Sales Performance Management:
- Oversee the identification, acquisition, and retention of key partners to drive business growth.
- Ensure effective and active relationship management ensuring service excellence and a positive partner experience
- Set and monitor sales and business development targets for the Partner Relationship Manager team.
- Analyze performance data and market trends to identify opportunities for improvement and growth.
- Develop and implement strategies to attract new members and retain existing ones by leveraging strategic partnerships and collaborative initiatives.
- Standards and Compliance:
- Establish and communicate partner sales standards, policies, and procedures to ensure consistency and compliance across all partner interactions.
- Ensure all partner activities comply with regulatory requirements and internal policies.
- Cross-functional Collaboration:
- Collaborate with internal departments such as marketing, operations, and finance to align partner sales strategies with overall business goals.
- Coordinate with product development teams to ensure partner needs are met through tailored solutions.
- Understand HOPE's products and services to offer partners tailored services for their associates.
- Market and Competitive Analysis:
- Stay informed about industry trends, competitor activities, and market developments.
- Use market intelligence to inform strategic decisions and maintain a competitive edge.
- Reporting and Communication:
- Provide monthly and quarterly updates on partner sales performance, key metrics, and strategic initiatives to senior management and stakeholders.
- Communicate effectively with executive leadership, board members, and other stakeholders to convey partner sales strategies, progress, and challenges.
Competencies/Skills
- Accountability - Accepting responsibility that results in anticipation/prevention of problem areas from actions, and problem solving inside and outside the department/organization.
- Customer Focus - Knowing the (internal and external) customer business needs and acting accordingly, anticipating customer needs, and giving high priority to customer satisfaction and customer service.
- External (Strategic) Awareness - Having the ability to put things in context and think broadly. Involves consideration and understanding of future business needs within a changing (externa!) environment (social, political, economical and related industries, and technology), how process, methods, and resource requirements might be affected by future trends and developments, and developing long-term goals and strategies extending over a significant time span (i.e. 3-5 years).
- Integrity - Upholding generally accepted social and ethical standards in job-related activities and behaviors.
- Organizational Awareness - Having and using knowledge of systems, situations, procedures, and culture inside the organization to identify potential problems and opportunities; perceiving the impact and the implications of decisions on other components of the organization.
- People Development and Leadership - Having the ability to assess skill strengths and weaknesses of individuals and teams in order to determine what actions are appropriate to build and/or improve the needed skills. Achieving results through people by successful objective setting, performance review, motivation, delegation, teambuilding, commitment gains, and empowerment.
- Results Orientation - Being persistent and showing perseverance on achieving concrete and tangible results out of personal responsibility; getting optimum results from situations and being ready to take action and show tenacity in case of obstacles or resistance.
Desired Qualifications
- Bachelor's degree or equivalent education and experience in relevant field
- 5+ years of experience in SEG development, membership growth, sales, or marketing within a financial institution
Work Environment
- Employee spends the majority of time in office environment, generally accessible to the public, members, and potential members
- Noise level in the work environment is usually moderate
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
Physical Demands
- Employee is regularly required to sit, stand and walk
- Employee will use hands to finger, handle or feel, reach with hands and arms, and talk or hear
- Employee will irregularly lift and/or move up to 10 pounds
- Employee will frequently travel to various branches within the company's market
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
The above job description is meant to describe the general nature and level of work being performed by employees occupying this position; it should not be construed as an exhaustive list of all responsibilities, duties, and skills required for the position.
All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.
Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an "at-will" basis.
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)