Special Assets Relationship Manager II

Cadence Bank
United States, Florida, Orlando
Jan 15, 2025
Description Primary Purpose: The Special Assets Group ("SAG") was created to assist the Bank's frontline lending staff with those commercial relationships transferred to SAG to offer a consistent resolution process, address SBA workout opportunities and collection options, oversee the disposition of foreclosed property, and provide uniform and timely reporting. The Special Assets Group Manager's primary purpose is to supervise the Special Assets Group. Principal Duties and Responsibilities: Supervise, approve and submit SBA loan workouts Supervise and manage the OREO maintenance and marketing function Initiate and manage the loan transfer process Generate and share SAG reporting with appropriate end users Establishes and helps attain internal performance objectives for the company. Maintain and manage staffing for the Special Assets Group Completes annual performance evaluations and recommends salary adjustments. Maintain, revise and implement the Special Assets Group procedures Actively work assigned loans and OREO Participate and make appropriate recommendations in various loan, rated asset, impairment and management committees. Represents the financial institution in public relations activities and community affairs. Job Specifications: (Knowledge, skills, and abilities normally required for competent performance in the job) Bachelor's degree or equivalent work experience. 5+ Years SBA loan knowledge Ten years or more lending/workout experience in a financial institution. 5 years or more direct experience with adversely related assets Excellent interpersonal and communication skills in adverse customer situations. Knowledgeable of the Bank's loan policies and procedures Knowledgeable of Regulatory guidelines and laws related to lending practices. Qualifications Education Bachelors (required) 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)