Credit Human
Lead (Construction)
We are seeking a Lead for the Ingram Branch.
The role of the Lead is to assist the Branch Manager with the effectiveness and efficiency of the branch which consists of member engagement, daily operations, and the branch staff. The Lead serves as the first point of contact in the branch, to assist staff in handling member-related issues and daily branch operations. This role is one of maintaining the operational integrity within the branch by adhering to compliance standards as well as delivering quality service. The Lead is accountable for their own output and providing assistance to the Branch Manager with the output of the branch staff through continuous training, development, and enforcement of compliance, quality, and quantity model.
If you have leadership or Teller/ASR experience, you should apply right away!
Highlights:
Experience:
Required
Education:
Required
Skills & Knowledge:
Required
Schedule: Monday-Friday, 8:30 am-5:30 pm; Saturday, 8:30 am-12:30 pm
Level of Work: 1C
Minimum Starting Wage: $20.99 /hr.
Credit Human provides employees with many benefits from insurance coverage to college tuition reimbursement.
To get to know Credit Human and learn more about our benefits, visit our careers page at www.credithuman.com/careers.
Credit Human conducts employment background checks that may be used for decisions related to employment with Credit Human. Standard background checks performed on final candidates include NCUA Administrative and Prohibited Orders, ChexSystems, past employment verification, criminal history checks on convictions, and outstanding arrest warrants within the past seven years. Degree verifications are conducted if listed on the employment application. Additional background checks relevant to the role may include a motor vehicle registration check, credit check, and/or fingerprint card. Applicants must be currently authorized to work in the United States on a full-time 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)
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