Mortgage Processing Manager

Description

Are you passionate making a real impact in peoples lives? CoVantage Credit Union is seeking a talented individual to lead our Mortgage Processing team, ensuring seamless transactions for our members. Youll work hands on with a great group of people when you join our team as a full time Mortgage Processing Manager and help drive our mission forward and help shape our members futures!

As a CoVantage team member, you’ll receive a 401k employer match of up to 200%, a bonus of annual salary up to 8%, a generous employer HSA contribution, and paid time off for community service.

Job duties

Participate in all daily functions related to mortgage processing and servicing, while providing general leadership and direction to Mortgage Processing staff

Work with the mortgage management team to identify process improvements and implement approved changes

Ensure Mortgage Loan Processors have the necessary skills, knowledge, and tools to provide members with quality, professional service

Act as the primary trainer for new staff and lead continuing education for the Mortgage Loan Processors

Find a successful balance between achieving individual productivity, job performance, and service goals while maintaining a positive, team-based experience

Qualifications

Minimum 3 years experience working as a Mortgage Loan Processor or mortgage or related position

Have a strong working knowledge of Microsoft Office and Windows software programs

Have strong written and verbal communication skills with the ability to work in direct, professional contact with a wide variety of people

Are able to organize and prioritize duties, while working accurately under pressure

Have above average accuracy and attention to detail

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)