Director II, Private Bank

Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns and personally following policies and procedures as defined. Accountable for always doing the right thing for customers and colleagues, and ensures that actions and behaviors drive a positive customer experience. While operating within the Banks risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types.

ESSENTIAL DUTIES AND RESPONSIBILITIES: 

Business Development/Retention 

• Champions and oversees business development efforts for team of advisors to achieve new quality relationships (NQRs) and retain/deepen current client relationships 

• Develops and leverages internal One Bank partnerships and external COIs to drive new business to team of advisors; coaches advisors/”models the way”on this core competency 

• Knows top clients and prospects and contributes to the relationship strategy to close prospects and deepen/expand current clients’ relationships; Ensures team achieves retention and relationship profitability targets 

• Leverage National Practice Leadership in each discipline to drive growth within the region 

Lead Disciplined One Bank Sales Process  

• Ensures quality pipeline to achieve financial (revenue, AUM, credit, deposit, etc) and qualitative (penetration, retention, NQRs, etc) metrics 

• Coaches and oversees execution of consultative sales process and leads successful outcomes with team on national initiatives and programs 

• Achieves client experience metrics reflecting holistic commitment Actively partners with internal specialists (Senior Credit Advisor, Wealth Planning, Insurance, Business Transition Advisor, Estate Settlement) to provide customized financial solutions that align with client objectives 

• Leverages the Private Bank Center (PBC) to drive operational excellence and maximize sales capacity of region advisor team 

• Establishes team operating rhythms and leverages line of business reporting to identify opportunities, close gaps, celebrate success, share best practices   

Talent Management 

Grow talent by embracing diversity and inclusion, motivating employees to be their best and creating experiences to deliver stronger results 

• Anticipate future talent needs: proactively recruiting top talent in the region, identifying potential successors and building bench strength. 

• Provide recognition, constructive feedback, coaching and differentiated rewards to ensure success. 

• Retain and develop talent by setting clear performance and development goals and expectations for direct reports 

Risk 

• Sets the tone by strictly adhering to all internal policies and procedures; federal, state, local regulations and guidelines 

SUPERVISORY RESPONSIBILITIES: Responsible for providing employees timely, candid and constructive performance feedback; developing employees to their fullest potential and provide challenging opportunities that enhance employee career growth; developing the appropriate talent pool to ensure adequate bench strength and succession planning; recognizing and rewarding employees for accomplishments.