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Lifeline Specialist

Cadence Bank
Dec 27, 2024
Description
Summary:

Cadence Bank is looking for a Lifeline Specialist who will act as an internal support unit to our employees. This position requires a strong candidate who has a solid understanding of our systems and processes. Our goal is to advise employees on the best way to handle a customer request to ensure policies and procedures are met while delivering an excellent customer experience.


Essential Job Duties

  • Handles all call and email requests from our Cadence Bank employees across all internal departments and Lines of Business.
  • Identifies and reports gaps in processes, policies and procedures to management.
  • Recommends system changes when new products are implemented and gaps are identified.
  • Works as a liaison between the employees and internal departments to streamline information.
  • Provides feedback to management on ways to improve efficiencies, training and procedures.
  • Reviews Legal documentation for POA, Estate and Trust accounts before the branch originates the account.
  • Skill and ability to solve problems and make sound decisions based upon set procedures.
  • Ability to comprehend and communicate bank products, services, rules, fees and disclosures.
  • Manages outstanding issues to ensure a timely resolution.
  • Accomplish organization goals by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
  • Identifies and escalates unique situations or issues that do not fall within set procedures and guidelines.


Minimum Qualifications

  • High School diploma required and some college preferred.
  • Management experience preferred.
  • 1-2 years of Bank experience.
  • Strong computer skills.
  • Strong customer Focus.
  • Multi-tasking skills.

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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