Branch Manager - Sonoma Plaza Branch Lenexa, KS
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones.
We need to decide which sections to include based on content.
We have:
- Summary Of The Job: description of accountability. Could be "About the role" or "Summary". Use heading "About the role" maybe.
- About This Role: seeking a team oriented... Could be part of About the role.
- What’s in it for you? Benefits list: Competitive Pay, 401k Match, Paid time off and paid holidays, Medical/Dental/Vision/Life/Disability/Flex Plans, Employee Wellness Program, Career development/Training/Career coaching/Job shadowing, Tuition Assistance Program, Employee banking benefits and other discounts, Culture of recognition and rewards. That's benefits.
- Why should you choose FNBO? Culture description.
- What will you be doing? Responsibilities list.
- Job Specific Responsibilities/Accountabilities: more detailed responsibilities.
- Minimum Qualifications: list of qualifications.
- Compensation: pay range.
- Work Environment: description.
- Benefits Overview: another benefits list (similar to earlier). Might duplicate; we need to preserve all substantive info but avoid duplication? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." But also "Remove duplicated lines". So we should deduplicate overlapping content. The Benefits Overview repeats many items; we can combine into one Benefits section.
- Registration Requirement: S.A.F.E. Act registration.
- There's also "Equal Opportunity & Belonging" boilerplate; we must remove EEO/equal-opportunity boilerplate. So drop that.
- Application Deadline etc: application instructions; drop.
Thus sections: About the role (maybe combine Summary and About This Role), Responsibilities (combine What will you be doing? and Job Specific Responsibilities/Accountabilities), Benefits (combine What’s in it for you? and Benefits Overview), Qualifications (Minimum Qualifications), Pay (Compensation), Work Environment, Registration (maybe as a separate section like "Requirements"? Could be "Registration Requirement").
We need headings exactly as per allowed list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can use only those headings. So we need to map content to those headings.
- About the role: summary.
- Responsibilities: duties.
- Requirements: could include registration requirement and maybe minimum qualifications? But we also have Qualifications heading for qualifications. The list includes both Requirements and Qualifications. We need to decide what goes where. Typically Requirements could be things like registration, work environment, etc. Qualifications could be education/experience. Skills could be specific skills.
We have Minimum Qualifications (education, experience). That's qualifications.
We have Registration Requirement (S.A.F.E. Act). That's a requirement.
We have Work Environment (onsite). Could be under Requirements or maybe separate but not in list; we could put under Requirements as well.
We have Pay: compensation range.
We have Benefits: benefits list.
We have Schedule: not mentioned; we should not create Schedule section if not present.
We have Skills: not explicitly listed; maybe we could infer from responsibilities but better not to create if no specific content. The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we should not add Skills if no explicit skills list. However we could extract skills from responsibilities like "coaching", "Salesforce proficiency", etc. But that might be considered inventing. Safer to omit Skills section.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay. Possibly Work Environment could be under Requirements.
We need to output only HTML fragment, no /, no markdown.
We'll produce:
About the role
... summary ...
Responsibilities
- ... each duty ...
Requirements
- ... registration requirement, work environment (onsite), maybe other requirements like ability to problem solve? Actually problem solve is in qualifications. We'll keep registration and work environment.
Qualifications
- ... minimum qualifications list ...
Benefits
- ... benefits list ...
Pay
Compensation range (base pay): $66,659.00-$113,319.00 ... maybe note about variation.
We must preserve all substantive information. Let's extract details.
About the role: combine "Summary Of The Job" and "About This Role" and maybe "Why should you choose FNBO?"? That is culture; could be part of About the role but maybe separate? But we don't have a culture heading; we could include in About the role as prose.
Let's gather:
Summary Of The Job:
"The Branch Manager is accountable for the operational success of FNBO branch locations. Responsibilities include coaching and oversight of all branch staff, coordination of community development activities, budget planning, and change management related to assigned branch."
About This Role:
"Seeking a team oriented, positive, and outgoing professional for a Branch Manager role at FNBO!"
Why should you choose FNBO? (culture):
"FNBO has a history of doing what's right for our customers and the communities we serve. This sixth generation family-owned business has become the largest privately-owned bank in the United States and has been serving customers for 160 years. FNBO is proud to be committed to our core values of Integrity, Respect, and Passion. The spirit of teamwork has remained a key ingredient of FNBO’s formula for success throughout our 160+ year history. We have fun, celebrate our wins, and strive for success. We care about our employees’ well-being personally and professionally."
We could incorporate that into About the role as additional prose.
Now Responsibilities: combine "What will you be doing?" and "Job Specific Responsibilities/Accountabilities". Let's list them.
From "What will you be doing?":
- The Branch Manager is responsible for the overall success of the assigned branch location.
- Ensure that branch personnel provide a high quality customer experience while meeting the needs of the customer.
- Provide coaching to the staff around advice and guidance and overall performance to meet the goals of the branch.
- Manage controllable expense items and staffing efficiency to budget.
- Direct branch office operations in order to meet or exceed compliance and operational objectives.
- Coordinate business and community development activities.
From "Job Specific Responsibilities/Accountabilities" (many bullet-like sentences). Let's extract each as separate bullet.
Company and Business Unit Goals:
- Accountable to work together to help meet the budgeted targets for the company and business unit.
Advice & Guidance:
- Ability to demonstrate to the team good one on one skills to help customers build their wealth, perform financial planning light at a high level, and partner exceptionally well with FNIP partners to complete the customers’ financial plan
- Ensure staff is utilizing needs-based selling techniques, executed in line with the First National Operating Philosophy and IMPAX, to identify customer needs and appropriately match them with products and services that we offer.
- Reinforce company expectations that the offering of products or services is done with clear explanation of the product or service, and its benefit to the customer consistent with product terms and conditions.
Weekly Huddles:
- Run weekly 30-minute partner huddles effectively and proficiently
- Look for ways to recognize and engage team by celebrating success through branch meetings and weekly team 10-minute standup huddles.
- Maintain the branch scorecard for leading and lagging metrics; coaching to and discussing Retail Update Video messaging sent out regularly.
- Exhibit effective leadership and change management.
Floor Management Observations:
- Complete observations of employees and coach to the effective use of the IMPAX model for customer conversations.
- Provide consistent oversights to ensure all employees are delivering on the intended Customer Experience through effective floor management.
- Maintain a presence on the floor to ensure customers are being greeted, minimize customer wait times and shift branch staffing resources as necessary to complete customer needs.
- Effectively perform banker and teller duties as needed.
- Salesforce proficiency in coaching: hold team accountable to making timely and effective customer outreach calls utilized through Salesforce proficiency and coaching.
- Utilize training plan in Career development coaching with each person and demonstrate courage to address performance issues and guide employees to adopt a mutually beneficial plan of action.
- Customer Satisfaction: Monitor In Moment survey results and respond to any issues.
- Coach to a customer satisfaction score of 90%.
Hiring Practices And Performance Accountability:
- Effectively utilize Banker and Teller Attributes in coaching and hiring.
- Ensure sales accountability: deliver the level of advice and guidance by the whole that will result in attaining sales goals for the team
- Conduct effective one-on-one employee conversations on a regular basis providing coaching, feedback and performance actions.
- Performance Plans applied if an individual is not delivering sales, advice, and guidance at an acceptable level for the team to reach their goals;
Operational Excellence:
- Manage controllable expense items to budget and minimize branch-initiated fee waivers
- Manage staffing efficiency to budgeted “Future State” FTE/Salary targets as set by Retail Director and Leadership given volumes in the Staffing Model.
- Ensure DocuSign adoption at 80% or greater for new accounts and 70% for maintenance (by October 2021).
- Minimize branch controllable fraud, DDA charge-offs and teller O/S losses as set by Leadership and Finance given run rates / budget targets;
Compliance:
- Ensure account opening criteria and transaction processing procedures are followed and appropriate risk decisions are made to protect our customers and the bank.
- Coach and manage team to provide digital signature cards at least 80% of the time.
- Ensure any hard-signed signature cards are scanned into FirstWork within 24 of opening/uploading new accounts.
- Monitor Deposit/Customer workflows, FIRE database and any other assigned error reports daily.
- Identify, coach, and address issues within 48 hours of notification and resolve outstanding issues within 30 days.
- Ensure branch cash and negotiable items are maintained per bank standards.
- Ensure all direct reports and teams meet these compliance requirements including adherence to Incentive Plan rules and take action to address employee performance issues.
- Branch to achieve a passing score for all On Site and Off-Site Assessments.
- Bring your Market Director into the loop via 2-3 sentence email when working with HR and employees on all Performance Plans and Terminations.
That's a lot. We'll need to output as <
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include based on content. We have: - Summary Of The Job: description of accountability. Could be "About the role" or "Summary". Use heading "About the role" maybe. - About This Role: seeking a team oriented... Could be part of About the role. - What’s in it for you? Benefits list: Competitive Pay, 401k Match, Paid time off and paid holidays, Medical/Dental/Vision/Life/Disability/Flex Plans, Employee Wellness Program, Career development/Training/Career coaching/Job shadowing, Tuition Assistance Program, Employee banking benefits and other discounts, Culture of recognition and rewards. That's benefits. - Why should you choose FNBO? Culture description. - What will you be doing? Responsibilities list. - Job Specific Responsibilities/Accountabilities: more detailed responsibilities. - Minimum Qualifications: list of qualifications. - Compensation: pay range. - Work Environment: description. - Benefits Overview: another benefits list (similar to earlier). Might duplicate; we need to preserve all substantive info but avoid duplication? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." But also "Remove duplicated lines". So we should deduplicate overlapping content. The Benefits Overview repeats many items; we can combine into one Benefits section. - Registration Requirement: S.A.F.E. Act registration. - There's also "Equal Opportunity & Belonging" boilerplate; we must remove EEO/equal-opportunity boilerplate. So drop that. - Application Deadline etc: application instructions; drop. Thus sections: About the role (maybe combine Summary and About This Role), Responsibilities (combine What will you be doing? and Job Specific Responsibilities/Accountabilities), Benefits (combine What’s in it for you? and Benefits Overview), Qualifications (Minimum Qualifications), Pay (Compensation), Work Environment, Registration (maybe as a separate section like "Requirements"? Could be "Registration Requirement"). We need headings exactly as per allowed list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can use only those headings. So we need to map content to those headings. - About the role: summary. - Responsibilities: duties. - Requirements: could include registration requirement and maybe minimum qualifications? But we also have Qualifications heading for qualifications. The list includes both Requirements and Qualifications. We need to decide what goes where. Typically Requirements could be things like registration, work environment, etc. Qualifications could be education/experience. Skills could be specific skills. We have Minimum Qualifications (education, experience). That's qualifications. We have Registration Requirement (S.A.F.E. Act). That's a requirement. We have Work Environment (onsite). Could be under Requirements or maybe separate but not in list; we could put under Requirements as well. We have Pay: compensation range. We have Benefits: benefits list. We have Schedule: not mentioned; we should not create Schedule section if not present. We have Skills: not explicitly listed; maybe we could infer from responsibilities but better not to create if no specific content. The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we should not add Skills if no explicit skills list. However we could extract skills from responsibilities like "coaching", "Salesforce proficiency", etc. But that might be considered inventing. Safer to omit Skills section. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay. Possibly Work Environment could be under Requirements. We need to output only HTML fragment, no /, no markdown. We'll produce:
About the role
... summary ...
Responsibilities
- ... each duty ...
Requirements
- ... registration requirement, work environment (onsite), maybe other requirements like ability to problem solve? Actually problem solve is in qualifications. We'll keep registration and work environment.
Qualifications
- ... minimum qualifications list ...
Benefits
- ... benefits list ...
Pay
Compensation range (base pay): $66,659.00-$113,319.00 ... maybe note about variation.
We must preserve all substantive information. Let's extract details. About the role: combine "Summary Of The Job" and "About This Role" and maybe "Why should you choose FNBO?"? That is culture; could be part of About the role but maybe separate? But we don't have a culture heading; we could include in About the role as prose. Let's gather: Summary Of The Job: "The Branch Manager is accountable for the operational success of FNBO branch locations. Responsibilities include coaching and oversight of all branch staff, coordination of community development activities, budget planning, and change management related to assigned branch." About This Role: "Seeking a team oriented, positive, and outgoing professional for a Branch Manager role at FNBO!" Why should you choose FNBO? (culture): "FNBO has a history of doing what's right for our customers and the communities we serve. This sixth generation family-owned business has become the largest privately-owned bank in the United States and has been serving customers for 160 years. FNBO is proud to be committed to our core values of Integrity, Respect, and Passion. The spirit of teamwork has remained a key ingredient of FNBO’s formula for success throughout our 160+ year history. We have fun, celebrate our wins, and strive for success. We care about our employees’ well-being personally and professionally." We could incorporate that into About the role as additional prose. Now Responsibilities: combine "What will you be doing?" and "Job Specific Responsibilities/Accountabilities". Let's list them. From "What will you be doing?": - The Branch Manager is responsible for the overall success of the assigned branch location. - Ensure that branch personnel provide a high quality customer experience while meeting the needs of the customer. - Provide coaching to the staff around advice and guidance and overall performance to meet the goals of the branch. - Manage controllable expense items and staffing efficiency to budget. - Direct branch office operations in order to meet or exceed compliance and operational objectives. - Coordinate business and community development activities. From "Job Specific Responsibilities/Accountabilities" (many bullet-like sentences). Let's extract each as separate bullet. Company and Business Unit Goals: - Accountable to work together to help meet the budgeted targets for the company and business unit. Advice & Guidance: - Ability to demonstrate to the team good one on one skills to help customers build their wealth, perform financial planning light at a high level, and partner exceptionally well with FNIP partners to complete the customers’ financial plan - Ensure staff is utilizing needs-based selling techniques, executed in line with the First National Operating Philosophy and IMPAX, to identify customer needs and appropriately match them with products and services that we offer. - Reinforce company expectations that the offering of products or services is done with clear explanation of the product or service, and its benefit to the customer consistent with product terms and conditions. Weekly Huddles: - Run weekly 30-minute partner huddles effectively and proficiently - Look for ways to recognize and engage team by celebrating success through branch meetings and weekly team 10-minute standup huddles. - Maintain the branch scorecard for leading and lagging metrics; coaching to and discussing Retail Update Video messaging sent out regularly. - Exhibit effective leadership and change management. Floor Management Observations: - Complete observations of employees and coach to the effective use of the IMPAX model for customer conversations. - Provide consistent oversights to ensure all employees are delivering on the intended Customer Experience through effective floor management. - Maintain a presence on the floor to ensure customers are being greeted, minimize customer wait times and shift branch staffing resources as necessary to complete customer needs. - Effectively perform banker and teller duties as needed. - Salesforce proficiency in coaching: hold team accountable to making timely and effective customer outreach calls utilized through Salesforce proficiency and coaching. - Utilize training plan in Career development coaching with each person and demonstrate courage to address performance issues and guide employees to adopt a mutually beneficial plan of action. - Customer Satisfaction: Monitor In Moment survey results and respond to any issues. - Coach to a customer satisfaction score of 90%. Hiring Practices And Performance Accountability: - Effectively utilize Banker and Teller Attributes in coaching and hiring. - Ensure sales accountability: deliver the level of advice and guidance by the whole that will result in attaining sales goals for the team - Conduct effective one-on-one employee conversations on a regular basis providing coaching, feedback and performance actions. - Performance Plans applied if an individual is not delivering sales, advice, and guidance at an acceptable level for the team to reach their goals; Operational Excellence: - Manage controllable expense items to budget and minimize branch-initiated fee waivers - Manage staffing efficiency to budgeted “Future State” FTE/Salary targets as set by Retail Director and Leadership given volumes in the Staffing Model. - Ensure DocuSign adoption at 80% or greater for new accounts and 70% for maintenance (by October 2021). - Minimize branch controllable fraud, DDA charge-offs and teller O/S losses as set by Leadership and Finance given run rates / budget targets; Compliance: - Ensure account opening criteria and transaction processing procedures are followed and appropriate risk decisions are made to protect our customers and the bank. - Coach and manage team to provide digital signature cards at least 80% of the time. - Ensure any hard-signed signature cards are scanned into FirstWork within 24 of opening/uploading new accounts. - Monitor Deposit/Customer workflows, FIRE database and any other assigned error reports daily. - Identify, coach, and address issues within 48 hours of notification and resolve outstanding issues within 30 days. - Ensure branch cash and negotiable items are maintained per bank standards. - Ensure all direct reports and teams meet these compliance requirements including adherence to Incentive Plan rules and take action to address employee performance issues. - Branch to achieve a passing score for all On Site and Off-Site Assessments. - Bring your Market Director into the loop via 2-3 sentence email when working with HR and employees on all Performance Plans and Terminations. That's a lot. We'll need to output as <