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Job Details

Senior Underwriter

Location
Fremont, CA

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Profile

Responsibilities & Duties
• Underwriting loans by analyzing business history, financials, and loan collateral.
• Maintaining loan relationship with a variety of customers by structuring and discussing recommended best loan plan.
• Monitoring the entire department portfolio with having all financials up to date and ensuring portfolio.
• Determining & assigning tasks and due dates to the junior Loan Officers and staff that fall within their job description.
• Reviewing loan inquiries coming in from branch level and meeting with prospective customers in case Manager is absent.
• Training junior level staff in loan underwriting and loan/credit approval process.
• Reviewing credit memos completely by junior level staff before submission to Department Manager and Senior Loan Officers.
• Reviewing past due report and notes coming due.
• Supporting Department Manager by supervising all personnel within the department in case Manager is absent.
Requirements
Education
Minimum Education Level: Bachelor’s Degree
Combination of Experience and Education can meet the job requirements: No

Language Requirement
English: Written: Advanced Verbal: Fluent
Korean: Written: Intermediate Verbal: Conversational

Computer/Systems Knowledge Requirements
Microsoft Outlook: Advanced
Microsoft Word: Advanced
Microsoft Excel: Advanced
Microsoft PowerPoint: Intermediate

Job Qualifications/Requirements
• Required: Commitment to excellent customer service – responds promptly to customer needs, professional interacts with customer.
• Required: Extensive decision-making and analytical skills to evaluate information, determine risks, and consider the benefits.
• Required: Communication skills, responds well to questions and demonstrates comfort with group presentations.
• Required: Proficient in Microsoft Office.
• Required: Detail Oriented.

Physical Demands
Lifting/Carrying
Under 10 lbs: Rarely (Less than 1 hour per week)
Pushing/Pulling
Under 10 lbs: Rarely (Less than 1 hour per week)
Twisting/Turning
Reach over shoulder: Rarely (Less than 1 hour per week)
Reach over head: Rarely (Less than 1 hour per week)
Reach outward: Rarely (Less than 1 hour per week)
Climb: Rarely (Less than 1 hour per week)
Crawl: Rarely (Less than 1 hour per week)
Kneel: Rarely (Less than 1 hour per week)
Squat: Rarely (Less than 1 hour per week)
Sit: Frequent (34%-66% of the time)
Walk-Normal Surfaces: Frequent (34%-66% of the time)
Walk-Uneven Surfaces: Occasional (1% - 33% of the time)
Walk-Slippery Surfaces: Rarely (Less than 1 hour per week)
Stand: Occasional (1% - 33% of the time)
Bend: Rarely (Less than 1 hour per week)
Driving
Automatic Trans: Frequent (34%-66% of the time)
Standard Trans: Rarely (Less than 1 hour per week)
Other
Keyboard/Ten Key: Constant (Over 66% of the time)
Fingering (fine dexterity): Frequent (34%-66% of the time)
Handling (grasping, holding): Frequent (34%-66% of the time)
Repetitive Motion – Hands: Occasional (1% - 33% of the time)
Repetitive Motion – Feet: Rarely (Less than 1 hour per week)
Bank of Hope is an Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law. Bank of Hope 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 employer's legal duty to furnish information.
Please view Equal Employment Opportunity Posters provided by OFCCP here

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