Card Portfolios Product Manager

Job OverviewThe Card Portfolios Product Manager is responsible for the management, growth, and optimization of Citadel's debit and credit card portfolios. This role is crucial in driving the strategic direction and financial success of our debit and credit card businesses, while ensuring our card programs remain competitive, profitable, while meeting member expectations and regulatory requirements.ResponsibilitiesLead the development and enhancement of credit and debit card products, features, and benefits to meet market demands and enhance member satisfactionEnsure maximum cardholder acquisition, retention, activation, and usage rates by monitoring portfolio performance metrics and making appropriate alterationsDevelop and manage annual budget and forecast, including revenue, fee income and expense managementConduct analysis and research on market trends, member behaviors and competitive landscape to support decision makingWork closely with Risk and Compliance teams to ensure adherence to regulatory standardsCollaborate with Marketing teams to develop effective marketing strategies and campaigns to promote our card products, acquire and retain members, and increase card utilizationCollaborate with Sales Channels (branch, online) to ensure effective distribution and promotions of card productsPrepare and present regular reports and presentations to management highlighting portfolio performance, key initiatives, and recommendationsBuild and maintain relationships with key stakeholders, including internal departments, external partners, and vendorsQualifications and Education RequirementsBachelor's degree in business, finance, marketing, or a related fieldMinimum of 7 years of experience in card portfolio management within the banking or financial services industryStrong understanding of the card products and payment systems, industry trends, regulatory requirements, and competitive landscapeExcellent communication and interpersonal skills, with the ability influence and collaborate with internal stakeholdersStrong analytical and problem-solving abilitiesAbility to manage multiple priorities and work under pressurePerformance MeasurementsPerformance is based on the Citadel corporate scorecard as well as departmental and individual goals.Work EnvironmentThis position will be in an office environment with most work done on a computer. Some events may take place outdoors. Reasonable accommodations will be provided.Physical DemandsThe physical demands and work environment characteristics described herein are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.The employee will regularly lift and/or move up to ten pounds. The employee will regularly sit; talk; hear; use hands to finger, handle, or feel; and reach with hands and arms. The employee will occasionally stand. Special vision requirements include close vision and the ability to adjust focus. The noise level in the work environment is usually moderate.Travel to local and, on occasion out-of-town, meetings and events is required.EEO StatementCitadel is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, other protected status, such as race, religion, color, national origin, sex, age. We maintain a drug-free workplace and may perform pre-employment substance abuse testing.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)

Created: 2024-11-02