Loss Mitigation Specialist - MH Central - Credit Human

We are seeking a Loss Mitigation Specialist for the Central Region Remarketing Department.

The Loss Mitigation Specialist is responsible for the timely and cost-effective liquidation of repossessed/foreclosed “retail” manufactured home inventory. This is achieved by understanding repossession markets, analyzing inventory, and building strong relationships within the manufactured housing industry. The Loss Mitigation Specialist will prepare marketing strategies for each unit and determine the best course of action with the least amount of expense.

The Loss Mitigation Specialist is accountable for following established procedures that ensure compliance with the approved policies and procedures for the Loss Mitigation Department. The Loss Mitigation Specialist is accountable for seeking new methods of remarketing manufactured homes utilizing technology to gain efficiency and increase exposure for our inventory.

If you have consumer finance industry experience, you should apply right away!

Highlights:

• Responsible for all market research for pricing of repossessions and foreclosures
• Maintain positive relationships with Retailers and 3^rd Party Sources
• Responsible for continued growth of Retailer and 3^rd Party Source contacts
• Prepare initial Home Evaluation packet and recommend sales strategies to include estimates of refurb and formulation of a primary direction for the liquidation of the asset
• Update and prepare all required reports for meetings and assist the Manager in generating monthly, quarterly and year end reports for Management
• Track all collection and remarketing expense check request and coordinate with accounting to ensure timely payment within their department guidelines

Experience:

    Required

• 2 to 3 years of experience within the consumer finance industry

    Preferred

• 2 to 3 years of experience with asset disposal and manufactured housing industry
• 2 to 3 years of experience in sales or marketing
• 1 to 2 years of experience with inventory, expense, or transaction tracking/management
• 1 to 2 years of experience with monthly reports and/or member accounts
• 1 to 2 years of experience with maintaining quality control for internal and external audits

Education:

    Required

• High school diploma or equivalent

Skills & Knowledge:

    Required

• Ability to work effectively as a member of a collaborative team
• Proven track record of providing a high level of customer service to vendors, and members to maintain and foster strong business relationships
• Ability to negotiate effectively
• Ability to multi task and prioritize effectively
• Ability to work independently with little supervision
• Computer skills to include standard office applications
• Ability to track and monitor inventory, expenses, and transactions

    Preferred

• Microsoft Outlook, Word, Excel, Word, Access
• Bilingual English/Spanish

Schedule: Monday-Friday, 8:30 am-5:30 pm

Level of Work: 1C

Credit Human provides employees with many benefits from insurance coverage to college tuition reimbursement.

To get to know Credit Human and learn more about our benefits, visit our careers page atwww.credithuman.com/careers.

Credit Human conducts employment background checks that may be used for decisions related to employment with Credit Human. Standard background checks performed on final candidates include NCUA Administrative and Prohibited Orders, ChexSystems, past employment verification, criminal history checks on convictions, and outstanding arrest warrants within the past seven years. Degree verifications are conducted if listed on the employment application. Additional background checks relevant to the role may include a motor vehicle registration check, credit check, and/or fingerprint card. Applicants must be currently authorized to work in the United States on a full-time basis.

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) Lending