Job Description:

We are seeking a RIM Generalist II for the Records and Information Management Department.

The RIM Generalist II performs a variety of tasks, routine, some non-routine, continuous and repetitive work primarily preparing, capturing, retrieving, validating, and archiving credit union records either in physical or electronic format. Arrange and prioritize multiple activities to complete and accomplish a desired outcome. Uses resources and manages time effectively and efficiently. Has the functional and technical knowledge and skills to do the job at departmental standard. Evaluates and makes sound decisions when assisting members, internal customers and team members with their requests. When unable to solve an issue, the individual is directed to seek guidance from the department manager.

If you have experience in a financial institution environment, you should apply right away!

Highlights:

• Image, categorize, index, archive, verify and associate physical records submitted by various cross functional departments, in the Application Xtender repository. Import, migrate, categorize, index, verify, archive and associated various electronic records stored across multiple IT network locations, into the Application Xtender repository


• Utilize the Application Xtender system with Microsoft office Excel or Access as necessary to import and stage record index data which will be merged with new or existing records configured to be processed accordingly


• Conduct the research and analysis necessary to identify missing records or reports.  Process requests for mass migrations of records associated with one or more member accounts

Experience:

    Required

• Experience with Episys, Akcelerant, Synapsis, Application Xtender, Image Capture, PSI Gen, PSI Capture, teller work, title release regulations, title transfer regulations and the Department of Public Safety Web portal


• 2 to 3 years’ work experience within a financial institution environment


• 3 to 5 years’ work experience with records management related processes and procedures

Education:

    Required

• High School Graduate or Equivalent

 

Skills & Knowledge:

    Required

• Computer Skills to include MS Outlook, Word, Excel and Access


• Ability to use mathematical calculations (multiplication, division, percentage)


• Attention to detail and accuracy


• Ability to work independently


• Ability to multi-task


• Ability to work with diverse groups of people, both internal and external and build a positive working relationship


• Strong communications skills (oral & written)


• Strong listening skills


• Strong organizational skills


• Possess a service-oriented mindset/excellent customer service skills


• Self-motivated and dependable

    Preferred

• Bilingual is a plus

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

Level of Work: 1B

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 at www.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)

Administrative Support

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