Director of Business Banking

Work Locations:

358 North Shore Drive

Pittsburgh, Pa 15212

800 Philadelphia Street

Indiana, PA 15701

100 Corporate Center Drive; Suite 200

Camp Hill, PA 17011

10 N Church Street

West Chester PA 19380

Work Hours:

Monday - Friday

8:00am - 5:00pm

Additional hours as needed to fulfill the needs of the department.

Function: The Senior Vice President, Director of Business Banking is the senior leader responsible for guiding the bank's business banking strategy, execution, and portfolio performance across all markets. This role blends strategic oversight with hands-on leadership, ensuring the bank delivers personalized, relationship-driven financial solutions to small and mid-sized businesses. The SVP will shape the banks growth trajectory while preserving our people-forward culture, and community focus with a strong emphasis on deposit growth and treasury management solutions.

Duties and Responsibilities:

Relationship-Driven Business Development:

• Champion a high-touch relationship model that prioritizes accessibility, responsiveness, and trust.
• Leads business development efforts to grow deposits, fee income and loans utilizing our relationship-based conversation tool.
• Support leaders in building a high performing banker team focused on new household acquisition and deepening of relationships.

Community-Focused Strategic Leadership:

• Execute the business banking strategy that supports the bank's mission, local economic development, and long-term sustainability.
• Identify opportunities within the banks footprint to grow the deposit base and support local businesses.
• Represent the bank in community organizations, economic development groups, and business networking groups
• Works with the Director of Customer Experience to assess and manage client satisfaction.

Portfolio & Financial Performance Management:

• Oversee the overall performance of the business banking division with growth, credit quality, and risk management.
• Liaison with our finance team to set production goals, monitor performance, and implement strategies to achieve financial targets
• Maintain a deep understanding of local industries, market conditions, and competitors.

Leadership, Culture, and Talent Development:

• Lead, mentor, grow and develop the team leads, relationship bankers and support staff.
• Foster a culture rooted in integrity, collaboration across divisions, accountability, and community stewardship.
• Support succession planning, talent development and recruiting efforts to strengthen the banks' long-term talent pipeline.
• Work closely with the Director of Retail Banking to adopt a universal small business focus within the branches.
• Work closely with the Director of Product to enhance and build value propositions that enable growth.

Operational Excellence:

• Improve processes and workflows to enhance efficiency without compromising our people-forward culture.
• Collaborate with operations and technology teams to adopt practical, scalable solutions that support growth.
• Ensure operational controls across the division are sound.

Credit, Risk, and Compliance Oversight:

• Partner closely with the credit administration to maintain disciplined underwriting and portfolio monitoring.
• Ensure compliance with regulatory requirements and internal policies

Assumes additional responsibilities as required.

Education:

Requires a four-year degree or equivalent.

Experience:

Requires more than ten years' general business experience, more than ten years of specialized experience in Business Banking, Small Business, Treasure Management, Credit.

Physical Demands:

This work can be performed at multiple locations. Operates a keypad device 50-60%, operates electronic equipment/office equipment 50-60% of the day. Traveling 40-50%, overnight stays 20-30%. Primary parts of the body involved include fingers, thumb, hand, wrist(s), elbows, legs/feet. Sitting 40-50% , standing 40-50%, walking 30-40% of the day.

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)

Salary Range: