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SalaryMake the change and be the difference. Take ownership at MCB!
Established in 1960 with just one location in Morton, IL, Morton Community Bank (MCB) has grown to over 600 employees, 55 branch locations and over $5 billion in assets! We pride ourselves on our dedicated service to our customers and our communities, while placing much value on our internal assets, our employees. Each MCB employee OWNS a portion of the bank with our ESOP (Employee Stock Ownership Plan). The ESOP has proven to be a substantial benefit to employees upon retirement.
Enjoy the Benefits of working at MCB!
Employee Paid Voluntary Benefits:
Medical, Dental, Vision, Short-Term Disability, HSA, FSA, 401k.
MCB Paid:
Life and AD&D Insurances and Long-Term Disability, Vacation Days, Personal Days, and Paid Holidays.
Job Summary
Responsible for the monitoring of account delinquency, issuing escrow payments, tracking insurance, resolve credit bureau disputes, and receive bankruptcy notices from borrowers.
- Sell, audit, and report mortgages to secondary market
- Process and pay tax bills while monitoring tax service (Info-Pro) reports and exceptions
- Process and pay insurance escrow premiums, mortgage insurance premiums, and Rural Housing guaranteed annual fee premiums.
- Process and analyze annual escrow analysis prior to distribution to customer.
- Balance FNMA portfolio daily and monthly, forwarding principal and interest payments daily.
- Complete reporting for USDA, FHA, VA, FNMA, Inhouse Mortgage, MILAR, Delinquent loans, and there may be additional reporting required on an as needed basis.
- File claims for secondary market accounts that have incurred expenses due to workout programs, delinquency, deed in lieu of foreclosure, short sale, or foreclosure. Claims must be filed timely and may require multiple submissions based on investor (i.e. Rural Development, private mortgage insurance).
- Verify accrual balance on the portfolio, as needed.
- Monitor, contact customers, and allocate unapplied funds on a daily basis to loans.
Personnel Management: This position has no supervisory responsibilities.
Process Management:
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- The physical activities of this position may include climbing, reaching, standing, lifting, talking, hearing and performing repetitive motions.
- Medium exertion; exerting up to 50 pounds of force occasionally, and or up to 20 pounds of force frequently, and or up to 10 pounds of force constantly to move objects.
- The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; viewing a computer terminal.
The work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- The noise level in the work environment is usually moderate.
- Employees, who work 7 ½ continuous hours or more, must take a 30 minute uninterrupted lunch break no later than 5 hours after beginning their work day
Essential:
- High school education and diploma
- BSA and other Bank related training through BAI is required annually
- Some college
Essential:
- Knowledge of customer service principles
- Relevant computer skills
- Two years of related work experience
Licenses and Certifications
Essential:
Desirable:
This job description is not an employment contract, implied or otherwise; therefore, employment relationship remains "at-will."
Education
Preferred- High School or better
Skills
Preferred- Computer Skills
- Customer Service
- Product Knowledge
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)
