President/Ceo

Bravera Insurance is hiring for a President/CEO in Bismarck, ND! Bravera is an employee- and director-owned company that is committed to helping our employees forge a new path in their career. We work together to drive continuous improvement which enhances the customers experience and keeps our organization moving forward.
This position is responsible for leading the strategic initiatives for Bravera Insurance. The President/CEO will develop and implement the annual and ongoing profit plan and is responsible for the overall profitability and growth of Bravera Insurance.
Measures of Success

1. Partner with executive leadership and the Board of Directors to develop growth strategies and execute the strategic plan.
2. Ensure clear, aligned, and measurable metrics are in place and effectively communicate internal priorities, challenges, and opportunities that impact revenue growth.
3. Motivate the team to achieve and exceed a high-performance bar; hold people accountable, reward strong performance, and address underperformance.

Duties and Responsibilities

1. Give and earn trust through honest and open communication; develop a positive working culture within Bravera Insurance and Bravera affiliates.
2. Primary risk manager of all activities.
3. Responsible to enhance and maintain the financial integrity of the company.
4. Recognize and leverage opportunities among all Bravera Holdings Corp. entities.
5. Responsible for establishing a profit/business plan in conjunction with the Holding Company strategic plan; will direct the implementation of the plan and monitor and report on-going results.
6. Responsible for integrating the aspiration and ambition of the company into the daily company operations.
7. Responsible for promoting and educating employees on training and development programs available to them to build and advance leaders in the organization.
8. Responsible for presenting concise, meaningful reports and information to the Board of Directors, Stockholders, and Employees, as needed.
9. Responsible for overseeing planning, preparation, and administration of annual company budget, including salary administration and employee review process.
10. Build and maintain a professional rapport with major customers, carriers, vendors, employees, and stockholders.
11. Provide advice, guidance, and support and delegate authority as needed to maintain the highest level of successful and efficient operations.
12. Cultivate new and existing customer relationships.
13. Responsible for promoting the organization in the community through participation in various industry and community events, activities, committees, and organizations.
14. Must maintain a high level of confidentiality and professionalism regarding all employee and customer issues and information.
15. Adhere to all industry and company rules and regulations, including but not limited to the requirements of the Bank Secrecy Act. In addition, the employee will be proactive in the prevention of illegal activities, will vigilantly look for activities that may constitute any type of fraud including money laundering, and will report any suspicious activity to the BSA Officer.
16. Will be required to drive a company vehicle with some overnight travel required. Must maintain a clear driving record in order to maintain coverage under Bravera's vehicle insurance provider.
17. Contribute to the overall success of the organization.

Supervisory Responsibilities
Bravera Insurance management team including: Sales Manager, Service Manager, Personal Lines Manager, and Operations Manager.
Qualifications

1. Bachelor's degree in business administration; master's degree recommended
2. 10+ years of leadership experience
3. 10+ years of industry experience
4. Exceptional communication and organizational skills
5. Strong history of successful people management; able to hire, mentor, develop and lead a high performing team. Able to create a positive environment where the team is both challenged and valued with clear and honest feedback.

Additional Committees

1. Member of Bravera Insurance board designated committees.
2. Member of the President/CEO Committee.
3. Will serve on other Management Committees, as determined.

Location
Bismarck, ND
Benefits
To support this, we provide a competitive and rewarding compensation package which includes a competitive salary, incentive compensation opportunities, retirement plan with company match, health insurance, paid holidays, paid time off (PTO), paid community volunteer time and stock opportunities. As a learning organization, we are committed to investing in the growth and development of our team members, offering training opportunities and tuition reimbursement.
Our Values

• Give and earn trust. We support and empower one another to earn trust through accountable performance.
• Learn, teach and mentor. We are a learning organization that invests in growth and development.
• Collaborate and innovate. We work together to drive continuous improvement to enhance your experience.

Want to learn more about careers with Bravera? Go to bravera.bank/careers.
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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).
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)