Card Portfolios Product Manager

Job Overview

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The Card Portfolios Product Manager is responsible for the management, growth, and optimization of Citadel’s debit and credit card portfolios. This role is crucial in driving the strategic direction and financial success of our debit and credit card businesses, while ensuring our card programs remain competitive, profitable, while meeting member expectations and regulatory requirements.

Responsibilities

Lead the development and enhancement of credit and debit card products, features, and benefits to meet market demands and enhance member satisfaction
Ensure maximum cardholder acquisition, retention, activation, and usage rates by monitoring portfolio performance metrics and making appropriate alterations
Develop and manage annual budget and forecast, including revenue, fee income and expense management
Conduct analysis and research on market trends, member behaviors and competitive landscape to support decision making
Work closely with Risk and Compliance teams to ensure adherence to regulatory standards
Collaborate with Marketing teams to develop effective marketing strategies and campaigns to promote our card products, acquire and retain members, and increase card utilization
Collaborate with Sales Channels (branch, online) to ensure effective distribution and promotions of card products
Prepare and present regular reports and presentations to management highlighting portfolio performance, key initiatives, and recommendations
Build and maintain relationships with key stakeholders, including internal departments, external partners, and vendors

Qualifications and Education Requirements

Bachelor's degree in business, finance, marketing, or a related field
Minimum of 7 years of experience in card portfolio management within the banking or financial services industry
Strong understanding of the card products and payment systems, industry trends, regulatory requirements, and competitive landscape
Excellent communication and interpersonal skills, with the ability influence and collaborate with internal stakeholders
Strong analytical and problem-solving abilities
Ability to manage multiple priorities and work under pressure

Performance Measurements

Performance is based on the Citadel corporate scorecard as well as departmental and individual goals.

Work Environment

This position will be in an office environment with most work done on a computer. Some events may take place outdoors. Reasonable accommodations will be provided.

Physical Demands

The physical demands and work environment characteristics described herein are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The employee will regularly lift and/or move up to ten pounds. The employee will regularly sit; talk; hear; use hands to finger, handle, or feel; and reach with hands and arms. The employee will occasionally stand. Special vision requirements include close vision and the ability to adjust focus. The noise level in the work environment is usually moderate.

Travel to local and, on occasion out-of-town, meetings and events is required.

EEO Statement

Citadel is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, other protected status, such as race, religion, color, national origin, sex, age. We maintain a drug-free workplace and may perform pre-employment substance abuse testing.

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)