Credit Card Operations Clerk, Sr. controls the issuance and renewal of credit cards by the organization. Maintains inventory of blank cards and sends cards to be imprinted as needed. Being a Credit Card Operations Clerk, Sr. verifies names and account numbers on cards and mails completed cards to customers. May require a high school diploma or equivalent. Additionally, Credit Card Operations Clerk, Sr. typically reports to a manager or head of a unit/department. The Credit Card Operations Clerk, Sr. works under moderate supervision. Gaining or has attained full proficiency in a specific area of discipline. To be a Credit Card Operations Clerk, Sr. typically requires 1-3 years of related experience. (Copyright 2024 Salary.com)
The Operations Specialist-Card Services role is designed to provide support throughout the Operations Department by maintaining necessary daily and monthly reports assigned, providing assistance to other Card Services functions, respond to all front line plastic card requests, and handle related card issues proficiently. The Operations Specialist-Card Services will serve as a backup in responsibilities with multiple functions in the department.
Major Duties and Responsibilities:
Qualifications and Skills required:
Physical Requirements:
The Credit Union is committed to working with its employees to reasonably accommodate them with the physical aspects of the position. The following list outlines the physical considerations that are normally encountered in this job.
Ability to communicate.
Ability to operate standard office equipment.
Must be able to sit for extended periods of time and to occasionally lift and move items up to 20 lbs. in weight.
Total Rewards:
Congressional Federal offers a comprehensive benefits package including but not limited to health and dental, 401k, vacation and paid sick leave, 11 paid holidays, tuition reimbursement, flexible spending programs and work/life balance.
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)